The company’s policy is to recruit highly capable and talented employees based on the organization’s standards and success factors, which include leadership, strategic thinking, effective communication, teamwork, and the required professional skills and expertise to ensure high-performance results. Recruitment is conducted according to the needs and suitability of the job, aligned with the company’s workforce planning. Employees hired must possess the qualifications, attributes, experience, and competencies appropriate for the position. The recruitment process is open and non-discriminatory, without limitations on gender, race, religion, or other disadvantaged groups. Employee recruitment is carried out through various channels, including advertising on social media platforms, corporate promotion programs, and job vacancy announcements (MSC University Networking, Jobs Fair), as well as recommendations from management or current employees. These methods ensure widespread awareness across the labor market, enhancing the efficiency of the recruitment process. In 2024, the company’s recruitment figures are detailed in the table showing the number of hires as follows:

Note:

In 2024, the company contributed to the fund for the promotion and development of the quality of life for persons with disabilities, based on the minimum wage rates prescribed by the Labor Protection Act, as a substitute for employing workers with disabilities or from disadvantaged groups.

The company places great importance on developing its human resource management system. It conducts annual performance evaluations through the Metro PRO performance management system, aimed at enhancing employee performance, rewards, and career growth opportunities. The system emphasizes two-way communication between supervisors and employees, focusing on the establishment of individual KPIs, work plan and update, Career Path, individual development plan, and training need, etc.

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 great importance on caring for and retaining employees, with a focus on fostering employee involvement and job satisfaction, as well as building loyalty and affection toward the organization. Throughout 2024, the company organized a variety of activities, both traditional and creative, to strengthen relationships within the organization. These included the Songkran festival celebration, where employees performed a water-pouring ritual to seek blessings from management for good fortune and motivation at work, and the Sustainable Day (SD Day) event, where employees participated in a booth selling eco-friendly packaging products and enjoyed activities related to sustainability, with opportunities to win prizes

This year, the company has continued the METRO Gen project for the second year, with the goal of discovering young talent with potential to become part of the organization, fostering relationships between management and employees, and providing opportunities for employees to showcase their creativity and innovation. One of the highlights of this program is the MSC Wallet, a mobile application developed by employees to serve as a platform for motivating staff to participate in activities and encouraging the development of technological innovations. The app includes Star Tokens, which function as reward coins that can be exchanged for prizes. Employees can earn Star Tokens by participating in company activities, as well as from management or colleagues who award them for good deeds or contributions to the organization.

All of these events and projects reflect the company’s commitment to creating a positive work environment, supporting development, and promoting employee engagement to grow alongside the organization. In addition, the company has a plan to develop employee engagement to ensure that employees feel a strong connection with the organization. This plan starts with recruitment, training and development, and continuous care to foster employee engagement. We believe that when employees are committed to the organization, it leads to higher performance.

The goal for the average employee engagement score for 2024 is no less than 80%, with the actual rate at

%

an increase of 2% from the previous year.

Furthermore, the company and its subsidiaries have had no labor disputes in the past three years. In the last year, the employee turnover rate was approximately

%

a decrease of 2% from the previous year, and below the set target of less than 10%.

The company has organized a training course on “Safety, Occupational Health, and Work Environment for General Employees and New Hires as per the Occupational Safety Act, B.E. 2554 (2011).” The objective of the course is to raise awareness about safety and to collaboratively create a work environment that is suitable for performing tasks according to the established standards. This In-house training aims to provide employees with knowledge and understanding of workplace safety, including office environment management, the implementation of the 5S methodology, fire safety control in the office, and ergonomics principles to prevent office syndrome and reduce the risk of illness or injury in the workplace and in employees’ daily lives.

In 2024, the company set a goal to limit the accident rate to no more than 2%. The result Indicated that the accident rate was

%

and the work-related illness absenteeism rate was 0%.

Workspace Allocation

The company values its employees as key drivers in the organization’s success and supports their ideas, pushing them into reality. This year, a group of employees proposed the concept of creating a community that brings together all generations. The company has thus developed this idea into a new community under the name “METRO Gen.” The company has transformed over 500 square meters of space into a Metro Working Space with an investment of over 10 million baht. This space is designed to foster creativity, create a working atmosphere that supports innovative ideas, and seek new business opportunities to ensure sustainable business operations. This project serves as a hub for driving the organization to become a leader in the information technology industry, giving rise to Metro Gen through Gen U(EX), which consists of Gen U (University) – a group of students who will join to strengthen the organization, Gen E (Employee) – a group of employees aiming to foster unity and commitment to the organization, promoting a happy work environment for mutual growth, and Gen X (Executive) – a group of executives who aim to strengthen relationships with employees at all levels through sharing experiences and instilling a new organizational culture.

Recognition

The company places great importance on acknowledging employees who exhibit outstanding performance and serve as role models for organizational values. This is a form of intrinsic reward that supports behaviors aligned with the company’s values and fosters a positive organizational culture. It helps attract and unite employees under the shared mission of MSC. Therefore, the company has implemented a recognition program for employees, both in terms of performance and as role models. This includes various forms of recognition, such as the METRO Way Award, tour trips, and the granting of Star Tokens via the MSC Wallet system. Both executives and employees can express gratitude and praise to colleagues who demonstrate behaviors aligned with the company’s values, thereby boosting morale and creating a supportive and collaborative work environment.

Promotion of People with Disabilities

he company recognizes the importance of improving the quality of life for people with disabilities and promoting opportunities for them to demonstrate their abilities, earn an income, and become self-reliant, thereby reducing the burden on their families and society. This also aims to empower people with disabilities to become a vital force in strengthening the economy of both their families and the country. Specifically, for people with disabilities in the workforce age group, in 2024, the company reached out to the Foundation for the Blind in Thailand and the National Service Center for the Blind to donate money and arrange for more than 10 visually impaired individuals per month to provide relaxation massage services for employees at the headquarters and SM Tower branches on a regular monthly basis.