ยินดีครับ แก้ไขชื่อบริษัทเป็น Sripinong Truck Co., Ltd. ให้ถูกต้องตามต้นฉบับเรียบร้อยครับ
Announcement of Sripinong Truck Co., Ltd.
No. 6/2025
Subject: Human Resources Management Policy
Effective Date: October 1, 2025
1. Objectives
1.1 To establish standardized principles and guidelines for human resources management across the organization.
1.2 To attract, develop, retain, and motivate high-potential employees to grow sustainably with the organization.
1.3 To foster an organizational culture rooted in transparency, fairness, respect for human dignity, and strict compliance with labor laws and relevant regulations.
2. Scope of Application
2.1 This policy applies to directors, executives, and employees at all levels within the company/organization.
2.2 It covers all HR management processes, including recruitment, appointment, performance evaluation, development, promotion, transfer, rewards, disciplinary action, and termination.
3. Principles of HR Management
3.1 Treat all employees with equality and fairness, without discrimination based on gender, age, race, religion, disability, political opinion, or social status.
3.2 Respect the human rights and dignity of every employee.
3.3 Adhere to the principles of merit, transparency, accountability, and compliance with labor laws and related regulations.
3.4 Support continuous employee potential development to enhance the organization’s competitive advantage.
3.5 Promote employee engagement, two-way communication, and a positive working environment.
4. Recruitment and Selection
4.1 Implement recruitment processes that are transparent, fair, and competitive, primarily based on qualifications, knowledge, skills, and job suitability.
4.2 Prohibit the solicitation of benefits or the use of external influence in the selection process.
4.3 Clearly define job qualifications (Job Description / Job Specification).
4.4 Systematically record and maintain job application and selection data for audit purposes.
5. Appointment and Probation
5.1 Appointments shall align with the approved organizational structure and budget.
5.2 Define appropriate probationary periods in accordance with the law, with clear and fair performance evaluations.
5.3 Confirm permanent employment based on performance results, personal attributes, and alignment with organizational culture.
6. Employee Development and Training
6.1 The company supports regular training and development in knowledge, skills, and attitudes.
6.2 Establish Individual Development Plans (IDP) or departmental development plans as appropriate.
6.3 Promote self-learning, coaching/mentorship, and internal knowledge sharing.
7. Performance Evaluation
7.1 Define a performance evaluation system with clear Key Performance Indicators (KPIs) that are transparent and aligned with organizational goals.
7.2 Employees have the right to be informed of their evaluation results and receive feedback for self-improvement.
7.3 Evaluation results shall be used to support decisions regarding promotions, salary adjustments, rewards, and development.
8. Compensation and Benefits
8.1 Provide competitive and fair compensation based on job responsibilities, performance, and market labor conditions.
8.2 Provide appropriate benefits, such as social security, health insurance, annual leave, and other leaves as required by law and company regulations.
8.3 Regularly review compensation and benefits structures as appropriate.
9. Discipline, Punishment, and Termination
9.1 All employees must strictly comply with the company’s rules and work regulations.
9.2 In case of violations, the company will take fair disciplinary action in stages, in accordance with labor laws.
9.3 Termination must be based on reasonable grounds, supported by evidence, and carried out according to legal procedures.
9.4 Unfair dismissal or discriminatory termination is strictly prohibited.
10. Occupational Safety, Health, and Environment
10.1 The company is responsible for providing a safe and hygienic working environment.
10.2 Provide periodic safety training, including accident and emergency prevention.
10.3 All employees must cooperate in maintaining safety and strictly follow safety regulations.
11. Communication and Employee Engagement
11.1 Promote open, transparent, and comprehensive communication channels, both top-down and bottom-up.
11.2 Encourage employees to share suggestions, ideas for work improvement, and problem-solving.
11.3 Provide appropriate channels for HR-related grievances, ensuring fair and confidential consideration.
12. Protection of Personal Data
12.1 The company respects and protects the personal data of employees in accordance with relevant laws (PDPA).
12.2 The collection, use, or disclosure of employee data shall be limited to what is necessary for HR management and must obtain appropriate consent.
13. Policy Review and Improvement
13.1 The HR Department or relevant units shall review this policy at least once a year or upon changes in laws/circumstances.
13.2 Any amendments to this policy must be approved by the Managing Director or the assigned committee.
(Signature) Thanet Charoenchai
(Mr. Thanet Charoenchai)
Managing Director
Sripinong Truck Co., Ltd.
Date: October 1, 2025