The Company recognizes that its people are the key driving force behind sustainable organizational success, particularly in an era where technology and consumer behavior are rapidly evolving. Therefore, the Company focuses on developing employee capabilities alongside building a strong corporate culture that encourages engagement and enables employees at all levels to fully express their creativity.

In 2025, the Company established the PRI DNA, a corporate culture that emphasizes teamwork, continuous development, creativity, and readiness to adapt to change. Through this culture, employees are encouraged to share ideas and expertise, generate new concepts, and effectively overcome challenges.

1. Service Mindset – Establishing consistent service standards across the organization to build customer confidence.
2. SYNERGY – Working as one team and collaborating to achieve organizational goals and enhance operational efficiency.
3. Smart Active – Demonstrating dedication in delivering happiness and satisfaction to customers.

 

Goal

 

Zero cases of unfair employment practices, sexual harassment, and discrimination disputes.

 

Employee Engagement Goal

 

Achieve a 90% employee engagement survey score.

Fair Treatment of Employees and Respect for Human Rights

The Company recognizes the importance of preventing human rights violations in human resource management, as human rights are fundamental rights that everyone should equally enjoy. The Company strictly complies with all applicable labor laws and regulations related to employment and employee treatment and also considers issues that could potentially lead to human rights violations. For example, there are no gender restrictions in recruitment; instead, candidates are evaluated primarily based on their competencies and suitability for the position. The Company has clearly established and communicated a Human Rights Policy and developed procedures for assessing human rights risks and impacts. These procedures aim to identify preventive measures and mitigate potential risks related to human rights throughout the Company’s operations and across the entire value chain.

In 2025, the number of complaints related to discrimination was 0 cases, and the number of complaints related to sexual harassment was also 0 cases.

Performance

In 2025, there were no complaints related to discrimination or sexual harassment.

Zero complaints related to discrimination and sexual harassment.

Performance

Fair Labor Practices in 2025

Zero complaints related to unfair employment practices.

Performance

Employee Engagement Score

Employee engagement score of 78.43%

 

Performance

Average Training Hours per Employee

20 training hours per employee per year

Employment

Recruitment and Selection

The Company places great importance on its recruitment and selection process, guided by five key principles of human resource recruitment:

1. Merit System – Emphasizing integrity and suitability.
2. Competency – Considering the skills and capabilities required for each position.
3. Equality – Providing equal opportunities to all applicants.
4. Opportunity – Remaining open to individuals with potential for development.
5. Security – Creating confidence in long-term growth together with the organization.

The Company emphasizes establishing a recruitment and selection process that is fair, transparent, and systematic. The process is based on the principles of equality and non-discrimination, regardless of differences in age, gender, race, religion, or skin color. This approach aims to ensure that the Company recruits capable individuals who are well suited to their roles and able to grow sustainably together with the organization.

The Company’s recruitment process is designed to comprehensively assess candidates in terms of knowledge, skills, and attitudes. Each position includes specific competency assessments relevant to the job requirements. For example, foreign language proficiency tests are conducted for positions that require communication with international clients, while presentation skills assessments are conducted for sales-related roles.

The Company has established clear interview standards and guidelines to prevent decisions influenced by personal feelings, bias, or prejudice. Standardized evaluation forms are used to assess candidates across multiple dimensions, including knowledge, experience, skills, and attitudes. Each interview is conducted by an interview panel consisting of more than one supervisor from the relevant departments to ensure a well-rounded and fair evaluation. Furthermore, clearly defined individual evaluation criteria are applied during the recruitment interview process to enable transparent and fair comparisons among candidates. Each assessment involves more than one relevant department head to support the final hiring decision for each applicant.

The Company places strong emphasis on equality and respect for human dignity. All forms of illegal labor are strictly prohibited, and employment practices are conducted transparently and in full compliance with labor laws. This includes probation assessments, working hours, employee benefits, statutory leave, and other employment conditions. All employees are required to sign a formal employment contract upon commencement of employment.

In 2025, the Company employed a total of 1,363 permanent and contractual employees, consisting of 733 female employees (53.78%) and 630 male employees (46.22%). Details are presented as follows:

By employment level:

By age group:

Employment of Vulnerable Groups

The Company places importance on promoting and supporting the quality of life of disadvantaged groups, particularly persons with disabilities in Thai society. Currently, the Company employs 9 persons with disabilities. This initiative aims to promote opportunities for skill development and employment among persons with disabilities, enabling them to achieve self-reliance, generate income, and live with dignity. It also helps reduce the caregiving burden on families and society while encouraging the participation of persons with disabilities in the country’s economic development. In addition, the initiative contributes to fostering an inclusive and equitable society that provides opportunities for all.

Compensation Management

The Company has established a comprehensive and fair compensation management policy. The compensation system is designed to attract, retain, and motivate employees to perform at their full potential. The Company’s compensation structure consists of three main components: direct monetary compensation, indirect monetary compensation, and non-monetary compensation.

Monetary Benefits

• The Company establishes its salary and compensation structure in alignment with labor market and industry standards. Commission is provided for certain job functions. The Company also implements an annual salary adjustment policy and provides bonus payments based on KPI performance evaluations that align with the Company’s organizational goals and overall business performance. This ensures that employees receive compensation that appropriately reflects their dedication and work performance.
• The Provident Fund aims to promote savings and provide financial security for employees and their families. Employee contributions are voluntary and depend on the employee’s length of service. The employee contribution rate can be up to 15%, while the Company contributes between 3%–7%.
• Group insurance coverage for employees includes life insurance and health insurance. All employees become eligible for these benefits upon successful completion of their probation period. Employees receive life and health insurance coverage according to the Company’s benefit plans, with higher coverage limits provided based on job level.
• Annual dental benefits: Employees are entitled to claim annual dental expenses as a special benefit provided directly by the Company and not through any insurance provider. Employees can claim dental expenses with an annual coverage limit ranging from THB 3,000 – 6,000.
• The Company allocates a budget for performance-based incentives to recognize and motivate employees who achieve their work goals, as well as other special rewards.
• Employee privileges for purchasing real estate within the Company’s group: All employees receive special privileges when purchasing real estate projects developed by the Company’s group. This initiative helps reduce employees’ financial burden and supports improved quality of life.

Non-Monetary Benefits

• Annual health check-ups: As part of the Company’s policy to promote employee well-being, the Company collaborates with leading hospitals and healthcare clinics to provide annual health screening programs for employees.
• The Company provides SIM cards for all employees to facilitate communication for both internal and external work-related matters, with all related costs covered by the Company.
• The Company provides employee assistance in important life events, such as childbirth support, hospital visitation baskets for employees receiving medical treatment, support in the event of a family member’s passing, and financial assistance for employees affected by natural disasters.
• Paternity leave benefit: Male employees are entitled to 10 days of leave to care for their newborn child.
• Birthday leave: Employees are granted one additional day of leave during their birth month.
• The Company organizes celebration events and social activities for special occasions and important holidays. These activities aim to enhance workplace atmosphere, strengthen relationships within and across departments, and help relieve work-related stress among employees.

The Company has established a Welfare Committee in the Workplace, consisting of 10 representatives, to represent employees in consultations regarding employee welfare. The committee is responsible for discussing, overseeing, and proposing suggestions on employee welfare matters to senior management. This mechanism helps strengthen positive relationships and mutual understanding between employers and employees in improving welfare programs and workplace conditions, while also enhancing employee morale and work efficiency.

In 2025, the Company paid a total of THB 650,405,810.51 in employee compensation. Details are as follows:

In addition, the Company provides a Provident Fund for employees to promote savings and financial security for employees and their families, while also offering tax benefits. Participation in the fund is voluntary, and employees may select their preferred investment plan. The Company contributes to each employee’s fund based on the employee’s length of service. In 2025, 179 employees participated in the Provident Fund, representing 15.66% of the workforce.

Organizational Engagement

The Company has established guidelines to strengthen employee engagement and retention to support sustainable business growth. The Company focuses on improving work performance and implementing compensation policies that motivate employees. Salary structures and employee benefits are designed to reflect employee performance and capabilities, with annual salary adjustments aligned with employees’ skills, performance evaluations based on KPIs, and the Company’s overall business performance.

In addition, the Company conducts an Employee Engagement Survey at least once every two years to serve as a channel to communicate with employees and to better understand areas that require improvement. It also supports organizational development in areas such as participation, pride in the organization, career advancement, and compensation.

In 2025, the employee satisfaction and engagement survey achieved a score of 78.43%.

Survey results indicated that employees would like the Company to further enhance skill development programs across all job positions to create greater career advancement opportunities. The Company has therefore set a Goal for 2026 to increase employee happiness and engagement levels to over 90%.

 

In 2025, the Company recorded 362 voluntary employee resignations (Turnover Rate), representing 26.56% of the total workforce. Of these, 202 were male employees, accounting for 14.82%, and 162 were female employees, accounting for 11.86%.

Employee Engagement and Relationship-Building Activities

The Company places great importance on strengthening engagement between the organization and its employees. Through the Happy Maker initiative, activities are organized to deliver encouragement and foster a positive working atmosphere for employees assigned to juristic person management projects. Company executives also visit project sites to meet with employees and present Box Sets as a gesture of appreciation and encouragement for their dedication and hard work in performing their duties on site. These activities help strengthen positive relationships and reinforce employees’ sense of belonging to the organization.

Employee Training

The Company promotes employee training and development to enhance the capabilities and potential of employees across all groups, enabling them to perform their duties effectively and achieve shared objectives for both the organization and its employees.

In 2025, the Company established guidelines for employee capability development and encouraged continuous training programs. These initiatives focus on strengthening work-related skills, systematic problem-solving abilities, and effective communication skills to ensure employees can collaborate efficiently with others.

The Company’s training programs are categorized into three main types:

1. Mandatory Courses – Orientation programs that new employees must complete before commencing their duties, such as business ethics, company policies, and operational guidelines.
2. Functional Skill Courses – Courses that focus on specialized skills required for operational tasks and specific job functions within each department.
3. General Courses – Courses aimed at building fundamental knowledge related to the Company’s business operations.

In 2025, the Company organized 13 training programs covering professional development, workplace safety, and operational efficiency. Each course had an average training duration of 8 hours, and multiple sessions were conducted to ensure broad employee participation.

The Company delivered a total of 25,020 training hours, representing an average of 20 training hours per employee per year (achieving the training goal of 6 hours per employee per year).

Examples of Training Programs

Pet Services Training Program – The Company collaborated with Thonglor Pet Hospital to provide training for juristic person officers and staff working in Pet-Friendly projects. The program aims to establish service standards by equipping employees with specialized knowledge, understanding, and skills required to effectively serve residents who own pets. Employees who complete this training program receive a special badge to symbolize their expertise in providing services for Pet-Friendly projects.

Housekeeping Skill Development Program: Service Mind and Work Standards – The Company continuously organizes training programs to enhance the capabilities of project housekeeping staff. These programs emphasize cultivating a strong “Service Mind”, encouraging employees to provide services with enthusiasm and friendliness. The training also aims to elevate work standards in terms of technical knowledge and proper cleaning procedures to ensure comprehensive and efficient operations. This contributes to maintaining high-quality residential environments and creating lasting positive impressions for residents.

In addition, the Company is committed to improving the quality of life for employees from all groups equally. The Company has partnered with the World Vision Foundation of Thailand to provide specialized training programs for migrant workers. These programs aim to enhance workplace safety skills, provide knowledge about company rules and regulations, and support proper integration into Thai society. The training also promotes cross-cultural communication within the organization.

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Human Rights Policy

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