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Employee Engagement Survey 2018 Background and Objectives

Survey Objectives
  • To measure engagement and common top priorities (Pulse Check)
  • To compare the current year engagement with past results
  • To report the engagement scores to DJSI


Data Collection
  • Proposed the major with Online by Bev Connect & Web system (IT supported) and the minor with paper based (check the number with HC Shared Service team)


Reporting Criteria and Rating Scales
  • In the employee opinion survey, employees respond to a 6 point rating scale, so as to avoid central tendency responses.
  • Confidentiality and appropriate data interpretation is maintained as results are calculated for groups with 10 or more respondents.


Remarks: For this survey, ThaiBev collected the data and asked permission to use the methodology and template of report from
Aon Hewitt (Thailand) successfully.



ThaiBev Employee Engagement Score



*ThaiBev Group consists of ThaiBev, Oishi and Sermsuk






Focus Areas to Drive Engagement

Engagement Behaviors:
STAY behavior scores are still lowest and SAY, STAY and STRIVE scores are lower than Best Employers Thailand.

Engagement Distribution:
Majority are moderately engaged (39%) and a large number of passive employees (20%) indicated a good opportunity to move them to be engaged.

Age:
Generation Y are least engaged (65%) but constitute a large majority.

Job Level:
Employee L1-3 are the most engaged (76%) and caused for the higher score.

Benchmarks:
Compared to the benchmarks, our scores are on par with Thailand F&B. However, our scores moved closer to Best Employers Thailand Norms 2017.


ThaiBev
Sustainability



GRI 102-1, GRI 102-2, GRI 102-3, GRI 102-4, GRI 102-5, GRI 102-6, GRI 102-7, GRI 102-8, GRI 102-9, GRI 102-10, GRI 102-12, GRI 102-14, GRI 102-18, GRI 102-40, GRI 102-42, GRI 102-43, GRI 102-44, GRI 102-45, GRI 102-46, GRI 102-47, GRI 102-48, GRI 102-49, GRI 102-50, GRI 102-52, GRI 102-53, GRI 102- 54, GRI 102-55, GRI 102-56, GRI 103-1, GRI 201-1