Human Resources
As of 31 December, 2010, the Group’s employees, both full-time and contract-based, are as follows:
| 2010 | |||
| COMPANY | Full-time | Part-Time | Total |
|---|---|---|---|
| GMM Grammy | 1,600 | 219 | 1,819 |
| Subsidiaries | 1,095 | 471 | 1,566 |
| Total | 2,695 | 690 | 3,385 |
| 2010 | |||
| COMPANY | Full-time | Part-Time | Total |
|---|---|---|---|
| GMM Grammy | 1,773 | 162 | 1,935 |
| Subsidiaries | 1,566 | 443 | 1,543 |
| Total | 3,385 | 605 | 3,478 |
Note
: Full-time employees are employees whose employment contracts do not indicate the date of their employment termination.
: Part-time employees are employees whose employment contracts have clearly dates when their employment with the company
ends, such as contractual employees and freelancers.
: Subsidiaries exclude Index Creative Village Plc.
As of 31 December, 2010, the Group’s employees, both full-time and contract-based, are as follows:
The Group places great importance on human resources, as the corporation’s operational success is a result of their effciency and effcacy in meeting targets guided by the Company’s vision. Therefore, the Company has stipulated that there be Human Resources Management Policies, as follows:.
- 1. The Company regards each employee as a respected and honored colleague who should be well cared for.
- 2. The Company will ensure fair employment and offer fair career advancement opportunities
- 3. The Company will operate under the basis of teamwork, where everyone works together as a single unit, and will work to build excellent morale among employees at every level.
- 4. The Company will develop every employee in terms of their knowledge, ability, expertise, operational and management skills as appropriate so that they can continue to advance and grow.
- 5. The Company will support and take good care of each employee to ensure the maximum employment tenure with the corporation.
- 6. The Company will promote and support employees so there is job stability in their profession with promotions being handed to those who have suitable qualities from within the ranks before seeking to fll the position with externally sourced candidates.
- 7. The Company will evaluate benefts and other remuneration to remain on par with other companies in the same industry, as appropriate to the position, experience, qualifcations and qualities of each employee. The pay will also be in line with the Company’s performance, as well as the country’s socio-economic environment.
- 8. The Company considers managing human resources to be a duty that is directly handled by immediate superiors, and that the human resources department is to be consulted for advice. Therefore, it is the superior’s responsibility to closely monitor and ensure the well-being of their staff.
The Company has drafted a set of “Company Employment Regulations” so employees are aware of the rules and regulations at work, perks, and welfare benefts the Company has provided. The handbook also includes ways to foster good working relations between employees and the Company, premised on fair practices that comply with labor laws.
Human Resource Development Policies
The Board of Directors decided that the Company should have policies that support human resource development at every level, and has compiled it in the Business Ethics and Code of Conduct Handbook. It is hoped that this handbook will improve the capabilities among employees in terms of general skills, techniques for managing work in different divisions, as well as promoting and supporting employee development by making the Company a learning center. This is achieved through organizing various activities, such as internal and off-site training courses and seminars so employees can continue to develop their thinking and expand their knowledge from experienced lecturers drawn from many professions. It is hoped that employees will be able to adapt these learnings to their own work. Moreover, the Company has established the Berg Fah Library to facilitate additional study and research, which was a result of meeting one of the Company’s missions to be a learning organization. Employees are encouraged to share and exchange their knowledge and experience through the G”Blog, as well as through various newsletters and employee activities through the Intranet via ClickNews, which is a convenient means of coordinating staff from different parts of the Group. Therefore, these efforts are ways of preparing the Company’s employees so they are better able to handle competition and change in the Company’s businesses, and continue to loyally and ethically perform their work with great effcacy.
In 2010, the Group organized 20 internal training courses and 24 courses conducted by various institutions. Moreover, employees can access various newsletters, announcements, codes of conduct, and activities organized by the Group. Many employees frequently participate in a many Group activities such as playing games to win free tickets to watch concert, movies and theatrical performances through many different channels like the intranet (G”Blog and ClickNews), public announcement bulletins, and internal newsletters.
Determining Employee Remuneration and Benefts
Among one of the mission that the Company has listed in the “Enrich people so they are passionate and skillful in their work and enjoy a better quality of life”, human capital is the Company’s most valuable asset. Therefore, the Board of Directors has prescribed a set of policies and guidelines on how employee remuneration and benefts.
Remuneration The Company’s policies in determining employee remuneration are:
- 1. Salary and bonuses The Group’s policy in remunerating its employees is on the basis of what is appropriate and fair, according to each individuals knowledge, capability, performance, in relation to the average payscale for the industry. These payments have to be in line with the growth of the business line and Company.
- 2. Other Benefts For the provident fund, the percentage of employees’ and employer’s contributions rate is equivalent. The rate of contribution is dependent upon the period of employment, namely:
- • Less than 5 years, contribution rate is 3%
- • More than 5 years, contribution rate is 5%
- In 2010, total salaries, bonuses, and Employer’s contributions paid for the entire Group came to:
| COMPANY | 2010 | |||
|---|---|---|---|---|
| Salaries | Bonuses | Employer’s contributions | Total | |
| GMM Grammy | 565.73 | 132.18 | 18.58 | 716.50 |
| Subsidiaries | 516.10 | 125.32 | 18.00 | 659.44 |
| Total | 1081.84 | 257.51 | 36.59 | 1,375.95 |
(Unit : Baht Millions)
Note : Subsidiaries exclude Index Creative Village Plc.
Employee Welfare
Improving the quality of work life requires more than offering various benefts for staff according to the law. Therefore, the Company has adjusted and increased its welfare and beneft offerings so that it better matches the Company’s businesses. Some examples are: healthcare payments (in-patients, out-patients, dental, and eye care), a nurse on standby, and special activities for employee’s children during school holidays (Plearn Kids), group life and accident insurance, physical check up prior to employment and annual physical checks for employees, and other types of fnancial and non-fnancial assistance (such as funds for funeral arrangements of employees, their parents, children or legal spouse, wedding arrangements, monk ordinations, and employee uniforms). These measures are to provide moral support and inspire confdence to those who work at the Company. Moreover, these benefts alleviate fnancial burdens and provide some measure of stability to employees and their families, and illustrates ways the Company tries to maximize employees’ benefts. Therefore, the Company has written a “Welfare Handbook”.
Moreover, the Company has publicised the “Company Employment Regulations” and “Welfare Handbook” through an intranet so that every employee can study, understand, and use as a reference at work as the Company constantly revises and updates the content, so it remains appropriate to the Company’s business operations. The content is based on just practices and/or changes in principles, regulations, and laws of various authorities.
Moreover, the Employee Self Service (ESS) system was developed to allow employees to see information about themselves, such as personal information, employment terms, income, education, work experience, information about their parents, children, and spouse, tax deductibles, salary slips, and summaries of their annual income. Employees are allowed to make changes to information pertaining to themselves and tax deductions at all times.
In 2010, the Company has verifed that these Human Resource Management Policies, Company Employment Regulations and Welfare Handbook were enforced and thoroughly implemented.
Human Rights Violations
The Board of Directors is aware of the importance of respecting international human rights, as indicated in the “Business Ethics and Code of Conduct Handbook”. The Company maintains its business practice which is carried out faithfully and honestly, transparently, and fairly. There are no barriers or discrimination due to their race, nationality, religion or gender.
The Company will treat its employees and the community with all the dignity a human being deserves; respect each individual’s duties and obligations; encourage employees to work in an environment that cultivates good corporate culture and shared values where people treat their colleagues with courtesy, consideration, and form good interpersonal relations, honor others, and are united within the organization. Directors, management, and employees have to respect universal human rights and uphold these principles at work, and oppose all activities that violate these human rights.
Respecting Intellectual Property Rights or Copyrights
The Board of Directors has issued policies on copyrights and intellectual property such as trademarks and patents. The Company has a policy of supporting and respecting intellectual property rights for creative work, and giving fair value in paying for these creative works.
Moreover, the Company has regulations and rules prohibiting employees from violating copyrights or plagiarizing other people’s works. Besides protecting the Company’s own intellectual property and other companies’, it will not breach nor promote actions of a similar nature, such as making duplicates or adapting original material in any way and broadcasting the music and pictures, or any other actions to copyright works belonging to the Company or anyone else. The Company prohibits any action that will damage its reputation or any unlawful acts related to intellectual property rights such as trademark laws, patent laws, copyright laws, other related laws, the Business Ethics and Code of Conduct Handbook, Company Employment Regulations, and various Company announcements and regulations. The Company urges its employees to strictly adhere to these rules; any violation will be considered a severe offence. Employees found guilty of these violations will be handled according to relevant regulations and laws.
In 2010, the Company cooperated with state agencies and related private sector parties in a campaign against piracy entitled “Took, Took Jai, Took Gohd Mai” (‘Cheap, Pleasing, Legal’) to raise awareness about copyrights through various activities. The slogan: “Mai Chai, Mai Khai, Mai Chai Korng Plorm” (‘Do not Buy, Do not Sell, Do not Use Fake Goods’) aims to stimulate the public to be more aware of intellectual property assets, to reduce piracy problems in the long run. The Company together with state agencies and the private sector to prevent piracy and prosecute violators. In 2010, the Company and its subsidiaries fled 1,515 cases against copyright violations.
The Company also received an honorary shield for being an organization that uses intellectual property in commercially successful ways, and promoting the owners of intellectual property and entrepreneurs to continue creating and developing new creative intellectual property.
Prohibitions against Corruption and Graft for the Company’s Business Interests
In the Business Ethics and Code of Conduct, the Board of Directors has policies and procedures against corruption and paying graft to further the Company’s business interests. To be fair and responsible to every stakeholder, the Company will not request or accept any assets or benefts that are dishonest towards its trade partners and/or creditors. If there is evidence that there have been requests or acceptance of assets or other benefts that are improper, the information will be immediately disclosed to the trade partners and/creditors so the matter can be jointly resolved. This measure also encompasses requesting or receiving information that is regarded as a trade secret obtained through fraud, dishonest, inappropriate, or illegal ways.
Employees are expected to carry out their roles and responsibilities faithfully, diligently, responsibly, thoroughly, and dedicate their body and mind to their work. Employees are prohibited from involving themselves in actions or hiding actions that are in confict with the Company’s interests, or actions that obstructs them from performing their duties fairly. This also includes attempts to cover up illegal actions, such as calls for bribery or taking bribes, or deriving personal benefts from another party whose work or business is related to the Company. The only exceptions are gift giving during festive seasons which is a part of customary practice. In addition, employees should not use their positions in the Company to seek wrongful benefts for themselves and for others.
In 2010, the Company properly monitor employees, to ensure compliance with regulations and policies against corruption and graft as in the past.
Safety and Sanitation Policies
The Board of Directors is aware of the signifcance of providing a safe and hygienic environment for its employees in terms of ensuring that they remain physically and spiritually healthy. Employee well-being is a part of the Company’s mission which is to “Enrich people so they are passionate and skillful in their work and enjoy a better quality of life”. Therefore, the Company has provided guidelines for occupational health and safety:
- 1. Develop and promote procedures that prevent dangers that may threaten employees’ lives and assets. It is also necessary to encourage good healthcare so employees remain strong and healthy in mind and body, and to provide them with a better quality of life that is appropriate to each employee, trade partner, the community, and environment.
- 2. Comply with the safety, sanitation, and environmental laws and regulations.
- 3. Ensure that business operations are in a safe working environment that is appropriate for employees, trade partners, and the community.
- 4. Manage business units responsibly towards society and the environment with an eye to valuing, protecting, and conserving resources by reusing resources, and working effciently.
- 5. Support activities related to safety, sanitation, and the environment.
The Company views it as its responsibility, as well as every employee to conscientiously and regularly abide by the guidelines listed above.
In adherence to the Ministerial Regulation on the Prescribing of Standards for Administration and Management of Occupational Safety, Health and Environment B.E. 2549 (2006), the Company has, since 2009, appointed 14 Safety Management Offcers who represent various business units to propose ideas on safety measures at work for each unit. These Management Offcers support, promote, monitor, the safety measures at the workplace and enforce changes and amendments to ensure the safety of all employees, as well as issue directives to staff who report directly to these Safety Management Offcers.
The Company has also appointed 23 Safety Supervisors who will be responsible for ensuring that their colleagues comply by the safety standards and regulations at work, and analyse areas in their workplace that may be at risk or dangerous. These supervisors may cooperate with senior technical offcers and technical offcers to carry out preliminary surveys of the workplace conditions, machinery, equipment, and tools are safe before daily work commences. Safety supervisors are required to report any dangers, illnesses, or important problems arising from employees to employers, and related parties, and to always promote workplace safety.
In 2010, Safety Management Offcers and Safety Supervisors performed their duties appropriately and regularly.
Moreover, the Company has organized training courses for employees. Geurt Fah Co., Ltd. (the owner of the building) coordinated with the Bangkok Fire and Rescue Department’s 4th Fire Division to provide employees with an annual realistic fre safety training.
In 2010, the training for fre safety training was conducted in the Auditorium on the 21st foor of GMM Grammy Place between 16 – 17 November, 2010. The simulated fre safety practice was held on 18 November, 2010 around the building between 14.00 – 16.00.
Effective Employment of Resources
The Board of Directors realizes the importance of using resources effciently, and to take good care of the earth. Every employee is responsible for using and conserving resources at the Company so that they are not impaired, lost, or wasted. This value is extended to society and the country as a whole. The Company has arranged for guidelines to be drawn up and campaigns in many forms are employed so that various business units and every employee will have a collective awareness of the benefts of using resources effciently. This includes conserving the use of electricity, water, fuel, and other forms of energy at work, at home and in daily life. The guidelines for all employees such as:
Ways to Conserve Electricity
- • Turn off lights and electrical appliances when they are not being used, such as turning off the air-conditioner when vacating the room for more than one hour; turning off the air-conditioner and all the lights during lunch.
- • Use energy effcient appliances with the Label 5; regularly clean air-conditioner flters; set the thermostat to 25 degrees Celsius; check rooms for leaks and close the door whenever the air-conditioner is turned on; avoid storing unnecessary items in rooms that are air-conditioned.
- • Use energy saving lightbulbs, electronic ballasts with slim fuorescent lights, and lights with metal refector panels; install lights in specifc places instead of turning lights on the entire room.
- • Paint building interiors a light shade to increase brightness, and maximise the use of natural sunlight. Remove half the lightbulbs from fxtures where low-lighting is permissible.
- • Regularly maintain and check electrical equipment and air-conditioning systems every 3 – 6 months.
Ways to Conserve Water Consumption
- • Check for leaks; turn off the tap when brushing your teeth or soaping up; wash hands with liquid soap instead of bar soaps as they use less water; use water saving sanitaryware.
- • Do not waste drinking water; pour just enough for your needs.
Ways to Conserve Fuel
- • Carpool; call instead of travelling; call ahead before meeting; study the route well; seek shortcuts to save time and fuel; set and plan the times and routes for your trips; use facsimiles, the post offce, or the internet instead of hand delivery.
- • Frequently check the tyre pressure; swop the tyres at regular intervals; turn off the engine whenever the car has to be parked for long periods; check the engines frequently; do not carry excessive weight; clean and change the air flters as appropriate; change the engine oil and flters as needed; do not add automotive decorations that make the engine work harder.
- • Use fuel octane suited to the car; do not set the air-conditioning to too cool a temperature; park in the shade to reduce temperatures in the car.
Ways to Conserve Energy at Work
- • Use paper on both sides; send news and information through intranet/internet; use sturdy multiple use brown (unbleached) envelopes for sending information internally and externally.
- • Use the stairs when going up or down one foor.
- • Separate waste; use products that have reusable and/or recyclable containers.
In 2010, relevant units have begun implementing these resource saving measures and the concepts have been communicated to employees and various departments to follow, and promoted through the intranet as it has been done in the past.
As a result of the Group’s determination to conserve energy within the organization and at a national level, the Company was one of the top three television program producers nominated to participate in flming the Building Energy Award of Thailand (BEAT) 2010 project. Organized by the Energy Policy & Planning Offce, Ministry of Energy, leading buildings in the country were pitted against each other to see how well they actually conserved energy to stimulate public awareness of energy conservation. It is hoped that awareness will lead to real changes in energy use in the long-term and inspire future generations of energy conservationists. The Company hired the The Energy Effciency Institute (Thailand) Foundation as its advisor for this project.
