Employee Engagement
People > Employee Engagement
Employee Engagement
Significance & Commitment
Human capital is at the heart of sharpening the Company’s competitive advantage. The engagement of employees directly mirrors in their work efficiency and achievements. At the same time, navigating workforce diversity presents both challenges and opportunities. Banpu is committed to providing equal opportunities to all employees, regardless of race, nationality, language, culture, or gender. The Company believes that fostering a robust corporate culture is key for managing diversity effectively, strengthening employee engagement, and ultimately driving organizational productivity and success.
Management Approach
Under the “One Banpu, One Goal” principle, the Company aspires to develop employees into professionals with a shared vision and collaborative goals. With a commitment to providing equal opportunities to all employees, we foster a sense of unity through a diverse and inclusive workplace. This commitment is embodied in the corporate culture “Banpu Heart” which comprises 3 core values: Passionate, Innovative, and Committed, along with 10 key behaviors that guide daily actions.
“Banpu Heart” is embedded throughout the employee lifecycle, from recruitment and on-boarding to development and performance evaluation. Since 2012, the Company has engaged a third-party provider to conduct annual employee engagement and corporate culture surveys. The survey is offered in the local language of all countries where we operate to ensure thorough understanding and genuine feedback.
The Company has updated its Human Resource Management Policy to ensure alignment with the evolving business environment and changes in laws & regulations in each country. Emphasis has been placed on non-discrimination and anti-harassment policies. To prevent discrimination and harassment, the Company has established guideline that covers various aspects across the employee lifecycle, including recruitment & selection, training & development, performance management, employee compensation, and transfer & exit processes. Additionally, the grievance mechanism for addressing any incidents of discrimination or harassment has been developed and communicated to all employees.
Performance Management System
To promote fairness and support the alignment between individual efforts and organizational goals, Banpu has implemented a structured performance management system. This system ensures that performance-based remuneration reflects each employee’s contributions and responsibilities. Performance evaluations are conducted twice a year and are categorized into four types: Management by objectives, Multidimensional performance appraisal, Team-based performance appraisal, and Agile conversations.
Management by objectives
The Company’s performance management system consists of two sets of KPIs: work-related KPIs, which account for 70%, and behavior-based KPIs, which account for 30%. The behavior-based KPIs are measured by actions that demonstrate the corporate culture “Banpu Heart”. The Company promotes employees’ involvement in developing their own plans and KPIs by aligning their goals with those of the Company and their teams. Besides, the Company specifically assigned Leadership KPIs to middle management and above levels.
Multidimensional performance appraisal
The Company provides a 360-degree feedback process where colleagues, subordinates, and direct supervisors can evaluate work-related behaviors. The outcomes gained from these evaluations are utilized to provide opportunities for enhancing knowledge and skills.
Team-based performance appraisal
The Company has adopted a “Calibration” process across the organization. This approach is designed to ensure that performance outcomes are accurately aligned with the goals of respective departments and contribute to the broader organizational strategy.
Agile conversations
The Company encourages employees to have performance discussions with their supervisors at least twice annually to share opinions about performance evaluation, goals, and self-development strategies. There also are mentoring programs which serve as additional communication channels for self-development. These initiatives involve discussions with senior executives, who are not their direct supervisors, to gain diverse perspectives and enrich their professional growth through experience, knowledge, and skills enhancement.
Year in Review
n 2024, Banpu continued to strengthen the diverse business ecosystem by promoting unity through the “Banpu Heart” culture. Cross-functional collaboration and localized, generationally inclusive activities were emphasized across all countries. Key highlights included ‘The Stories of Banpu People: Voices of Dedication’, a documentary project showcasing employees’ real-life experiences, linking Banpu Heart’s 10 key behaviors of Banpu Heart to tangible business goals. Additionally, Banpu Change Leaders (BCLs) network expanded globally, leading culture-focused workshops and promoting short films that spotlighted internal role models.
Bottom-up culture-building activities were also prioritized, shaped by employee interests and feedback. Programs such as the ‘Boost Me Up’ series supported holistic well-being, addressing physical, mental, and emotional health. Throughout these initiatives, Banpu’s management maintained close communication to align diverse roles with the Company’s Energy Symphonics Strategy.
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