Communities and society contribution
 
The Group companies believe that the sustained success of our operations depends upon our being a responsible company, respecting and giving due attention to social, economic, environmental, health, safety and cultural needs of the communities where we work. Therefore as a matter of policy, we will implement CSR activities under the following concepts:
 
1. Alignment with the corporate mission,
2. Participation and understanding by employees
3. Continuity of project implementation with clear results,
4. Sustainable benefits to the society and the environment.
 
With the belief “A good start leads to a good ending”, the company group has organized activities that emphasize on developing a good start. The activities consist of 2 parts:
 
 
National Level
 
Paths for Preservation of the “Watershed Forest”
Apart from taking care of the environment of power plants and surrounding communities, EGCO sees the importance of preserving the natural resources of forests and water, particularly that of watershed forests which act as a producer and reservoir for natural water. It is the origin of rivers and is important for the livelihood of all lives.
 
Path for Promotion of Learning and Building a Public Conscience in “Youths”
We recognize that education is the foundation and key to national development. Since human resources development is most effective if implemented from an early age, EGCO has supported and hosted activities on learning through both the formal education system as well as providing experiences outside the classroom to children of all ages, from pre-elementary, elementary, and high school level. We believe this is the beginning of learning and social, intellectual, moral development, which will eventually lead to success in sustainable national development.  
 
Community Level
 
Paths for Promotion and Development of Community's “Quality of Life”
EGCO has always places the importance on communities surrounding the main branch and power plants, and has supported various projects covering education, vocational training, health, and environmental conversation for the better quality of life of people within the community.  
 
Employee Practices
 
The Electricity Generating Public Company Limited believes that there must be consciousness in building appropriate equilibrium among the businesses, environment and society. The EGCO group therefore operates and expands its businesses while it cares for the environmental issues and social development. This covers every area and segment including the employees, communities, society and the environment because it is believed that these factors have driven the organization to success in the full-line electricity generating business. These factors are also important in driving the businesses to a successful and long-lasting future.
 
Human Resources Policies and Management

The company group realizes the value of human resources as the most important mechanism in building potential and abilities in the long-term competition of the organization.  Therefore, special attention is given to the efficient management, starting from recruitment, employee development, fair compensation, appropriate benefits, advancement, career path and opportunities, until the encouragement of a ‘peaceful’ physical and emotional working environment.  The attention given should lead to efficient work and maximum effectiveness.      
 
Selection and Recruitment
The selection and recruitment process is operated based on morality, equality, abilities and the necessity in running the business. In order to get suitable ‘skilled’ and ‘good’ people to have the same perspectives and attitudes required by the job and culture of the company (Job-Fit, Culture-Fit), the selection process is conducted by the assigned committee. There are no personal connections, special privileges or bribery involved which are principles of good governance.

Aside from using morality and equality in the selection and recruitment process, the company also provides job opportunities for local labor which is one of the recruitment policies of the company. This will help spread revenue to improve the standard of local people living in the community.
 
Employee Development
The company has policies that support the continuous development of employees because it is seen as a long-term investment that leads to success and creates value in the employees and organization. Every year, the company prepares a one year plan for personnel training and development, with sufficient budget allocation to give employees the opportunity to expand their knowledge, abilities and potentials related to the organization tasks, technicalities and management.
   
- Orientation
  The company provides the first orientation for new employees and informs them about the company’s vision, mission and obligation; introduce to them the organization, businesses, management and different levels of employees. Also they are informed the compensation and benefits they receive from the company. In addition, new employees are taken on a site tour to learn and understand the basic characteristics of the group. This is done as follows:
   
- Training
  The company provides suitable trainings to all levels of employees by using the Competency-based Management. The employees usually receive regular knowledge support and development, in terms of core competencies, managerial competencies and functional competencies in order to build value for the employees and organization, and maintain business excellence. Aside from knowledge development, the company also provides emotional and human relations development.
   
- Employee Rotation
  The EGCO Group encourages the rotation of internal managers in order to build potential and advancements in the career path which is to create the strengths and benefits of the group. In 2007, the group companies cooperated in rotating the financial deputy managing directors among REGCO, KEGCO and ESCO.
   
- Performance Evaluation
  The company group has policies in evaluating performance fairly and reflects the organization’s performance to meet the set goals. The Key Performance Index (KPIs) is a tool used to evaluate the performance in the organizational and individual level. The 360 degrees evaluation is also used to find the competencies, abilities and desired behavior in the organization. The company usually uses the evaluation results to prepare the employee development plan, to consider an increase of compensations and for advancement and career opportunities. This leads to fairness, transparency, and the ability to examine according to the principle of Good Governance.
   
Compensation and Benefits Management
The company group has determined the compensation system according to the abilities of the employees. It also encourages career advancements. The welfare and benefits provided for employees and their families are at the same level with those of other businesses in the industry.
 
Employee Relations Managementì
The company has policies in creating the work atmosphere as the second home for employees in order to have the feelings of happiness, peace, cooperation and devotion in the organization. In 2007, the company organized various activities to build relations within the company, such as Communication Day, Smile @ Library, The ‘We are Ready to Listen’ activity , The Family Trip, The Sport’s Day and New Year’s party, etc.