The Company has always realized the value of employees as the heart and the main resource that drives the success of the organization. Therefore, the Company gives importance to human resource management and improves a good experience for employees from the recruitment, selection, personal development, happiness care and engagement on the basis of corporate culture (Rules of Success) with our vision and belief that “Happy employees will make customers happy as well”. The Company also encourages employees to treat each other equally regardless of other qualifications such as race, religion, language, origin, etc. Thus, the Company has issued regulations, business ethics and Code of Conduct as well as has adjusted various policies to achieve equality in the organization. The Company also exhibits social responsibility through hiring disabled people, such as; hiring blind people to provide relaxing massage and offering the area of stand-alone branch to sell government lottery for free.

As at 31 December 2022 the Company had 1,683 personnel to support customer services which grew continuously from businesses of movie theaters, bowling and karaoke, advertising medias, leasing spaces and services including movie media. In 2022 the Company added 3 more branches to cover areas all over Bangkok, its vicinities and upcountry as well as countries in CLMV group to provide more convenience to customers.

Main Business Line Number of personnel
Head Office 305
Theaters 1,062
Bowling 197
Advertisement sales 35
Rental Space&Services 84
Total number of personnel 1,683
Year 2017 2018 2019 2020 2021 2022
Turnover rate (per cent) 2.10 1.62 1.39 1.29 1.28 1.67
  • The Company required to have in place work rules as per Labor Protection Act B.E. 2541 and requirements of moral and ethical code and business etiquettes of the Company as per Securities and Exchange Act B.E. 2535 as guidelines for work performance of all executives and personnel.
  • The Company stipulated policy on nomination and recruitment of personnel based on knowledge, capabilities and suitability with the positions concerned without discrimination on genders, races, religions, and also encourage employment of persons with disabilities to work with the Company as per the Act on Promotion and Development of Quality of Life of People with Disabilities B.E. 2550. The Company operated the business subject to the Act on Promotion and Development of Quality of Life of People with Disabilities B.E. 2550, Section 33 of which required establishments or agencies to employ persons with disabilities at a ratio of 100:1. For example, it the Company had 100 employees, it would employ 1 disabled person, and if the operator could not do so, it must contribute to the Fund for Promotion and Development of quality of Life of People with Disabilities on annual basis as per Section 34. If any establishment failed to comply with Sections 33 and 34, it could comply with Section 35 by providing workplace and training for disabled persons or employment in a hire subcontract or hire employment service manner.

In 2022, the Company focused on recruitment and selection through Employer Branding by creating awareness on online media through various channels such as LinkedIn, Facebook, TikTok, etc., in order to let outsiders know, feel the atmosphere and the pleasant to work with us. This will make the Company widely mentioned, build a network of employees including students and trainees who are future talented employees of the organization. In addition, the cooperation agreements have been made with 75 educational institutions to develop student internship programs, both cooperative education programs for undergraduate students and bilateral programs for vocational students. In 2022, there were 490 students participated in the internships with the organization throughout the year, divided into 123 students in bilateral programs and 367 students in cooperative education programs. These students also have the opportunity to work as a regular employee, become a supervisor and grow with the organization in the future to be an important force in driving the business to progress.

Regarding personnel selection, the selection process has been modified by applying Rules of Success for personality assessments, interviews and activities in order to increase the potential in selecting applicants to meet the needs of organizations and divisions even more.

The Company gives priority to taking care of the quality of life of employees and listening to employees with attentiveness. Therefore, welfare has been provided to employees by taking into account the well-being of employees holistically, health welfare, financial welfare, employees' family welfare as well as special discounts on movie watching, bowling and karaoke, etc. Moreover, the Company also pays attention to listening to the employee’s needs through the welfare committee in the workplace in order to let the employees participate in considering and presenting welfares, benefits, including safety for employees and family appropriately to be able to compete with external markets.

The Company emphasizes on maintaining a working environment to be safe for life and property. Therefore, a committee on safety, occupational health and working environment has been established to set policies and plans for work safety, including the prevention and reduction of accidents, dangers, illnesses or annoyances causing by work or unsafe work by providing both theoretical and practical trainings before actual work as well as supporting safety activities in workplace. The Company also provides communication channels to report unsafe incident in workplace in order to improve and correct it in time through the M Connect channel.

All employees are important resources in driving business to grow, success and achieve sustainable corporate goals. Therefore, the development guideline emphasizes all executives and employees to understand the fundamentals with 9 Rules of Success, which are in the DNA of Major Group employees, adhere to as guidelines and principles to drive the organization. It is supplemented with essential elements in operating business, especially in terms of DEI (Diversity, Equity & Inclusion) to create awareness that the Company welcomes diverse people, treats with equality, non-discrimination and fairness, to raise awareness for all employees to consider their responsibilities for 3 mains ESG (Environment, Social, Governance), as the concept and principle in working for the development of sustainable organization. It is complemented by reskill and upskill as human resource development to become "smart people" through programs to develop leadership skills at all levels, starting from the employee level to be able to lead themselves, build self-confidence, manage time and set priorities in the Self Leader course, in order to develop in the Management Leader course, emphasizing on work and people management skills, then continue to develop at the Team Leader level with business courses or Business Leader and Strategic Leader respectively.

In addition, the Company continuously focuses on development of specific operational skills together with functional skills so that employees in all work-lines can acquire new skills to keep up with the situation and to be ready to deal with future changes in a timely manner. The Company also supports a campaign to encourage personnel to learn by themselves through online channels (e-Learning) in general knowledge to catch up with the situation around, such as Personal Data Protection Laws, Data Analysis skills, as well as Digital Literacy skills consistently all the time.

In 2022, there were expenses related to employee’s research and development in the form of internal training in the amount of 1.4 million baht and in the form of attending training, seminars, field trips, in the amount of 838,215 baht, total cost of personnel development in the amount of 2.2 million baht (Year 2021: 2.4 million baht).

The Company encourages employees to attend trainings and seminars with external agencies regularly as well as provides compensation policy at appropriate rate to motivate and retain employees to work with the Company in long-term. The Company has organized training for employees both On-the-job training and Functional training. In 2022, employees and executives participated in various training courses both in the form of normal training and learning through online channels in the amount of 17,898 hours, including 375 hours of training on the environment and sustainability in the organization, but excluding the number of teaching hours, giving advice via Zoom Meeting system and attending external field trips. However, the Company is accelerating the development of online courses to cover all work functions in order to save costs, reduce travel time and increase the efficiency of unlimited learning access (Lifelong Learning).

The Company has a policy to promote and support career advancement by setting growth path along with the branch expansions in both normal and fast track career to support the expansion of more branches and to catch up with the business growth by using the Rules of Success as the development tool, the expertise appreciation and the value of work experience rather than educational qualifications into an accelerated development model to be ready to work in a position that is appropriate to grow immediately.

Moreover, the Company also places importance on talent employee management (Talent Program) with the developing and retaining process for outstanding talent person, both in the part of supports and operations especially for branch executives in order to replace the vacant position in a timely manner. There are activities to retain and motivate talented personnel to stay and to sustainably grow with the Company's business. There is a succession plan so that the Company can continue its business. The succession plan covers all key positions in the organization by setting transparent and fair criteria and selection process for qualified personnel to be appointed as "Successor", emphasizing the personal development to have leadership and readiness to hold such position. The compensation is determined in both monetary and non-monetary.

The Company has established a performance appraisal policy to be in the same standard and direction by evaluating according to the employee’s performance and using organizational culture (Rules of Success) for behavioral assessment which will be proportionally divided according to job position appropriately. To be in line with rapidly changing situations and to constantly modify, therefore; the performance evaluation has been adjusted to be 4 times a year or every 3 months in order to drive the business actively and promptly.

To be able to compete with external markets and retain high potential employees, the Company has set a policy to manage wages and compensations in line with the labor market, job description and profession. The compensations provide to employees including salaries, overtime pay, language allowance, living allowance, house rent, travel expenses, transportation expenses, provincial work expenses, special grant, social security contribution, provident fund contribution, etc. In 2022, the Company and its subsidiaries paid such remuneration to employees in the total amount of 782 million baht (2021: 492 million baht).

Moreover, the Company has paid other compensations to employees such as sales rewards, commission, incentives and bonuses to incentivize and compensate the continuous commitment to perform duties to the best of their abilities as well as to create the sense of participation in the further management and development of the organization.

The Company has set a policy for salary adjustment and annual bonus which will be considered according to the Company’s operating results of each year. For the employees, the payment will be considered according to the individual performance assessment result. There is a policy to survey and review the compensation structure on a regular basis to ensure that the Company has a fair and appropriate compensation structure and determination for employees.

The Company places importance on creating a good experience for employees, therefore; we modify the on-boarding process, including the mentoring system, to be more efficient in order to impress our new employees from the first day at work. The mentoring system helps employees to learn the nature of the business, understand organizational culture and the work systems faster. We also listen to employees through the 2 Months Feedback activity by allowing employees to express their opinions, feelings, or things that they want us to adjust in order to improve work processes and correct any issues in a timely manner.

In addition, the Company also promotes thorough communication, employee appreciation, employee’s happiness care through the M Connect channel and various activities to appreciate and create employee’s happiness in all aspects as follows;

Employee Appreciation Activities

  • Best performance & Long Service award
  • Best customer service
  • M Shining star
  • Rules of success idol

Employee Happiness Activities

  • Birthday Lucky Draw to redeem free popcorn in birthday month
  • Movie Day
  • 28th anniversary activities to thank all employees
  • Bowling Executive
  • Singing Contest
  • TikTok Dance Contest
  • People Visit & Visit Store
  • New Year Lucky Draw to thank all branch staffs in the new year

Physical Health Activities

  • Major Health Care encourage employees to exercise
  • Exercise promoting by offering 50% discount of We Fitness

Mental Health Activities

  • New Year merit-making activities
  • Merit-making at 9 temples activities
  • Social and Environmental Activities
  • Happy Relax with blind massage
  • Calendar donation for the Foundation for the Blind in Thailand under the Royal Patronage of Her Majesty the Queen
  • Donations to families of child patients of Ronald McDonald House Foundation
  • Separating bottles to produce PPE suits and monk suits
  • Employee uniform made from recycled plastic (Green Cinema)

Financial Activities

  • Financial planning with the Bank of Thailand
  • Year-end tax planning

With the commitment to gain employees happiness and continuously listening to employees to take opinions and feelings of employees in order to analyze and improve activities, welfares, and work methods to be appropriate in accordance with the employee’s needs, therefore; the employee engagement survey resulted in an average score of 85%. Moreover, in 2022, the Company has received awards from external organizations, both from government and private organizations, at the national level and Asian level to guarantee our good care of employees as follows;

  • Outstanding Establishment Award from the Ministry of Labor Received for the 4th consecutive year
  • Sustainability Model Organization in the Thai Capital Market of Disability Support t for Disabled Persons Award 2022 from the Ministry of Labor
  • HR ASIA 2022 Award : The best companies to work for in Asia from BMI Business Intelligence PTE LTD