training” for executives and relevant employees across GC Group to enhance awareness and understanding of fraud risk assessment, fostering transparent and verifiable working processes. The Board of Directors is independent from executives and responsible for supervising overall operations as well as expressing views on the direction of the formulation of business strategies and operating plans. Furthermore, the Board of Directors regularly monitors GC’s performance and its sub-committees to ensure that GC achieves its objectives and goals. GC regularly reviews its operating goals and adjusts its business practices accordingly to align with current situations, focusing on competitiveness, decarbonization as well as creating business growth opportunities. In addition, GC is committed to drive long-term sustainable business practices, which focus on the Environment, Society, and Governance (ESG) in accordance with the Sustainable Development Goals (SDGs) by applying the circular economy principles and providing a clear pathway to improve people’s quality of life through a transition to a low-carbon business, with the goal of reducing net greenhouse gas emissions to zero (Net Zero) by 2050. GC’s corporate structure is grouped into business units and functions to ensure efficient business operations and good governance, with checks and balances put in place to ensure duties and responsibilities are delegated appropriately. Furthermore, all employees acknowledge their roles, authorities, responsibilities, and accountabilities. GC has clearly defined the qualifications for all positions, forming the foundation for recruitment and personnel development. These standards are in alignment with corporate culture and are supported by effective processes and systems for both internal and external recruitment. Succession plans are in place for key management positions to ensure business continuity. GC has a performance management system that encourages regular communication and monitors performance targets on a quarterly basis. The performance targets are also subjected to revision to ensure fair rewards and motivate employees. GC has also utilized the 360-degree evaluation as a tool for evaluating employee performance against GC SPIRIT 4 Core Behaviors. As the Company aims to be an organization of learning, it encourages all employees to enhance their capabilities and knowledge through the e-Learning platform “UP”, allowing easy access to vital knowledge for all personnel. In 2023, GC developed modern, concise e-learning content tailored to meet the needs of its employees. GC has continuously developed Expert House as a mechanism to help employees maximize their potential through continual self-directed learning to develop required knowledge in response to changes in the business. Furthermore, in 2023, GC appointed the Leadership Expert House Committee. This committee is tasked with setting directions, policies, and guidelines for talent and successor development, including the creation of a Leadership Competency Model and a Talent Development Program. These initiatives are designed to cultivate leadership skills in line with 222
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