The Company conducts its business responsibly, considering the impact on all dimensions of the community, society, and all stakeholders within the business chain. It aims to contribute to economic and social development by creating jobs and promoting good employment practices in local and regional areas, while supporting local products as part of business expansion into different regions.
The Company is committed to enhancing the capabilities of employees and local communities by providing hotel service skills and knowledge to strengthen careers, elevate the tourism industry, and create sustainable destinations. The Company also engages with the community, respecting local cultural heritage, and ensures the well-being of its employees by fostering a high quality of life and sustainably developing human resources in line with its core values. The Company has established social policies in the following areas: Local Economy and Sustainable Tourism, Career Development and Community Engagement, Employment, Opportunities, and Diversity, Employee Development, Employee Engagement and Well-being, Occupational Health and Safety policies.
Human resource management
Target
- Average training hour of 60 hours/ person/ year
- Zero-accident target
- Zero- labour and human rights disputes
Business opportunities and risk
Opportunities
The widespread distribution of hotel branches across regions enhances the Company’s ability to recruit top talent. Additionally, having a diverse workforce in terms of gender, ethnicity, religion, age, and perspectives enriches the organization, fostering opportunities for business development and adaptability to future changes.
Risk and challenges
The hospitality industry faces a high employee turnover rate and fluctuating labour demands due to its seasonal nature. If the company fails to provide proper care, attractive benefits, or balanced professional development opportunities for employees, it risks a shortage of skilled workforce, which is critical for driving overall business success in the future.
Employee data
The Erawan Group Public Company Limited and its affiliated companies recorded a total of 4,043 employees at the end of the 2023 fiscal year. Remunerations consisting of salary and bonus totalled THB 1,907,434,989 There are 1,711 employees participating in the Provident fund project, which represents 42.32% of the total number of employees.
Employee Care
The Company places great emphasis on the holistic well-being of its employees, addressing both physical and mental health. It also supports workplace improvements to ensure a happy and healthy working environment. This approach encourages long-term employee retention, fostering contributions that drive the organization forward while delivering sustainable value to stakeholders. Furthermore, the company is committed to treating all employees equitably, adhering to universal principles of human rights.
Employee Benefits
The Company provides legally mandated benefits along with additional perks, such as health insurance, accident insurance, a provident fund, workers' compensation benefits, financial aid, and various employee engagement activities.
Employee Recruitment
The recruitment process adheres to human rights principles, emphasizing equality, dignity, and fairness without discrimination based on race, skin colour, gender, age, religion, or beliefs. The Company ensures that all nationalities have equal opportunities to join the organization, with a focus on selecting candidates who best fit the role.
New employees undergo orientation and job training programs to familiarize themselves with the organization. Internal employees are also encouraged to explore career development opportunities through job rotation, transfers, or promotions, depending on suitability. This initiative aims to enhance employee skills and career advancement, both domestically and internationally.
| Promotion of employment opportunities | 2021 | 2022 | 2023 | |||
|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | |
| Employee with disabilities (persons) |
16 |
5 |
14 |
8 |
15 |
10 |
| Trainees (persons) |
95 |
194 |
138 |
251 |
192 |
521 |
2023 Annual training and personnel development
Drive of corporate culture and value
The Company raises awareness and understanding and promotes its DNA through Erawan’s Core Value and Corporate culture (EPIC) by communicating through Corporate Townhall, Meet The President, DNA Culture Based Activity และ Employee Engagement Program, etc.
Employee upskill and capability development
The Company actively promotes ongoing staff capacity-building. In 2022, the ERW Hybrid Learning Centre both onsite and online were conducted to maximize the learning efficiency from internal and external lecturers and from the learning platforms developed by local and international leading education institutions, such as following programs and platforms
- Corporate Signature Program, Leadership Development Program
- Digital Upskills Program
- English Upskills Program, Individual Development Plan (IDP)
- Mindset & Lifestyles Program
- Online Learning via Cariber Platform
| Training and development | Unit | 2022 | 2023 | ||
|---|---|---|---|---|---|
| Male | Female | Male | Female | ||
| No. of courses | Course | 7,741 | 10,439 | ||
| No. of employees by gender | Persons | 1,438 | 1,696 | 1,776 | 2,000 |
| Total training hour | Hrs./yr | 101,024 | 264,886 | ||
| Average training hour (target: 60 hrs./ person/ year) | hrs./ person/ yr. | 27 | 70 (target : 60) | ||
| Average training expense | Baht/ person/ yr. | 1,142 | 363 | ||
| Employee training satisfaction | % | 95% | 93% | ||
| Individual Development Plan (IPD) | |||||
| Head Office | Persons | 30 | 77 | 89 | 102 |
| Hotel properties | Persons | 538 | 536 | 746 | 680 |
| Capability and career development assessment | |||||
| Employee who participated in performance evaluation and feedback process | Persons | 1,147 | 1,093 | 1,308 | 1,291 |
| No. of promoted employees | Persons | 93 | 151 | 112 | 131 |
| No. of transferred/ rotated employees | Persons | 61 | 53 | 29 | 52 |
Occupation Health and Safety (OHS) Policy
The Company commits to oversee the OHS elements and provides training on self-protection through online doctor consultation and ‘Meet the Doctor’ telemedicine for staffs. The Company also provides an annual health check-up, supports immunization booster vaccination as well as in-house perception blind massage, daily and big cleaning at workplace, and also regularly conducts office space sterilization and performs an annual fire drill and fire prevention event to prepare for emergency situation.
Target : Zero-accident target
| Accident statistic | Unit | 2022 | 2023 | ||
|---|---|---|---|---|---|
| Male | Female | Male | Female | ||
| No. of case – recordable work-related injuries | Persons | 45 | 28 | 65 | 48 |
| Recordable injury rate | Per 1,000,000 hrs. | 13.08 | 6.34 | 18.44 | 10.21 |
| No. of leave days for recordable work-related injuries | Days | 251 | 61 | 229 | 53 |
| No. of high-consequence work-related injuries (excluding fatalities) | Persons | - | - | - | 1 |
| High-consequence work-related injuries rate (excluding fatalities) | Per 1,000,000 hrs. | - | - | - | 0.21 |
| No. of leave days for high-consequence work-related injuries (excluding fatalities) | Days | - | - | - | 60 |
| Lost-time injury frequency rate (LTIFR) | Per 1,000,000 hrs. | 13.08 | 6.34 | 18.44 | 10.43 |
| No. of fatality | Case | - | - | 1 | - |
| Fatality rate | Per 1,000,000 hrs. | - | - | 0.28 | - |
Labour and human rights disputes
Human Rights Risk Assessment
The Company has assessed human rights risks within the organization by considering international human rights issues relevant to the hotel and service industry. Key concerns include child labour, forced labour, inadequate working environments, unfair wages, discrimination, the right to unionize for collective bargaining, and various forms of harassment. Notably, in 2023, the company received no significant complaints related to labour disputes or human rights issues.
| Grievance mechanism (cases) | 2019 | 2020 | 2021 | 2022 | 2023 |
|---|---|---|---|---|---|
| No. of case | 0 | 1 | 1 | 0 | 0 |
| No. of case – labour practices | 1 | 4 | 1 | 0 | 0 |
| No. of solved cases | 1 | 4 | 1 | 0 | 0 |
| No. of on-process cases | 0 | 0 | 0 | 0 | 0 |
| No. of human rights disputes | 0 | 0 | 0 | 0 | 0 |
Community Engagement
The Erawan Group commits to engage in community and social development while conducting our business to co-create tourism promotion activities where we are more than eager to use our knowledge and expertise in hotel management to encourage communities to learn and enhance their self-development potential, to create jobs within communities and to safeguard local culture and identity. We encourage staff to volunteer in social projects initiated by the Company. We also collaborate with business partners, networks and government agencies to strengthen communities with a purpose to create a sustainable society.
In 2023, the Erawan Group continued to develop the following projects for community and society. Details are as follows.
HOP INN capacity-building for hotel personnel project
We have been running this project since 2022 with vocational and university students to produce hotel personnel with qualifications the market is eying for.
This year, we entered an MOU with five education institutes in geographical areas where our hotels are located. They are Rayong Technical College, Kanchanaburi Vocational College, Bangna Commercial College (undergraduate level), Thanyaburi Rajamangkala Institute of Technology (premium course) and Nakhon Pathom Vocational College (undergraduate level). College students become trainees at Hop Inn and can work with us when they graduate upon a set of criteria. In March when the project started, 25 students took part in the training program.
While this project helps creating a shared value resulting from the collaboration to enhance capacity and create jobs for local communities, for us, it provides access to personnel with the right mind and spirit, which enables us to continue our business.
Benefit to the Company
- Reduce risk of shortage of skilled employees in the future
- Good image and be-known of HOP INN brand
Benefit to society
- Newly graduated students would be able to experience real-world hotel operations
Ban Laem Mud Spa Project - Happy Home Happy Stay initiative
This Ban Laem Mud Spa Project - Happy Home Happy Stay initiative is a community development project further evolved from the initial “Happy Home, Happy Stay” project started in 2008 to upgrade and improve local home stay accommodation. So far, 27 community homestay projects have been part of this project.
In 2022, the Erawan Group selected the Ban Laem Homestay project in Nakhon Si Thammarat Province as the first pilot project thanks to its strength and readiness to learn. The community is also endowed with resources and attractions ideal to be steered towards sustainability. The Erawan Group went in and turned the community’s multi-purpose building into a community spa to offer mud spa in addition to the community’s already famous community products.
The Erawan Group hopes to create sustainable jobs for the community while promoting wellness and sustainable tourism where a venue is transformed to provide mud spa for tourists or the interested public.
Benefit to the Company
- Utilizes the Company’s expertise and resources to design and develop spa pavilions that are appealing and harmonize with local community culture.
- Collaborates with partners to enhance and promote community-based tourism.
- Provides opportunities for employees to engage with communities, expand their knowledge for diverse service scenarios, and foster a sense of volunteerism and social responsibility.
- Enhances The Erawan Group’s brand recognition and reputation.
Benefit to the community
- Develops and enhances community-based tourism services to better meet the needs of tourists.
- Creates jobs and generates income for the community. By the first quarter of 2024, following the official opening, Ban Laem community has welcomed various tourist groups, ranging from small groups to large gatherings of over 100 people per visit.
| Session 1: Workshop session | Session 2: Mud spa Trial and opening ceremony | |
|---|---|---|
| Topic | “Wellness tourism and elevation of community spa”
|
Mud Spa Trial Service or “Test Trip” and Spa Villa Opening Ceremony
The event was organized in order to let ERW executives try the mud spa service and experience the Spa Villa facility that the Company helped with reconstructing and subsidizing before it officially launched to tourists. On this occasion, many local agencies honorably witnessed the soft opening event. |
| Date | 19-20 September 2023 | 22-23 November 2022 |
| Participants | 50 women from Ban laem’s villagers and surrounding communities |
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| Mentors |
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| Participating agencies |
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| Outcome | 50 women from Ban laem’s villagers and surrounding communities had opportunity to practice Thai traditional massage and learn new technique to impress customers (tourists) | Women of the Ban Laem community practiced providing virtual spa services to executives of The Erawan Group and honored guests at the event. The women's group received good advice from service recipients for further career development |
Visiting My Home Project
The project featured primary school artists inviting everyone to visit their hometowns. Together with the Primary Education Office in the areas where our hotels are located, the Erawan Group Plc has organized a drawing contest for primary school students to promote community tourism through painting. The project not only encourages school students to imagine but also cultivates pride and love in their communities. In 2022, 38 schools took part in the project and 144 drawings from four provinces of Chaiyaphum, Nan, Nakhon Ratchasima and Bangkok were selected by Hop Inn guests and the public.
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The company and hotels within the group organized activities mobilized by employees with volunteer minds 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 Khlong Toei, Pathumwan, Sathorn, Klongsan, Chaeng Wattana 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 Chiang Rai 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
The project provides 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 on the island.
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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 as 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 potential 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.
Lately in 2023, The Erawan Group uplifted the initiative by supporting communities with facilities for local tourism. The Company has renovated a community’s multi-purpose villa into a community mud spa pavilion in order to service tourists and help creating jobs for local communities.
