Human Resource Management
Supporting the SDGs Goals
Goals and Performance Highlights
Stakeholders Directly Impacted
Employees
Commitment, Challenges, and Opportunities
MR. D.I.Y. recognizes the importance of human resource management as a key foundation supporting the Company’s sustainable growth. The Company aims to manage its people fairly in line with labor laws and international labor principles, while promoting employee capability development at all levels, including product knowledge, service, technical skills, and soft skills, in order to enhance work quality and customer experience.
With its nationwide network, one of the Company’s key challenges is maintaining consistent people management standards across all locations, while also developing the skills required for the evolving retail business landscape. The Company therefore monitors and evaluates people development through relevant indicators to ensure that human resource management strengthens competitiveness, reduces people-related risks, and supports long-term growth.
Management Approach and Value Creation
MR. D.I.Y. places importance on comprehensive human resource management, with a focus on employee development, well-being, and engagement, in order to enable employees to perform effectively and respond to the expectations of customers and stakeholders.
In addition to continuously enhancing knowledge and skills through training, the Company also emphasizes appropriate welfare, a safe working environment, and the promotion of an open and inclusive organizational culture that respects diversity. These efforts help build engagement and retain quality employees over the long term, forming an important foundation for the sustainable growth of the business.
Our People
MR. D.I.Y places importance on promoting diversity, equity, and inclusion (DEI) by adhering to non-discriminatory employment practices and providing equal access to employment opportunities for all groups. This includes promoting employment opportunities for older persons and persons with disabilities, as well as fostering an open and respectful work environment that values differences, to support employee engagement and the Company’s sustainable growth. Key employee data is as follow
Employee Breakdown by Gender (2025)
| Gender | Number of Employees | Percentage (%) |
|---|---|---|
| Male | 6,077 | 49 |
| Female | 6,434 | 51 |
| Total | 12,511 | 100 |
In 2025, the Company had a total workforce of 12,511 employees across its nationwide operations.
Talent Acquisition and Workforce Planning
MR. D.I.Y. conducts workforce planning at least once a year to align with its strategic direction and business growth plans, taking into account store expansion and workforce needs in each location as appropriate.
The Company’s recruitment and selection process emphasizes capability, potential, and suitability for the role, while promoting equal opportunity and non-discrimination. MR. D.I.Y. provides fair access to employment opportunities for all applicants, regardless of gender, age, ethnicity, religion, disability, or social status.
In addition, the Company places importance on hiring local employees in the areas where it operates in order to support local economies and create employment opportunities in the community. At the same time, the Company supports the employment of vulnerable groups, such as persons with disabilities, to promote economic participation and reduce social inequality. In 2025, the Company hired 9,020 new employees to support business expansion and replace positions resulting from employee turnover. In the same year, 6,214 employees left the Company, representing a turnover rate of approximately 49.7%, which is consistent with the nature of the retail business, where employee turnover is relatively high
Highlight
Employee Development and Training
MR. D.I.Y. continuously develops the capabilities, knowledge, and skills of employees at all levels to ensure alignment with their roles and responsibilities, support business expansion, and advance its long-term operational strategy. This development approach not only focuses on strengthening essential knowledge and skills but also on cultivating organizational culture and work ethic to build a capable workforce with strong engagement with the organization.
The Company prepares an annual training plan based on a Training Needs Analysis (TNA) to develop programs that meet the needs of both employees and the organization. The programs cover three main areas:
Standard Operating Procedures and Organizational Culture (SOP & Organizational Culture)
such as company policies and regulations, employee welfare and organizational culture, and readiness programs for employees at the supervisor level
Safety and Compliance
such as fire drills and evacuation exercises, safety officer training, and first aid and CPR training
Soft Skills and Leadership
such as effective communication, leadership and team management, critical thinking, and problem-solving
In addition, the Company supports employees’ participation in external training programs or seminars, as appropriate, to further enhance their specialized knowledge and skills.
In 2025, the Company recorded more than 270,000 total training hours, equivalent to an average of 21.8 training hours per employee per year. The average training cost was THB 1,021 per employee per year. The Company also regularly monitors and evaluates training outcomes using relevant performance indicators to ensure that employee capability development effectively supports work efficiency and service quality.
Employee Well-being and Benefits
MR. D.I.Y. recognizes the importance of employee well-being in a holistic manner, covering physical health, mental well-being, work-life balance, as well as appropriate benefits and working conditions. These efforts are intended to support employee performance, strengthen engagement with the organization, and contribute to the sustainable growth of the business. The Company has implemented the following approaches to support employee well-being:
Fair Compensation
The Company has established a structured compensation management approach based on the principles of fairness, transparency, and compliance with relevant labor laws. Compensation is determined by factors such as knowledge, capabilities, skills, job responsibilities, performance, industry pay benchmarks, and economic conditions. This helps ensure that compensation remains appropriate and competitive in the labor market, while fostering employee motivation and supporting long-term retention.
Benefits and Welfare for Employees and Their Families
The Company places importance on the quality of life of employees and their families by providing comprehensive benefits and welfare. These include leave entitlements such as sick leave, personal leave, and maternity leave, as well as provident fund, health insurance, and financial assistance for various occasions such as marriage, childbirth, and funeral support, in order to help ease employees’ financial burden.
In addition, the Company supports employee well-being across multiple dimensions through programs such as low-interest housing loans and annual health check-ups, promoting both physical well-being and long-term financial stability.
Flexible Working Hours
The Company allows eligible functions to adopt a two-shift working arrangement in order to enhance work efficiency and support quality of life.
Supportive Working Environment and Facilities
The Company places importance on providing a safe and suitable working environment that supports effective performance. At the Company’s head office, common areas and support facilities are available for employees to rest and recharge, helping promote well-being and a positive workplace atmosphere.
In addition, the Company provides various communication channels, including internal communication systems, email, and employee meetings, to continuously gather employees’ feedback and understand their needs. This forms part of the Company’s efforts to foster an open and inclusive working environment.
Performance Evaluation
MR. D.I.Y. conducts employee performance evaluations annually through a structured process aligned with the nature of work at each level. Appropriate performance indicators are defined in line with employees’ roles and responsibilities, such as achievement of assigned targets, leadership, teamwork, and compliance with Company rules and regulations.
The evaluation results are used to support decisions on compensation, capability development, and individual development planning to promote employee growth and continuously enhance organizational performance.
Employee Engagement and Participation
Employee Engagement Assessment
MR. D.I.Y. conducts an annual employee engagement survey to gather feedback and apply the results to improve the working environment and people management on an ongoing basis. The assessment covers key areas, including:
Confidence in the organization
Job satisfaction
Supervisors
Working environment and workplace safety
Compensation and benefits
Engagement with the organization
In 2025, the employee engagement score increased to 80%, up from 75% in 2024. The Company uses the assessment results as important input for continuously improving the working environment and human resource management practices.
Promoting Employee Participation
MR. D.I.Y. encourages employee participation by providing various channels for communication, feedback, and suggestions through several employee engagement mechanisms, such as the welfare committee and the safety committee, which consists of employee representatives from different functions across the organization. These committees serve as channels for reflecting employees’ views, providing suggestions, and contributing ideas to improve and develop a suitable working environment.
In 2025, the Company established its Employee Engagement Committee for the first time, with employee representatives from various functions serving as committee members. The committee helps strengthen communication and collaboration between employees and the organization, while also supporting activities that promote a positive working atmosphere and strong relationships among employees, such as important festive events and employee welfare initiatives, to enhance engagement and participation across the organization.
