Sea Oil Public Company Limited and its subsidiaries ("Company") recognize the importance and value of its people and firmly believe that employees are a key driver of sustainable business success. Human capital plays a critical role in achieving the Company's vision and mission, strengthening its competitive advantage, and creating long-term value for all stakeholders.
The Company is committed to developing its human capital as a foundation for sustainable growth. Priority is given to talent acquisition and development, lifelong learning, performance and career management, and employee engagement. At the same time, the Company upholds human rights and labor rights, ensures fair treatment of employees, prohibits child labor and forced labor, and promotes diversity, equity, and inclusion. Through these efforts, the Company seeks to foster a workplace where employees can develop their full potential and contribute to shared value creation and long-term organizational success.
Targets and Performance
Targets
- Average training hours per employee at all levels of not less than 30 hours.
- Office employee turnover rate of less than or equal to 2%.
- Office Employee retention rate of more than 80%.
- Employee engagement score of more than 90%.
2025 Performance Results
- Achieved an average of 52 training hours per employee across all levels.
- Maintained an office employee turnover rate of 1.18%.
- Achieved an office employee retention rate of 93.81%.
- Recorded an employee engagement score of 97.86%.
The Company has established a Human Resources Management Policy to demonstrate its commitment to attracting, developing, and retaining employees at all levels. The policy covers key areas of human resource management, including recruitment and hiring, compensation and benefits, career development, workplace safety, and employee well-being.
The Company also integrates the principles of its Code of Business Conduct into its human resource management and development processes to promote ethical behavior, professionalism, and responsible conduct throughout the organization.
Workforce Structure
As of 31 December 2025, the Company and its subsidiaries had a total of 252 employees, consisting of 27 management-level employees and 225 employees at the operational level.
Talent Attraction and Retention
The Company is committed to attracting and selecting talent through a transparent, fair, and equal opportunity recruitment process. Candidates are evaluated based on their knowledge, competencies, experience, and qualifications relevant to the position.
Employment opportunities are communicated through the Company's website, social media platforms, and other public channels to ensure equal access to employment opportunities for all applicants.
The Company also places significant emphasis on retaining high-potential employees through competitive compensation and benefits, career development and advancement opportunities, and a work environment that supports continuous learning, professional growth, and long-term employee engagement.
Learning and Development
The Company promotes a lifelong learning culture and has established development programs to enhance both fundamental and professional competencies required for employees at all levels. Learning opportunities are provided through training programs, seminars, on-the-job learning, internal knowledge sharing, and initiatives that foster innovation, sustainability awareness, and ethical conduct.
In 2025, the Company conducted a total of 141 training programs, representing 3,378 training hours. Employees received an average of 52 training hours per person during the year.
AI for Productivity Program
The Company organized the AI for Productivity Program to enhance employees' understanding of artificial intelligence (AI) and its role in the digital workplace. The program was designed to develop practical skills in applying AI to daily work activities, including information summarization, document preparation, data analysis, and idea generation, with the objective of improving productivity, reducing repetitive tasks, and fostering a productivity-driven mindset.
Participants gained practical knowledge on selecting and using appropriate AI tools for different work functions, enabling them to collaborate with AI effectively and apply digital technologies in a structured and responsible manner. The program also incorporated real-world use cases to strengthen employees' AI and digital competencies and support workforce readiness for the evolving digital landscape.
The program achieved a participant satisfaction score of 93.18%.
IT and Application Proficiency Program: Advanced Excel
The Company conducted the Advanced Excel training program to enhance employees' proficiency in using Microsoft Excel and strengthen their digital capabilities in data management, analysis, and reporting. The program focused on advanced Excel functions and tools, including formulas, PivotTables, and data analysis techniques, enabling employees to process information more efficiently and accurately.
By improving employees' analytical and reporting capabilities, the program helped reduce processing time and minimize errors in report preparation, while supporting more effective and data-driven operations across business functions.
The program received a high participant satisfaction score of 90.21%.
Sustainable Product Program: Introduction to ISCC Standards
The Company organized the Introduction to ISCC Standards training program to enhance employees' understanding of ISCC sustainability standards, sustainable supply chain management, GHG and LCA calculations, audit requirements, and documentation preparation. The program aimed to strengthen capabilities in developing sustainable products, improve supply chain transparency and traceability, and support the Company's ESG and Net Zero objectives.
A total of 25 senior executives and employees participated in the program, which achieved a participant satisfaction score of 85.20%.
Sustainability Development Program: Sustainability Strategy 360
The training program enhanced employees' understanding of sustainability trends, climate-related risks, Net Zero strategies, ESG principles and Circular Economy concepts to support sustainable business growth and long-term competitiveness.
The participant satisfaction score was 92.19%.
Succession Planning and Talent Management
The Company has established a structured succession planning process to identify and develop successors for key positions, particularly senior management roles. A dedicated working team is responsible for defining position requirements and overseeing the selection and development process to ensure transparency before submitting recommendations to the Nomination Committee for consideration and approval.
The Company also develops high-potential employees through Individual Development Plans (IDPs), challenging assignments and leadership development programs to prepare them for future career advancement and support the Company's long-term growth.
Performance & Career Management
The Company has established a performance management system that integrates both competencies and performance outcomes to ensure alignment between employee performance, the Company's vision, strategic objectives, and business goals. This enables employees to clearly understand their roles and contributions to the Company's success.
Performance evaluations are conducted on a regular basis, supported by two-way communication between supervisors and employees. This process provides opportunities to review performance, exchange feedback, identify strengths and development areas, and establish appropriate development plans. The approach supports employee capability development, reinforces behaviors aligned with the Company's values, and promotes sustainable career growth.
In addition, the Company supports continuous career development through Training Matrices and Training Road Maps for each position. These frameworks provide structured guidance for developing the knowledge, skills, and competencies required for career progression and professional growth.
The Company reviews its employee development plans annually to ensure alignment with business requirements, changing business conditions, and employees' career development goals. This supports employee engagement, talent retention, and the sustainable growth of the organization over the long term.
Diversity, Equity & Inclusion
The Company promotes diversity, equity, and inclusion within the organization by ensuring that all employees are treated fairly and equally, without discrimination based on gender, age, race, religion, nationality, disability, or any other status.
The Company believes that workforce diversity brings different perspectives, fosters creativity, and supports more effective business decision-making. Therefore, the Company places importance on creating an inclusive work environment that respects individual differences and provides equal opportunities for all employees to participate in driving the organization forward.
In 2025, the Company had three female directors, representing 37.5% of the Board of Directors, and 41 female employees, representing 64% of the total workforce.
Employee Engagement and Well-being
The Company places great importance on employee engagement and well-being. Employee engagement surveys are conducted regularly on an anonymous basis to encourage honest feedback. The survey covers six key dimensions: organizational policies and practices, corporate leadership, supervisory leadership, motivation, employee performance and career growth opportunities, work-life balance, and employees' overall experience working with the Company. Survey results are analyzed and used to strengthen employee engagement and continuously improve the work environment.
The Company also supports flexible working arrangements, including Work from Home practices, and provides benefits that promote work-life balance, such as birthday leave. In addition, the Company implements Happy Workplace initiatives to enhance employee well-being and quality of life.
Corporate Culture and Social Engagement
The Company promotes a corporate culture founded on good corporate governance, integrity and ethical business conduct. Employees at all levels are encouraged to uphold the Code of Business Conduct, Anti-Corruption Policy, and corporate governance principles, while fostering teamwork, open communication, and mutual trust across the organization.
The Company also encourages employees to participate in volunteer and social initiatives organized by the Company or initiated by employees. These activities help create shared value for communities, society, and the environment, while strengthening employee engagement and pride in being part of the organization.
