The Company has recruitment and selection policies to attract qualified candidates with capabilities aligned with the organization’s requirements, including leadership, strategic thinking, communication skills, teamwork, and professional expertise. The recruitment process is conducted under the Company’s workforce planning framework to support business operations and long-term organizational growth. Candidates are considered based on their knowledge, capabilities, and suitability for each position. The Company places importance on Equal Opportunity and Non-Discrimination throughout all stages of the recruitment process, regardless of gender, race, religion, age, or social status. Opportunities are also provided to disadvantaged groups where appropriate. Recruitment is conducted through various channels, including online recruitment platforms, collaboration programs with educational institutions such as University Networking and Job Fair activities, as well as employee referral programs. In 2025, the Company recruited employees in accordance with its workforce plan, as detailed in the employee hiring table.

Note:

In 2025, the Company contributed to the Fund for Empowerment of Persons with Disabilities in accordance with the minimum contribution rate prescribed under Thai labor protection regulations as an alternative to the employment of persons with disabilities and disadvantaged individuals.

The Company places importance on the systematic development of its human resource management processes through annual performance evaluations conducted via the Company’s performance management system, “Metro PRO.” The system is designed to appropriately link employee performance with compensation, rewards, and career advancement opportunities. The performance management process emphasizes two-way communication between supervisors and employees and covers key areas including the establishment of Individual KPIs, performance planning and monitoring, coaching and feedback, as well as career development support. In 2025, employee promotions accounted for 7% of total permanent employees, representing a decrease of 5% compared to the previous year.

The company places great emphasis on the quality of life and well-being of its employees by providing benefits that enhance financial stability, health, and housing security. These initiatives are designed to ensure employees can work happily and maintain long-term stability, as outlined below:

Provident Fund

The company contributes to a provident fund to promote long-term financial security for employees. Contributions are made according to specific conditions, helping employees plan their savings and achieve sustainable financial security after retirement.

Health Insurance

The company provides health insurance to ensure employees have access to quality medical care, reducing financial burdens and offering peace of mind while working.

Housing Loan Benefits

The company recognizes the importance of home ownership as a fundamental factor in creating life stability. Therefore, it offers housing loan benefits in collaboration with reputable financial institutions. This allows employees to access home loans at special interest rates and with favorable terms that benefit them the most. The program is designed to give employees the opportunity to own a home or property that meets their individual needs, fostering long-term personal stability.

Health Program

The company is committed to the quality of employees’ work–life balance, aiming to reduce the impact of excessive work responsibilities. To support this, the company organizes annual health check-ups for all employees to assess their health status, identify potential risks of diseases, and provide awareness activities on mental wellness, including topics such as insomnia, stress, depression, burnout, and stress management. These initiatives aim to enhance happiness, reduce work-related fatigue, and prevent health issues, ensuring employees can work efficiently, correctly, and effectively. The company also offers an exercise club to promote regular physical health maintenance, providing a variety of exercise options based on individual interests, such as football, badminton, yoga, aerobics, and table tennis, to help manage stress outside of working hours.

Other Benefits and Welfare

The company provides benefits and welfare to employees with consideration for coverage that is inclusive and comprehensive across the organization, such as holidays, employee uniforms, an infirmary and basic medications for initial treatment of illnesses, a breastfeeding room, and a newborn gift set to welcome new family members of employees.

The Company places importance on employee engagement and organizes activities throughout the year to encourage participation and strengthen relationships among employees, management, and the organization. In 2025, employee activities included traditional Thai cultural activities such as the Songkran water-pouring ceremony, as well as Valentine’s Day, Chinese New Year, online Halloween activities, and Christmas and New Year celebrations. The Company also organized Sustainability Day activities, where employees participated in environmentally friendly product booths featuring sustainable packaging concepts. The activities helped create a friendly working environment and strengthen relationships within the organization.

The Company continued the “METRO Gen” project to support young talent development and encourage knowledge sharing, creativity, and innovation within the organization. Employees also had opportunities to present innovation-related projects and business ideas to management for future business development. In addition, the Company developed “MSC Wallet,” an internal mobile application with the “Star Token” reward system. Employees can earn tokens through participation in activities, positive behavior, and contributions to the organization, which can be redeemed for rewards.

The Company set a target employee engagement score of no less than 80%. In 2025, the employee engagement score was

%

consistent with the previous year. 

Employee turnover rate was approximately

%

increasing by 2% from the previous year.

The Company places importance on occupational health, safety, and workplace environment management by promoting a safe and healthy working environment for employees while ensuring compliance with relevant laws, regulations, and standards. Occupational health and safety training programs are continuously provided for both new and existing employees in accordance with the Occupational Safety, Health and Environment Act 2011. The training covers key areas including office environment management, ergonomics, fire prevention, and job-specific safety practices to strengthen employee awareness and promote safe working behavior. In addition, specialized training programs are conducted based on operational requirements, including electrical safety, forklift operation, fire brigade training, basic firefighting, and annual fire evacuation drills. These activities help strengthen emergency preparedness and reduce risks related to injury, loss of life, and property damage. Workplace environmental factors, including lighting, noise levels, indoor air quality, temperature, and humidity, are regularly monitored and assessed to ensure that working conditions remain safe, appropriate, and supportive of employee well-being and work efficiency.

In 2025, the Company set a workplace accident target of no more than 2%. The results were as follows:

Workplace accident rate:

%

Work-related illness absenteeism rate:

%

The Company recognizes employees as a key driving force behind organizational growth and innovation. Employees are encouraged to participate in idea generation and innovation development initiatives across the organization. The “METRO Gen” initiative serves as an employee community that connects employees across generations while promoting collaboration and creativity. As part of this initiative, the Company developed the “Metro Working Space,” covering more than 500 square meters, to serve as a collaborative space for knowledge sharing, idea development, innovation enhancement, and exploration of new business opportunities to support sustainable organizational growth. The initiative plays an important role in fostering an open and innovation-driven corporate culture while supporting long-term human capital development within the organization.

The Company places importance on recognizing employees who demonstrate outstanding performance and exemplify the Company’s core values. Employee recognition initiatives help reinforce positive workplace behaviors, strengthen employee engagement, and foster a supportive corporate culture. The Company has implemented various recognition programs, including the “METRO Way Award,” incentive trips, and the “Star Token” program through the MSC Wallet platform. The platform allows management and employees to express appreciation to colleagues who demonstrate behaviors aligned with the Company’s values, helping promote employee morale and a positive working environment. In addition, the Company organizes the annual “METRO Way Award” ceremony to recognize employees with outstanding performance and strong demonstration of the Company’s core values. The initiative supports employee pride and reinforces a positive organizational culture across the Company.

The Company recognizes the importance of improving the quality of life of persons with disabilities by supporting opportunities for them to use their abilities, earn income, become more self-reliant, and reduce the burden on families and society. In 2025, the Company coordinated with the Thailand Association of the Blind and the National Service Center for the Blind to provide financial support and arrange monthly massage services by more than 10 visually impaired persons at the Head Office and SM Tower branch. This activity helps create income opportunities for persons with visual impairments while providing wellness services for employees.