We adhere to transparency and cultivate the good conscience along with skill development to all level staff to enhance capability for the utmost effectiveness in working process. We focus on value chain development and support in developing neighboring community and society.
Sustainability management in social dimension
Employees are the most important asset to the Company’s business. This is translated into a policy to nurture our human resources as a “capable” and “good” person who takes part in helping the society and driving the Erawan Group to become a sustainable organization ready to adapt to changes in all situations.
HR Management
Employee Information
The Erawan Group Public Company Limited and its affiliated companies recorded a total of 3,576 employees at the end of the 2022 fiscal year. Remunerations consisting of salary and bonus totaled THB 1,338,644,184.26 There are 792 employees participating in the Provident fund project, which represents 22% of the total number of employees.
Care for Employees
Amidst challenges arising from the Covid-19 pandemic, we relentlessly commit to take care of our staff in a comprehensive manner to enable them to work happily and to be inspired to adapt to changes for collaboration that will drive the organization forward while delivering sustainable values to stakeholders. In addition, we commit to treat every employee equally through the international principles of human rights. In 2021, the total number of employees of the company is 3,000 people, and 4% was employees with disabilities.
Competency building policy
We have conducted an annual capacity-building plan each year. The plan, which focuses on enhancing capacity, re-skilling, up-skilling and nourishing digital skills, is carried out in tandem with the individual development plan (IDP) at the rate of 70:20:10. Monitoring and assessment are regularly updated.
Talent Acquisition
We actively recruit people based on the human rights principle where everyone is treated equally without discrimination in race, color, gender, age, religion and faith. Everyone of any race and nationality can apply to work with us. Employees are selected based on qualifications. All new staff will attend an orientation and onboarding program. Internal staff can rotate their job through job transfer or promotion to another position based on what’s appropriate for upskilling and advancement in career path.
Core Values and Corporate Culture
The Company raises awareness and understanding and promotes its DNA through Erawan’s SPICE values & CLIENT corporate culture. This is carried out through regular communication, projects and events such as a Townhall Meeting, the Friday Talk, Ex-Sharing, Digital Showcase, Idea board and Erawan Virtual Run Together to encourage employee engagement as anticipated by the Company
Employee Engagement Survey
An Employee Engagement Survey is conducted annually to allow the Company to listen to opinions and recommendations from employees. Information from the survey is analyzed and implemented to design and develop a program to provide comprehensive care to employees to improve their living conditions and strengthen the relationship. In 2021, the survey showed the level of employee engagement at 80%.
Lifelong Learning
The Company actively promotes ongoing staff capacity building. In 2021, the ERW Digital Learning Center, which is an online training platform, was upgraded to underline the Reskill and Up skill training courses during Covid-19 for staff to learn from anywhere through a variety of channels ranging from virtual, to website, Share Point, Podcast and learning platforms developed by local and international leading education institutions. When the pandemic became less intense, we introduced a hybrid learning program where staff may access training courses either virtually or through an in-person classroom. In 2021, 88,371 training hours were delivered, which accounted for an average of 33 training hours/ person/year. The training was delivered via 5 major programs in a form of more than 200 courses. Details are as follows.
- “ERW Core Program (ECP)”
- “Leadership Development Program (LDP)”
- “Functional Development Program (FDP)”
- “Digital Development Program (DDP)”
- “English Development Program (EDP)”
At the end of 2021, the Company conducted a satisfaction and benefit survey for its employee potential development program. The benefits that employees rated the most in the top 3 are:
- Growth Mindset concept, including planning for adapting to the uncertainty of the COVID-19 situation.
- Skills in applying work processes to digitalization form.
- Technological tooling skills to support Hybrid Workplace policies.
From 2021 development program, the employees were able to revise work processes using digitalization to increase work efficiency such as auditing the hotel standard through the application which helped employees save time and minimize travel and helps the company to accelerate the expansion of new hotels and control the quality of existing hotels faster. The company also surveyed the areas employees would like to learn more in the coming year, which includes adaptation to support work in the era of digitalization, English for work development and attitude adaptation to build leadership skills.
The Health and Safety (OHS) Policy
The Company commits to oversee the OHS elements for staff especially during the Covid-19 pandemic when training on self-protection was organized for employees to take care of themselves through online doctor consultation, telemedicine, Work from Home (WFH) measure and requirements that different teams may alternately work at the office to reduce exposure to one another. The Company also procures Covid-19 vaccines for staff, provides an annual health check-up, regularly conducts office space sterilization and performs an annual fire drill and fire prevention event.
Participation in community development
The Company underlines the importance of joint community development and therefore establishes a policy to upskill community members through our hotel management knowledge and expertise so that communities learn to sharpen their skills while we create jobs for local workers and safeguard local traditions. We encourage employees to volunteer in social projects. We also collaborate with business partners, networks, and government agencies to strengthen communities to cultivate a sustainable society. For community base tourism development projects
the company initiated the project "HAPPY HOME HAPPY STAY " which originated from the company's growth plan that focuses on expanding hotels in the Hop Inn hotels throughout Thailand. and our intention on supporting local tourism. From survey in local tourist destination communities in the province where the HOP Inn hotel is located,
it was found that the community’s homestay to accommodate tourists is not up to standards.
With the collaboration from the community, the company started this project in Nakhon Si Thammarat Province at Ban Laem Community with the objective to improve homestay quality by sharing our hotel management expertise to communities to be ready to manage the homestay in terms of hygiene, convenience, safety, good service and maintain a local identity. The scope of development was training program in hotel service and management skills such as welcoming guests, registration, bookkeeping, bedding, cleaning, and housekeeping for villagers. The trainers were volunteer staff from the Hop Inn Hotel . The company also supports the necessary supplies, most of which are retired from sister hotels to reused in homestays. The company also extended financial assistance in the form of a revolving fund for use in improving the facility to meet standard of accommodation for tourists. The HAPPY HOME HAPPY STAY project has been launched since 2018, however, due to Covid-19, in 2021, the project was transformed into an online training via a project called Beautiful Home through Your Identity with the collaboration from Department of Tourism and Local Alike Co Ltd. the result was outstanding, and the project reached out to a wider audience within a short period of time, as about 20 communities participated in the program.
The company and hotels within the group organized activities mobilized by employees with volunteer mind to relieve the public from difficulty from the Covid-19 outbreak. Activities were designed to suit the needs of particular sites and locations:
- Hotels within the group delivered food, alcohol gel, consumables to neighboring communities and the public.
- The company donated N95 face masks and dried banana, a product from Pa Pang community in Lampang Province, to Maharaj Hospital in Nakhon Ratchasima, Wachira Phuket Hospital in Phuket, Songkhla Nagarindha Hospital in Songkhla, Maharaj Nakhon Chiangmai Hospital in Chiangmai and Chulalongkorn Hospital in Bangkok.
- The company donated Thank You bags to street cleaners in proximity areas of our hotels, namely, in districts of Klongtoey, Pathumwan, Sathorn, Klongsan, Chaengwattana in Bangkok, and in Pathum Thani Municipality area in Pathum Thani Province, to express our deep appreciation to those who had been working so hard during the Covid-19 pandemic. The Thank You bag consisted of coffee from Pa Mee Community in Chiangrai Province, Jasmine rice from Kok Muang Community in Buriram Province and processed coconut shell products from Ban Laem Community in Nakhon Si Thammarat Province. These products were all from communities in the Happy Home, Happy Stay project developed to enhance community homestay service and management that the company had run to help distributing incomes to local communities, as they were all affected by the pandemic.
- The company donated the entire revenue from room sales of Hop Inn hotels nationwide on June 5, 2020 with no deduction together with staff’s donations totaling Baht 1 million to the “Baht 63 to Fight Covid-19 Pandemic – Transforming suffering with Baht 63 in 2020 Project” of the Thai Red Cross.
The Creative Cabinet project provides a better access to books and toys that enhance learning and skills to primary school children to widen their imaginations. The cabinet contains teaching materials to produce learning media as well. The company plans to deliver the cabinet to schools in provinces where Hop Inn hotels are located all over Thailand. Five cabinets will be given to five schools on the first day a Hop Inn hotel in that area opens its door. The project has started since 2014. So far, at least 224 schools have received the imagination cabinet. In 2020, the company gave the cabinets to five more schools in Phuket on the occasion of Hop Inn’s 2nd branch opening in the island.
The “Happy Home, Happy Stay” project represents an increasing role of community tourism, as more and more tourists wish to experience local lifestyles, traditions, food and customs. They want to experience first-hand how to cook and eat local culinary, how to DIY handicraft and how to live the same their hosts live. As a hotel operator, the company is eager to take part in promoting community tourism, which is directly related to our business.
To further develop the community homestay management, the company has shared its knowledge and expertise with communities, encouraged them to learn and look at economic opportunities from different perspectives in order to enhance their potentiality for the purpose of sustainable development from within the communities themselves. The project was initiated in 2018 at Ban Laem Community, Tha Sala District, Nakhon Si Thammarat Province. A year later, we collaborated with Air Asia to organize the homestay service and management training in the “Journey D” project for communities. In 2020, the company joined hands with Government Savings Bank (GSB) in the GSB Smart Homestay project by awarding and sharing knowledge with Ban Nong Khao, Ta Muang District, Kanchanaburi Province and Ban Mung Nua, Nern Ma Prang District, Phitsanulok Province. In addition, bedsheets from selected hotels within the group were distributed to six participating communities in the project.
