159 O N E R E P O R T 2 0 2 2 OVERVIEW BUSINESS OVERVIEW AND PERFORMANCE CORPORATE GOVERNANCE FINANCIAL INFORMATION SUSTAINABLE BUSINESS DEVELOPMENT Employee Satisfaction (eNPS: employee Net Promoter Score) In 2022, the Company’s eNPS score was 45 instead of the desired target of 50. The People Development department created following strategies to encourage employee commitment to the company and its future growth: Upon the analysis of the survey responses, the Company set a satisfaction development plan that led to the initiation of an employee retention program. On top of the two-year period of the COVID-19 pandemic, employees’ daily lives, income and mental health were also impacted by the global economic recession. The People and Culture Department made further plans to provide aid to support our Allstars during this challenging period as much as we can. Allstars Peer Support The COVID-19 pandemic impacted the economy and people both directly and indirectly. Thai AirAsia employees were also affected emotionally and required time for personal management with the risk being long-term emotional distress. The Allstars Peer Support program was established to hear out and provide emotional assistance. Employees were able to contact Peer Supporters via internal company communications systems and activities were organised for personnel to exchange experiences, learn how to boost work and life happiness, self-observe and self-motivate and self-appreciate, with guidance provided by psychology specialists. Employee Turnover Thai AirAsia aims to constantly improve employee engagement and retention, targeting a turnover rate of no more than 5 percent per year and the retention of employees in key positions to ensure its business continuity. The employee turnover rate in 2022 was 4.7 percent, a 0.8 percent increase from the previous year primarily due to the slow recovery of the aviation industry. The Company hopes to expand its talent pool to help the Company grow by attracting and retaining talent through competitive benefits and effective technical and functional training. Focus on comprehending and managing diversity and inclusion while taking into account the importance of employee diversity in order to treat every employee fairly and enable them to work effectively Engagement of senior management with workers of various ages, particularly those from younger generations Increased communication and employee recognition; suitable compliments, encouragement, and compensation; and promote staff who exhibi t ef f i c i ent di l igence and foster performance behaviour culture that aligned with company values. 2022 Satisfaction/ Employee Engagement Target (eNPS) 50 Satisfaction/ Employee Engagement Actual Rating 45 2020 2021 2022 Significant Labour Dispute Target 0 0 0 Significant Labour Disputes 0 0 3 2020 % % % 3.0 3.9 4.7 2021 2022 Voluntary Employee Turnover Rate (Target: <5%)
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