Work with Us

Employee Relations

Employee relations activities cover all aspects of the employment conditions, which starts from the first day to the last day of work;
such as, signing an employment contract, job allocation, setting up an employee welfare service, work safety,
promotion, annual salary adjustment, work conditions agreement and employee engagement activities.

1. Employee relations activities

Employee relations activities are held by the Human Resources Unit to foster the work-life balance. There are numerous kinds of activities with various objectives. The problem is that some employees might not be eager to join the activities; therefore, the Human Resources Unit always allows employees to engage in the activities planning. By doing this, it helps create activities that not only suit the need of the employees, but also helps engage employees to actively participate in the activities.

As a result, it helps employees develop different skills depending on the objectives of each activity. Moreover, this is a great way to improve employee relations as well as the relations between the employees and the organization, which will finally lead to internal collaboration that can drive the company forward in a meaningful and sustainable way.

2. Communication

Effective communication between the employees and organization is a requisite to ensure understanding among the employees. Therefore, the company has provided a comprehensive range of communication channels to reach and effectively communicate with employees at all levels; namely, Morning Talk, Intranet, announcement board, E-mail and E-Smart ISO.

Career path management

Pacific Pipe Co., Ltd. has launched career planning and guidance, that aims to
appropriately bring out the best in all employees and to enhance employee performance and boost their professional growth properly.

  1. Career advancement
    The company has created a fair and comprehensive career development plan for each employee based on the level of difficulty of their job. PAP also classifies the professional skills of each position into different hierarchical levels and uses them to set up the salary structure.
  2. Job promotion
    After the employees have passed the knowledge, competency and skill assessment, PAP will allow all employees even from the entry level position, to take both a theoretical and practical test in order to be promoted.
  3. Replacement of existing positions
    Some job positions need certain qualifications, knowledge and skills specifically required by the company, thus making it difficult to recruit a suitable new employee from the market. Therefore, the company has developed a replacement plan for the vacant position by replacing the person who resigns with an internal candidate. The internal candidates will enter into the development process to ensure that they will be ready or have enough potential to assume such positions. Having a staffing backup plan ensures the smooth operations and ensures that the company will appoint a replacement in an appropriate way.
  4. Change management strategies
    The company implements strategies of managerial change to improve the employee’s attitude, which in turn leads to behavior that positively affects the work performance. Strategies of managerial change are launched together with talent management strategies, and the target group is the employees with outstanding performance. The target group will enter into the development process and the Human Resource Unit will provide support in terms of the tools and the preparation of the working environment that will trigger employees to change their mindset and work practices. In response to the internal and external changes affecting the organization, the Human Resource Unit also helps develop the work process and enhance employee’s work performance.
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