Annual Performance

          PTG conducts annual performance assessments to objectively monitor work progress. This process entails providing constructive feedback and guidance to aid in problem-solving, adjustments, and ongoing development through coaching and improvement. Furthermore, the Company evaluates managers' and employees' performance against predetermined objectives. PTG has established evaluation criteria that encompass and align with the organization's strategies and directions, both in the short and long term. These criteria cover financial, non-financial, and sustainability development performance indicators, which are cascaded from the corporate level to divisional and individual levels as appropriate. Additionally, behavioral indicators aligned with the Company's values (Do Your BEST) are incorporated.

          For managers (Level 9-14), the Company employs a 360-degree evaluation format, a tool used to assess individual behaviors and capabilities comprehensively. This evaluation involves self-assessment and peer assessment by supervisors, colleagues, and subordinates, providing insights from multiple perspectives. This holistic approach enables precise identification of areas for individual development.

Compensation and Benefits

          PTG places importance on the determination of remuneration and welfare of employees, taking into account the suitability and fairness in order to enable employees and their families to access well-being and contentedness. The components of the Company's remuneration and welfare are as follows:

● Salary: The Company determines salary rates in parallel with positions, cost of living, required minimum wage, and ensures competitive salaries compared to those offered by leading businesses of the same industry in Thailand and the competitiveness of the business at present and in the future. There is also a special area allowance program in regions with high labor market competition.

● Benefits and short-term incentives: The Company provides welfare and benefits to employees of all levels, such as annual bonuses, sales rewards, discounts on the purchase of goods and services affiliated to PTG, employee health and life insurance policies, annual health check-up, assistance in the event of accidents or natural disasters that affect employees, and discounted life insurance plans for their family to enhance living quality as well as physical and mental health. Furthermore, the company has implement a flexible working policy that allows for a Flexible Workplace and Flexible Time, enabling employees to perform their duties from any location without the necessity of recording working hours on every occasion. In cases where overtime is required, it must pertain to tasks that necessitate continuous execution; any interruption would adversely affect the quality of the work, or it must be of an urgent nature. In such circumstances, the company may allow employees to work overtime or on holidays without prior notice. However, if the work does not fall under the aforementioned categories, the company must obtain consent from the employee prior to any overtime work. Both holiday work and overtime shall not exceed 36 hours per week to maintain a balance between employees' work and personal life.  The Company also considers strengthening family institutions and children’s rights. By providing special benefits for pregnant female employees, they are entitled to maternity leave for up to 98 consecutive days (14 weeks), including holidays, with pay equal to their regular working days for up to 45 days of leave, and the remaining 45 days are covered by social security benefits. The company also provides a clean, safe, and private lactation room, equipped with facilities such as a refrigerator for storing breast milk and cleaning equipment, to enable female employees who are mothers to care for their children conveniently and effectively. In addition, male employees are granted paid parental leave for the non-primary caregiver to take care of their wives after childbirth, with pay for up to 3 working days per pregnancy per year.

● Long-term incentives: The Company provides provident funds for its employees as retirement savings, this allows employees to save a small sum of money. Also, the Company has a policy to motivate employees for long-term achievements through the stock option, whereby the higher profits the Company generates, the more value Company’s shares become and that shall benefit those employees who hold the Company’s shares in terms of the stock value and profits per share in order to enable their participation and unlock their sense of ownership, forming a strong bond between them and the organization to make sure they shall feel part of the Company and ready to thrive together.