Recruitment and Selection

          With respect to the recruitment and selection of suitable personnel to serve in positions and perform tasks within the Group, the Nomination Committee shall responsible for the recruitment and selection of such personnel for each position, nominating and screening qualified persons based on duties and responsibilities of each position specified by considering qualifications, expertise, and specific qualifications in various fields that are essential to the business without limiting or discriminating against gender and race or any differences. Moreover, PTG has been continuing to promote the Flexible Workplace program and to prepare a succession plan and recruitment process for critical management positions and a performance management system for employees and executives of all levels.

          PTG has been enhanced HR work process by adopting the process transformation and developing internal work procedures through the development of innovations and technologies, which are aimed at optimizing work process while increasing the productivity of work and reducing costs incurred in some parts. The Company has also been implemented a partnership strategy to produce human resources based on business needs by working proactively with educational institutions which led to the signing of Memorandum of Understanding (MoU) to promote academics and offer careers with educational institutions, whereby the Company shall accept students for vocational training. The accepted students will be able to work and enjoy first-handed experiences in their field of study and will also receive allowances and scholarship grants throughout the course of training. The Company has been formed a good relationship with government bodies by engaging in partnership with provincial employment offices across the country to facilitate public access to career announcements through each provincial employment office, resulting in fewer numbers of the unemployed in each province.

Manpower Planning

          PTG works on the manpower planning on a yearly basis by entrusting HR Business Partner to work with executives of all departments to determine headcounts required in each team that will be beneficial to the business direction.

          In part of the succession plan, PTG conducts succession planning in order to prepare personnel with knowledge, abilities, potential, outstanding and acceptable performance for key positions or to be future leaders of the organization based on Company’s direction and strategies. Steps to be taken are as follows:

1. Communicate with executives at the department level and up the chain of command to create understanding and strengthen awareness of the importance of succession plans and process.
2. Specify critical positions, taking into account the criteria set forth by the Company.
3. Nominate candidates based on potential, readiness, and competency suitable for each key position with bias to insource.
4. Prepare development courses for the selected personnel to ensure they are equipped with knowledge, capabilities, capacity, and readiness to become future leaders of the organization.

The Company reviews the succession plan on an annual basis to make sure that it will provide candidates with knowledge, capabilities, and capacity to guide the organization toward the direction and with strategies already set.