Employee Development                                                                                     

 

BJC’s commitment to human capital development extends beyond simply filling skill gaps. The company recognizes its workforce as its most valuable asset, and its investment strategies reflect a human rights-centered approach. By fostering a culture of continuous learning and professional development, BJC empowers employees not just to perform their current roles effectively, but to thrive and reach their full potential. This commitment takes shape through dedicated training programs, mentorship initiatives, and clear pathways for career advancement. This approach yields a multitude of benefits. Employees equipped with the latest skills and knowledge are empowered to excel, fostering a spirit of innovation and efficiency. This translates directly into enhanced customer satisfaction, as a highly skilled and engaged workforce consistently delivers exceptional service. Furthermore, BJC’s focus on employee well-being and growth fosters a loyal and motivated team, reducing turnover and absenteeism while boosting overall morale. Looking towards the future, BJC recognizes the vital role human capital plays in a world increasingly focused on human-centric business models. By investing in its people, BJC not only drives operational excellence but also strengthens its competitive edge. A workforce brimming with expertise and passion not only meets but exceeds customer expectations, leading to sustainable revenue growth. Moreover, BJC’s commitment to staying at the forefront of industry trends ensures it attracts top talent, further solidifying its position as a leader in the market. In essence, BJC prioritizes human capital development not just as a strategic move for success, but as a core value. By nurturing its workforce, the company creates a win-win situation, empowering individuals while propelling the organization towards a bright and sustainable future. This commitment positions BJC as a responsible and forward-thinking company, setting a strong example for the future of business in a rapidly evolving world.

 

 

Employee Development Approach

 

Through the Learning & Development Activity Roadmap, BJC continued to focus on the right learning opportunities, curating employees at the right depth, at the right time in the employee journey with work learning methods and enabling all employees to have equal opportunity to participate in the training programs. Moreover, in order to drive their growth forward and beyond, the company allowed employees to have freedom of choice to participate in many training programs upon their preference, which were available both offline and online.

 

BJC BigC  Learning Landscape

 

At BJC Big C, fostering a culture of continuous learning and professional growth is essential to driving business transformation, operational excellence and employee engagement. To
achieve this, the company has developed the BJC Big C Learning Landscape, a structured and dynamic framework that ensures learning is accessible, engaging and aligned with
both individual career aspirations and organizational objectives. This learning landscape replaces traditional learning models with a comprehensive, multi-dimensional approach,
ensuring that employees at all levels have the resources, tools and support needed to excel in their roles and prepare for future leadership opportunities.

1. Comprehensive Learning Approach
    • Encompasses both functional and soft skills training, with a mix of online, classroom and experiential learning opportunities.
    • Encourages employees to develop a broad skill set that enhances job performance and career progression.
2. Customized Development Programs
    • Offers structured learning pathways such as On-the-Job Training (OJT), Change Agent Programs and Management Trainee Programs.
    • Includes hackathons, contests and action-learning projects that encourage practical application of knowledge.
3. Informal and Peer Learning
    • Promotes peer-to-peer knowledge sharing through initiatives such as Morning Coffee Sessions, Let’s LEAD and ABC Club.
    • Encourages employees to learn from each other, fostering a culture of collaboration and shared expertise.
4. Knowledge Management and Digital Learning
    • Big C SharePoint serves as an internal knowledge-sharing platform, allowing employees to access expert insights and best practices.
    • AI-driven learning tools provide personalized recommendations and skill assessments to enhance development.
5. Life-Long Learning and Career Growth Support
    • Employees, particularly at the store level, receive financial support for non-formal and higher education programs.
    • Encourages continuous professional development, ensuring employees remain competitive in the evolving job market.
6. Gamification and Incentives
    • Employees earn points for participating in training, which can be redeemed for rewards, making learning more engaging.
    • Recognizes top learners and encourages participation through competitive yet supportive learning environments.
7. Technology-Driven and Adaptive Learning
    • Learning is integrated into daily operations, ensuring that employees receive relevant training in real-time as they perform their tasks.
    • Omnichannel Learning allows employees to seamlessly blend digital, classroom and mentorship-based learning experiences

 

BJC BigC  Workforce Planning

 

2024 Performance

 

• Percentage of employees receiving regular performance and career development reviews: 100%, Target: 100%
• Create sustainability knowledge and mindset training for new comers: 100%, Target: 100%

 

 

 

Average Training Hours of Employees and Average Amount Spent per FTE (Baht)

 

 

Training Hours and Training Cost	2024
Average hours per FTE of training and development	126
Average amount spent per FTE on training (Baht)	656
The percentage of local FTEs	100%

 

 

 

Employee Development Programs

BJC’s employee development programs are designed to be inclusive and accessible to all categories of employees. The scope explicitly covers contractual or part time employees in the company’s own workforce, ensuring equal access to training, upskilling, and career development opportunities alongside full-time staff.

 

1. Generative AI Series

 

• Program description: The Generative AI Series was launched to strengthen employees’ readiness for digital transformation. The program enhances employees’ ability to apply Generative AI effectively and creatively across all levels and functions. By equipping employees with cutting-edge knowledge and practical tools, BJC fosters a culture of innovation and ensures the organization remains competitive in a rapidly evolving business landscape. The program offers diverse, role-specific workshops such as:

  • ChatGPT: Embracing AI & Unleashing Your Potential

  • ChatGPT for People Management (HR focus)

  • Unlocking Business Potential with Generative AI (marketing & sales)

  • Generative AI for Finance and Accounting

  • Unlock the Ultimate AI Tools ×10

  • ChatGPT for Business Mastery (retail operations)

  • Generative AI for Productivity Improvement

  • Generative AI in Practice

  • Generative AI Assistant (virtual assistant design)

  • AI for Smart Manufacturing (factories and operations)

  • These sessions are further reinforced by hackathons (e.g., The Next AI Hackathon 2024) and action-learning projects that turn ideas into real business solutions—like AI-assisted customer service bots or in-store multilingual helpers.

• Learning methods: Mixed – combining internal trainers for mentorship, external experts for coaching, and peer-to-peer learning sessions for teams and networks.
• Type of program: Digital Transition Program
• Key objectives:
  • Promoting Lifelong Learning: Encouraging employees to continuously expand their knowledge and adapt to technological advancements.
  • Increasing Organizational Efficiency: Equipping employees with tools to utilize Generative AI effectively within their roles, driving higher performance across all business units.
  • Fostering Innovation: Strengthening BJC’s competitive edge by embedding Generative AI capabilities into workflows and decision-making processes.
•  Program Benefits and Impact
  • Enhanced Understanding of Generative AI: Participants will gain in-depth knowledge of Generative AI and its applications in day-to-day tasks.
  • Increased Operational Effectiveness: Employees will learn how to integrate AI tools into their work to improve efficiency and productivity.
  • Innovation and Competitive Advantage: The program will inspire employees to adopt Generative AI as a driver of creativity and innovation in their roles.
  • Workforce Readiness: Over 80% of participants indicated increased confidence in using AI to support their roles, demonstrating tangible upskilling success.
  • In 2024, 723 participants (2.1% of full-time employees) joined. Over 80% reported higher confidence in using AI to support their roles, demonstrating measurable upskilling success.

 

2. Big C’s Retail Service Enhancement Program

 

• Program description: The Retail Service Enhancement Program is a key part of Big C’s “Customer@Heart” initiative, designed to improve service quality, reduce customer complaints, and instill customer-first values throughout the organization. The program includes two main tracks:

  • Outstanding Service Enhancement, focusing on essential customer skills like active listening, clear communication, and exceeding expectations

  • Leading the Service Team, a leadership track for GMs aimed at motivating teams and maintaining consistent service delivery

• Learning methods: Mixed – combining internal training, coaching and mentorship by General Managers, and peer learning within teams.
• Type of program: Leadership development program.
• Key objectives:

  • Service Skills Development: Train employees on active listening, communication, and exceeding customer expectations.

  • Leadership Growth: Equip General Managers to motivate teams and maintain consistent service excellence.

  • Customer-Centric Culture: Embed “Customer@Heart” behaviors across all frontline and leadership roles.

•  Program Benefits and Impact

  • Outstanding Service Enhancement: Trained 19,948 employees in 2024.

  • Leading the Service Team: Trained 125 General Managers, representing 78% of all GMs.

  • Sustained Customer Satisfaction: VOC and Mystery Shopper evaluations reported 93% customer satisfaction in 2024.

  • Professional Development: Employees gained problem-solving and conflict resolution skills, enhancing career growth.

  • In 2024, total 20,073 employees (57.9% of full-time employees) participated.

 

 

 

 

3. DiverCity Project & DiverCity Day 2024

 

• Program description: The DiverCity Project was initiated in 2022 to promote BJC’s Diversity and Non-discrimination Policy and to encourage employees to embrace diversity in age, gender, religion, race, nationality, disability, and marital status. Activities include conferences, workshops, and flagship annual events such as DiverCity Day, aimed at fostering respect, inclusion, and awareness.
• Learning methods: Teams and networks – creating opportunities for employees and stakeholders to share experiences, perspectives, and best practices.
• Type of program: Cultural education.
• Key objectives:

  • Awareness Building: Strengthen understanding of DEI within the workforce.

  • Gender Equality Advocacy: Support gender diversity policies and frameworks at organizational and national levels.

  • Inclusive Workplace Culture: Ensure employees and partners feel valued and respected regardless of background.

•  Program Benefits and Impact

  • In February 2024, the “Business, Gender Diversity, and the Path Ahead” conference convened over 1,500 participants, including BJC employees, government officials, educational leaders, and civil society actors—demonstrating BJC’s role in DEI advocacy on a national scale.

  • In June 2024, DiverCity Day welcomed 562 BJC employees and suppliers onsite for sessions such as “Gender Diversity & Inclusive Marketing”, aligning with Pride Month and reinforcing LGBTQ+ inclusion and inclusive business practices.

  • Participation: Across all DiverCity initiatives in 2024—including the flagship conference and DiverCity Day—over 2,000 individuals engaged in DEI programming, reflecting the program's broad internal and external reach.

  • The cumulative impact of these efforts has contributed to a marked decrease in employee turnover, with the total turnover rate dropping from 48% (2021) to 27% (2024), and voluntary turnover falling from 42% to 24% during the same period.

  • This improvement underscores how cultivating a sense of belonging, fairness, and recognition through DEI initiatives translates directly into greater employee retention, stronger morale, and organizational resilience.

 

 

4. Sustainability Day #3: Empowering Employees for Climate Transition Changes
(Training / reskilling to mitigate negative effects of industrial or climate transition changes)

 

• Program description: As part of BJC’s ongoing commitment to sustainability, Sustainability Day #3, held on August 28, 2024, at BJC House, served as a vital platform for employee engagement and awareness-raising—especially on the topic of climate transition changes. This annual event is one of the company’s flagship initiatives to cultivate organization-wide understanding of the urgent need to address climate risks, enhance biodiversity, and accelerate the shift toward a low-carbon future. The event brought together the Board of Directors, CEO, senior executives, and representatives from across business units and supply chains to exchange knowledge and showcase climate-related initiatives. It also marked the public reaffirmation of BJC’s climate targets under the Science Based Targets initiative (SBTi), reinforcing the company’s Net Zero by 2050 ambition.
• Learning methods: Mixed – internal training, external speakers, and teams and networks through cross-business unit exchanges.
• Type of program: Cultural education (focused on climate transition and sustainability culture).
• Key objectives:

  • Climate Literacy: Build employee awareness of climate change, biodiversity, and low-carbon transitions.

  • Engagement Across Functions: Foster knowledge sharing between BUs, suppliers, and executives.

  • SBTi Reinforcement: Strengthen commitment to Science Based Targets and long-term climate goals.

•  Program Benefits and Impact

  • Factory staff receive ongoing training on compliance and climate adaptation.

  • Participants gained knowledge on contributing to BJC’s climate transition.

  • Environmental Performance Contributions—Quantitative Impact: By strengthening climate competency across BJC’s workforce, Sustainability Day #3 fosters behavior change that underpins measurable performance gains, including:

    • Scope 1 & 2 Emissions ↓ by 18.4% in 2024, exceeding the 15% target toward 2032 

    • Non‑renewable energy consumption ↓ by 6%, supporting energy efficiency goals 

    • Renewable energy generation soared, with solar installations scaling to ~90,729 MWh/year, bolstering clean energy transition

    • These results reflect a workforce increasingly empowered to implement sustainability initiatives—ranging from store-level energy audits to factory equipment optimization—thanks to the enhanced awareness and knowledge driven by Sustainability Day #3.

  • Participation: 241 employees directly engaged in the 2024 event.

 

 

 

 

5. Transition Programs – Supporting Career and Life Changes

 

• Program description: BJC provides structured support for employees navigating key life and career transitions, whether approaching retirement or leaving the company. The program ensures dignity, fairness, and employability support, reinforcing BJC’s commitment to decent work and employee wellbeing.
• Learning methods: Mixed – external expert consultations (financial planning and wellness) and internal coaching for performance improvement.
• Type of program: Transition program for retiring and terminated employees.
• Key objectives:

  • For Retiring Employees: Prepare individuals for life after work with financial literacy, wellness training, and retirement planning.

  • For Terminated Employees: Provide support to underperforming employees through a structured Performance Improvement Plan and ensure fair and lawful severance packages.

•  Program Benefits and Impact

  • Retirement Support: Includes expert-led consultation and financial literacy initiatives such as the “3 Pillars of Financial Stability” (Save–Invest–Retire), ensuring employees are financially and personally prepared for retirement.

  • Termination Support: Employees with below-average evaluations are offered a Performance Improvement Plan to improve performance or prepare for external opportunities. Where termination is necessary, BJC provides severance pay that considers employee age and years of service, ensuring fairness and dignity.

  • These initiatives safeguard employee wellbeing, strengthen organizational fairness, and help mitigate the negative impacts of industrial or organizational transitions.

  • Participation varies annually, with retirement-focused seminars and PIP engagements conducted regularly to support affected employees.

 

 

Continuous Learning and Development

At BJC, we are committed to cultivating a future-ready workforce capable of thriving in today’s fast-changing and complex business environment. Our comprehensive Learning & Development (L&D) program goes beyond skill acquisition — it fosters innovation, adaptability, and personal growth.

We offer a curated mix of tailored training modules, hands-on workshops, and access to advanced digital learning platforms. These multifaceted initiatives empower employees to enhance their capabilities, stay ahead of industry trends, and unlock their full potential, fostering a culture of continuous learning and innovation across the organization.

Recognizing that modern career paths are no longer linear, BJC further demonstrates its commitment to employee well-being by extending support beyond conventional L&D. We provide robust transition assistance programs — including career counseling, financial guidance, and upskilling pathways — for employees navigating life transitions such as retirement or separation.

By equipping our people with the tools to maintain employability throughout their careers, we help ensure a resilient, agile, and sustainable workforce. This holistic approach not only elevates individual performance and satisfaction but also enhances organizational capability and long-term success.