sd report 2015 english revision
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Table of Content
Message from Chief Executive Officer 1
About Moong Pattana International 2
Moong Pattana’s Direction to Sustainability Development 3
Governance of Sustainability Development 5
Factor to Sustainability Development 6
Dedication for Human Resources Development 7
Support and Creation of Shared Value 12
Creation of Memorable Customer Experience 20
Development of Sustainable Relationship with Alliances 23
Reduction of Environmental Impacts 24
Good Corporate Governance 25
2015 Sustainability Development Results 26
2016 Sustainability Development Plans 27
SUSTAINING DEVELOPMENT REPORT 2015
MOONG PATTANA INTERNATIONAL PUBLIC COMPANY LIMITED Page 1 From 27
Message from Chief Executive Officer Moong Pattana International PCL. (“MPI”) continue striving to integrate sustainability into our day to
day operation processes, aiming of continuity assuring the short and long-term benefits to all of our
stakeholders. We are committed to deliver the high levels of sustainability development, and aim to bring our
expertise creating positive social and economy impact under Creating Share Value (CSV) platform. It’s a
reflection of our strong commitment to improve quality of life and solving social issues of Thai society and
communities.
From over 30 years experiences in baby and mom industry with strong leadership position of Pigeon
product, MPI is today well perceived as “the expert in baby and mom product” among customers and partners
in the industry. The key activities were built around our expertise, providing the education, knowledge and
workshop to prolong the breastfeeding period in order to create the bonding and happy moment cycle. To
encourage and promoting the breastfeeding among moms, we continue providing the consultancy to moms and
the medical personals in hospital including the breastfeeding consultation rooms in both upcountry and Bangkok
hospital.
People development is our priority. We consistently promote our people to unlock personnel’s
potential and continue emphasizing the human resources management i.e, Selection and recruiting,
Compensation and benefits, Career development and Employee relation. We encourage our people to take part
in creating share value with strong social contribution mind set and good corporate governance leading to the
successful implementation of sustainability development.
The business result could not be accomplished without embedding the sustainability as part of business
strategy to create share value and making the social and economy impact. MPI will continue striving to deliver
the commitment of the sustainability development implementation. The strategic framework has been
developed and promoting the inclusion of sustainability activities into our business practices as the
sustainability journey. This will also include the structure and systematic approach to support the initiatives
aligning to the corporate growth and sustainability strategy.
We will encourage our employees for their ongoing commitment towards sustainable development and
giving it forward to communities, society, customers and business partners.
Ms.Suwanna Chokdee-anand Mrs.Sureeporn Anuvatudom
Chief Executive Officer Joint-Chief Executive Officer
SUSTAINING DEVELOPMENT REPORT 2015
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About Moong Pattana International
VISION
"Striving for excellence in products and service with business ethic and integrity of
business operation, fulfilling customer and investor expectations whilst
achieving utmost relationship with business partners."
Found and established as the distributor of Pigeon kitchenware and mothercare & baby accessories, since 1981
Moong Pattana International Public Co. Ltd. has been a distributor of consumer products with constantly-
growing sales :
In year 2015 The Company increased its registered capital to 200 million Baht, and prepare short and long
term plan to increase distribution channel for new business. In addition to develop and increase the capability
to be the secure and sustaining distributor.
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Moong Pattana’s Direction to Sustainable Development
Moong Pattana International Public Co. Ltd. aims to develop sustainability to our business to ensure short and
long-term benefits of its stakeholders, mutual and consistent growth of business partners or alliances with the
Company, and well-being of the community and society.
To enhance business’s growth together with the stakeholders, the Company realizes the importance of
promoting Creation of Shared Value and social responsibilities by its personnel; hence, Sustainability
Development has been embedded as part of daily assignments, business operations, and organizational culture
with clear direction in strategies. The Company has also integrated Sustainability Development as part of the
business strategies of the organization with constant reviews and revisions for improvement. By adhering
Sustainability Development to the organization’s Core Values, the company cares for results, implementations,
care for customers, personnel’s development, creation of innovations, and attaining and retaining of
relationships with business partners by considering impacts from business operations to all stakeholders not
only in terms of economics, community, and society but also environment in accordance to the following
concept of building a sustainable organization:
Decrease environment
impact
Manage operation
by certified standard
Dedication for HRD
Respects to human
right & equity treatment
Manage by corporate
governance
Sustainable profit
Striving to society
& community
development
Support & assist Social and
business sectors
Concentrated in products
safety & responses to
consumer need.
Focus on innovation
& sustaining in products
Emphasized & responsible
on consumer
Creation of memorable
& sustainable relation
with alliances
Core Value
Operation Excellence
Partnership
Employee
Customer Centric
Promote innovation in
decreasing environment impact
of product & packaging through
supply chain by international
standard
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Based on the concept, the Company holds the belief that the Core Values adhered by the staffs, which are
Operation Excellence, Partner, Employee, and Customer Centric, would be the driver to Sustainability
Development for the organization, combined with the consideration to lower environmental impacts and
interests of stakeholders and community / society of the Company.
Human resources development are regarded as the key factor to Sustainability Development. Personnel are
valuable resources who propel economy, community, and environmental-impacts reduction. Believing in
human resources’ potential, the Company aims to develop leaders and quality employees at all levels; thus,
such developments are initiated at all levels from skills enhancement to leadership evolvement for long term.
Furthermore, the Company supports and connects with its business partners to form long-term and sustainable
relationships with its alliances and all stakeholders to include promoting customers experience on products /
services or sharing of memorable moments with the Company through various activities, such as, Pigeon Little
Moment Club and Meet the Expert, etc., in order to ensure customer satisfaction. Moreover, the Company
always keeps stakeholders’ interest on top of mind and carries the intention to operate business in which its
products distributed lead to positive environmental impacts.
Accordingly, the strategy for Sustainability Development advances the Company’s capability to provide
beneficial products to community. Thus, never-ending and consistent enhancement of operations promotes and
propels the concept of responsibilities and Creation of Shared Value within the community, leading to
Sustainability Development, which is one component of operations, or the organization’s culture, along with
creating values to economy, community, and environment including shareholders, employees, customers,
partners, and alliances of the Company and community / society to ensure short and long-term benefits of all
parties.
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Governance of Sustainability Development Sustainability Development is one of the strategies of the Company which has attained full support from the
Company’s Board of Directors, Chief Executive Officer, and executives of all divisions. Hence, the Company
emphasizes and has integrated Sustainability Development as part of the operations of all divisions and has
appointed a Sub-Committee consisted of executives and employees from each of the divisions to altogether
create shared value to the organization and community. The duties of the Sub-Committee are :
• Establishing the direction and approach of Creation of Shared Value (CSV) in the society, which is the
operations replacing the previously-active Corporate Social Responsibility (CSR)
• Executing the communication to all employees, business partners, and related parties to ensure
awareness, understanding, and realization of CSV
• Budgeting, monitoring, and evaluating progress and results, including the report of CSV by different
divisions, and reviewing plans and budget to ensure consistent effectiveness
• Operating in accordance to approved plans and budget, which may include appointing personnel,
divisions or establishing assignments to external experts
• Promoting constant exchange of knowledge, success, and experience in CSV among internal and
external divisions
• Meeting the Creating Shared Value Sub-Committee and consistent reporting CSV operations to the
Chief Executive Officer
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Factor to Sustainability Development
CREATING SHARED VALUE
FOR SUSTAINABLE GROWTH
SUSTAINING DEVELOPMENT REPORT 2015
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Dedication for Human Resources Development
The Company believes that Human Resources are the mechanism which moves the organization forward in
strategic development and drives the Company’s business operations to success. Thus, personnel are fairly and
equally treated in terms of career opportunities, remunerations, trainings, safe workplace environment, and
values as quality personnel. Not only the Company trusts that personnel are its most valuable resource, but are
they also valuable to their family and community.
Based on this concept, the Company’s priority has always been development of human resources, both as people
and professionals, and has established guidelines for the development with focus to promote knowledge,
competency, and business knowledge and understanding in order to strive for their Operation Excellence,
proactively enhance their potential for business expansion, and build personal pride as part of the organization
set within the Core Values of the Company, including to influence their social responsibilities through their
engagement in the community and society as quality personnel of the organization with value for the society.
During 2011 – 2014, the Company’s business has consistently grown and required highly-competent teams;
hence, the Company has restructured and supported its personnel to realize their career advancement by
promoting many to management, hiring new employees, and developing personnel’s potential simultaneously,
especially in the area of business knowledge and understanding, to include consistent monitoring of each of the
operations to ensure the right personnel management for the right circumstances of the Company. Such
personnel management is consisted of five (5) areas:
1. Recruitments
Appropriate tools as the following are leveraged in order to recruit capable and quality personnel to join the
organization:
� Competency & Experience-Based Interview to select the right personnel for the right needs of the
business
� Dominant, Influential, Steady, and Conscientious Assessment (DISC) to ensure that the personnel’s
attitude matches the job and culture of the organization
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In accordance to Good Corporate Principles and Business Code of Conduct of the Company, the policy has
been clearly established in writing, incorporated just and transparent recruitment and hiring processes. The
Company’s recruitment proceeds in form of group interviews to evaluate suitability in knowledge, competency,
skills, and work experience appropriate for the positions without discriminating genders, nationalities, and
religions, and remunerations are competitively comparable to those of the similar business sector.
In 2015 the Company’s total employees were 138, of which 45 were new hires.
2. Remunerations and Beneficial Rights
The Company has established remunerations based on positions, responsibilities, and competency of employees
and provides rights and benefits to its employees based on their necessities and needs. Market comparable
analysis of remunerations and benefits of businesses in the same sector has been constantly completed to ensure
proper remunerations, rights, and benefits for the employees.
The Company considers remunerations raise based on the organization’s achievement and the average wage of
the industry with similar type of business and justly integrates the raise as part of annual performance
evaluation, in which direct reports review performance of their staffs against the target, as well as behavior,
dedication, and conduct, and communicate the results and remunerations clearly in writing.
� Executive 6
� Management/
Supervisor
� Staff 72
60
ถกถจ 66 72 ถกถจ 23 22
Total Employee 138 Classified by employee level
New Employee 45
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Furthermore, the Company promotes forming of employees’ group to monitor hiring conditions, rights, and
benefits for employees to ensure that the Company appropriately meets employee satisfaction and needs. For
instance, a Welfare Committee, who oversees, follows-up, and provides recommendations in terms of welfare
management of the Company to enable effective operations aligned with the needs of employees, is presently
consisted of seven (7) elected employees whose terms do not exceed two (2) years. Ninety (90) percent of
employees exercised their right to elect the Welfare Committee.
The Company focuses on supporting its employees’ well-being. In addition to the annual checkup, company
also providing of Influenza vaccine to the employees.
3. Development of Potential for Career Advancement
The Company has consistently held human resources development as it priority, especially the enhancement of
capability limit and potential of its employees in Core Competency, Management Principles, and Functional
Competency, leading to their opportunities for career advancement during the Company’s experience of
consistent business growth.
In 2015, Moong Pattana emphasized on improving knowledge and competent based on the organization’s set
standards concurrently with revising Individual Developmental Plan to ensure business-circumstances
suitability and promoting growth of the employees’ Career Path of related fields to their capability by providing
just, transparent, and clear promotions, in which Senior Management and relevant direct reports altogether
evaluated, selected, and provided reasons behind their considerations.
Moreover, company also arrange the In-house Training to develop employee who work in Demand & Supply
Planning Group, which is important for the business in FMCG and developed knowledge about the analysis of
the efficiency of sales activity for sales man and other concern employee to enhance their working capability.
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For Senior Management, the Company realizes the imperative of developing employees to succeed key
positions with the organization in the future, and the evaluation of retiring employees within the next five (5)
years found Senior Executives at 66 percent. Therefore, the Company has developed Succession Plan for Senior
Vice President position and above. The plan comprises of development in various critical areas such as
leadership, vision, and management conduct in accordance to the Code of Conduct to build the confidence of
gaining future fully-competent and knowledgeable Senior Executives in both operations and management.
As for Division Managers and mid-level and entry-level managers, the propelling force of the Company, Job
Rotation has been promoted for diverse learning opportunities along with skills enhancement in management
and coaching and comprehension in Business Model, all of which are regarded as preparations for future steps
to join Senior Management. Job Rotation has been implemented in various divisions such as Sales, Finance,
and Accounting, etc.
For operations staffs, the majority of the Company’s workforce, the Company also focuses on promoting their
intellectual curiosity, both in their field of responsibilities and fundamental knowledge about distributions
business, including their consciousness to public interests and the value of sustainable success in the long term.
The Company’s policy promoted and embedded the mindset of lowering cost as part of the Cost Saving
Initiative (CSI), which influenced all employees to cut cost by eliminating waste and to be engaged in preserving
resources to ensure the highest effectiveness of the Company.
Additionally, the Company’s personnel had also undergone the development of potential, knowledge, and
capability through various approaches; such as, expert sharing, executive coaching, knowledge sharing, on-the-
job training, and sites visit, etc. Each level of employees had completed the following hours of training:
SUSTAINING DEVELOPMENT REPORT 2015
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4. Employee Relations
Diversity and team work among personnel are imperative; thus, the Core Values and organizational culture
have been promoted to influence employees on mutual respect of their differences which, as the result, leads to
their cohesiveness. Such bond is also believed to be the critical factor of employees’ workplace happiness,
driving their ability to handle their assignments as consistently trained and developed, leading to efficient results
and the success of organizational operations.
The following activities were held in 2014 to promote employee relations:
• New-Year Food Offerings held to celebrate New Year in which
executives and employees altogether offered foods to monks. The
activity also allowed the Chief Executive Officer to meet
employees at all levels and provided blessing, data, information,
and movement both internal and external to the organization.
• New-Year Party held for employees to relax, enjoy the moment,
and reminisce the past year successes together.
• Water-Sprinkling held on Song Kran (Thailand’s New year), in
which employees sprinkled water onto a Buddha image and
over hands of revered elders to receive wishes for blessing as part of Thai culture.
Furthermore, in this year company give
the opportunity to all employee to vote
for changing their bank account to new
bank. This is present that company
focus on employee opinions before
decision to implement any policy which is concern with employee, who are considered as important
stakeholder of company.
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5. Internal Communication
The Company realizes the importance of communicating with its employees the information and movement of
the organization in terms of business, operations, Creation of Shared Value (CSV) and various internal activities
through different communicating channels to ensure adequate coverage of updates for the employees; for
instance, employees’ meeting, electronic newsletters, publication boards, posters, morning screens. This is
include the Initiative of "Stay Connected" campaign by allowing employees to bring smart phones to register
and install a system to be able to communicate with the company e-mail system apart from sending text
messages via SMS or S line. or SMS or LINE messages through mobile phones, etc. which can be done earlier.
In order to ensure that employees receive ongoing news of adequate and thorough.
Support and Creation of Shared Value The Company has developed awareness of Creation of Shared Value and social responsibilities to employees
started since their orientation, which would cover the Vision and Sustainability Development of the
organization. Afterward, the employees would continuously engage in several socially responsible activities
and multiple programs that contribute to the community. The Board of Directors has appointed a
Sub-Committee to implement the policy and direction and throughout the year hold activities which created
shared value to the community
Donation and Support as a Provider
Company and employees had always donated and / or provided
support through charities directly to the receiving parties. One of the
most important event in this year is the donation to the "Emergency
Home, Association for the Promotion of the Status of Women", under
the royal patronage of HRH PrincessSoamsawali. This is a home for
women and children who have victim from such as not ready pregnant,
HIV, abandonment, physical or mental abuse, and so on. M
Although the Company is the distributor of mother care and baby accessories, the Company has continued to
support breastfeeding and breast-milk promoted programs, through many marketing activities by selecting
Khun Ple Jariyavadee Spencer was chosen as the model mom of inspiration in order to pass on encouragement
to mothers and to support the breast feeding campaign through Pigeon Support Breastfeeding program.
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A picture from the “Pigeon Support Breastfeeding” communication campaign with an inspirational
mother named Ple Jariyavadee Spencer.
The company hold activities that promote breastfeeding by having marketing activities in hospitals. Activities
include the support of building breastfeeding rooms in different hospitals, giving information to pregnant
mothers and special activities for members of the Pigeon Little Moments Club which now has 47,000 members
in the group. The Pigeon Little Moment Club gives opportunities to receive counsel on raising children and
personal care from expert doctors. Members can join activities arranged by the club throughout the year.
Provide support to build breastfeeding rooms in more than 25 hospitals nationwide
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Seminar Activity “Being a Mother professional of pumping” by cooperation between
Pigeon and expert doctor at Khon Khaen Hospital
Besides of this, Pigeon has providing a special communication channel for consumer to approach us via
www.pigeonlittlemomentsclub.com and www.facebookcom/PigeonLittleMomentsClub where our employees
also altogether worked with experts to advise and answer any questions about the products or breastfeeding
approaches through Live Chat on the website for prompt, professional response to consumer needs.
Communication with customers through various medias was critical. The Company ensured accurate and non-
conduct controversial messages to customers and, in return, received their recommendations; such as customer
surveys, analysis of customers’ compliments, complaints, and requests through Call Center and multiple social
medias, and marketing survey, etc. The Company kept customers’ information confidential and do not
wrongfully them for self or others’ benefits.
Skills Development through Foundation of Education
With Human Resources Development as one of the priorities, in addition to personnel development, the
Company also provides support starting from foundation of education, opportunity to enhance skills for career
and life benefits, and development of leadership for the future. The Executives believe that the Company, as
the citizen of the organization, is responsible to provide opportunity for education and development for
personnel of the Company, business alliances, and the community by developing quality and ethical leaders for
the organization and community who will eventually lead to the nation’s strength.
The company began building foundation for Human Resources Development by supporting both schools and
school-programs development with institutions of education in order to provide students stable bases and career
opportunities. The Company had signed the Memorandum of Understanding (MOU) with multiple institutions
SUSTAINING DEVELOPMENT REPORT 2015
MOONG PATTANA INTERNATIONAL PUBLIC COMPANY LIMITED Page 15 From 27
of education such as Dhonburi Rajabhat University, Southeast Bangkok College and several Institutions of
Vocational Education, etc., striving to develop training programs and performance evaluations, in which the
students gained practical training and experience for real-life uses as well as the best possible work processes
and the chance to become full-time employees at the Company. Established in 2012, 40 students have joined
the program, and the Company will continue to support the program by signing MOU with incremental
institutions of education in the future.
The Company was pleased to support the community and believed that being a company with good corporate
governance and care for community would help develop sustainability to all stakeholders and the nation’s
communities.
Operations in Occupational Health and Safety and Operational Safety and Security
Quality in occupational health and safety and operational safety is imperative, and the Company intends for all
employees to remain healthy and safe in operations and to be environmental friendly and responsible for nearby
communities as part of the Company’s mission. The focus has been systematically developed and described in
the Code of Conduct, Occupational Health and Safety, as the following :
1. The Company supports employees to work safely, and work safety is the highest priority of all employees.
2. The Company holds all employees as valuable resources; hence, safety, occupational health and safety,
and workplace safety are the Company’s key policies.
3. The Company supports the development and improvement of workplace environment and safe operations
to ensure workplace safety by providing sufficient tools, equipment, and safety of operational conditions,
influencing employees to realize potential dangers in workplace, suggesting preventions.
“I have worked with Moong Pattana since 2014, starting as an
apprentice in the Cooperative Education Program and got the
opportunity to work as permanent employee, in the position of
Accountant – AR. I was delighted and proud to join with Moong
Pattana. I would like to thanks the companies for giving me a chance
to work here".
From the apprentice to permanent
employee
Ms.Chayanit Wongthatip
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MOONG PATTANA INTERNATIONAL PUBLIC COMPANY LIMITED Page 16 From 27
4. The Company would always maintain and continuously raise level of workplace environment, work areas,
and cleanliness for safety and health and safety which relates to overall work quality and good health of
employees.
5. The Company supports and promotes safety activities which propel self-consciousness of employees such
as training, influencing publications, and safety competitions, etc.
6. Employees must strictly comply with requirements in safety, occupational health and safety, and
workplace environment; violations or ignorance may lead to disciplinary actions in accordance to the
Company’s rules.
7. All employees must strictly perform 5S (Sort, Set, Shine, Standardize, Sustain) in workplace to prevent
incidents and work-related sickness.
8. The Company consistently supports the Completely Check Completely Find Out Program to achieve the
goal of reducing internal incidents and those external within responsibilities scope of the assignment to
zero (0).
9. The Company periodically reviews and evaluates safety operations for consistent improvement planning.
10. The Company has established the policy in which all with authority must lead by example and are
responsible in terms of safety, occupational health and safety, and workplace environment of all their team
members to be in compliance to the Company’s established rules.
11. The Company has established the policy in which all employees are responsible for operational safety for
oneself and co-workers by complying with the Company’s rules of safety, occupational health and safety,
and workplace environment.
12. All employees play a role in incidents prevention and environment preservation; the Company welcomes
recommendations from employees and would consider and appropriately improve to ensure the highest
safety possible to employees.
Occupational Health and Safety
Management of occupational health and safety and safety and security of the Company includes strictly
complying with relevant rules and requirements, providing safe workplace environment, and promoting well
being, in which the Company encourages all employees to consistently engage in developing quality
occupational health and safety and safety and security and ensures their awareness of own safety and nearby
communities by having the following operating policies:
1. Monitoring progress and strictly complying with regulations on safety, occupational health and safety,
and environment by adhering to the above statement.
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2. Developing and improving management system on safety, occupational health and safety, and
environment to meet international standards.
3. Managing and implementing safety, occupational health and safety, and healthy environment in
workplace for zero work-related incident, injury, and sickness and influencing the mindset, knowledge,
and comprehension in safety, occupational health and safety, and environment to all employees and
contractors.
4. Consistently developing and improving operations in safety, occupational health and safety, and
environment by establishing clear targets and evaluating systematically.
Operational Safety
In order to ensure safety, occupational health and safety, and environment on operations move into the same
direction, the Company has established “Safety, Occupational Health and Safety, and Workplace Environment”
Policy” for compliances from executives and employees. The Company has appointed a Safety, Occupational
Health and Safety, and Workplace Environment Committee consisted of executive-level members to establish
approaches and plans, to evaluate the operations, and to develop and consistently improve the operations on
safety, occupational health and safety, and workplace environment to ensure coverage of operations at all levels.
Operating Results
Occupational Health and Safety
In 2015, the Company and Sikarin Hospital held an annual checkup programs
for employees, in which each program was appropriately based on employees’
age, to prevent serious sickness; for example, checkup for Cervical Cancer and
Benign prostatic hyperplasia for female and male employees with 35 years of
age or older, etc., to provide supplemental checkup programs with discounts
and related information and activities, such as publicizing news and
knowledge to employees, by focusing on information on seasonal-sicknesses
prevention and office-related sickness; for instance, sickness from using office equipments, diabetes, and
hypertension, etc.
Meanwhile, the Company worked with Department of Labor on hosting White Project by
campaigning to promote non-drugs workplace, holding drugs testing, especially for frontline
employees, and publicizing and communicating to employees negative consequences from using
drugs. The company also gets the certified form Department of Labor in “The Standard on
Prevention and Solution to Drug Problems in an Establishment”
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Operational Safety
The company has consistently implemented preventions for safety, occupational health and safety, and
workplace environment, in which the Safety, Occupational Health and Safety, and Workplace Environment
Committee would follow-up on implementing progress by holding progress-report meeting monthly to provide
safety and prevent risks of potential injuries and incidents for employees and operations-related personnel,
always enhancing employees’ skills, knowledge, and competency on the uses of safety and incidents-preventing
equipments, and holding annual emergency drills in compliance to rules and regulations and local necessities,
such as:
� Fire and evacuation drill – once per year
� Basic fire-extinguishing training
� Safe-driving training
� Evaluation of at-risk spots in workplace
Year 2015, the company had provided our employee who works in the position of Driver at total 11 persons to
join the project of safety driving under campaign “HINO SMART DRIVER” which take 3 days 2 nights.
Number of Accident
� Accident without Absence 0
� Accident with Absence 1
� Deadly Accident 0
� Total 1
Updated as of December 31st , 2015
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Respect to Human Rights
The Company was aware of the value of human resources and intended for employees to take pride in
organization through creation of engaging work environment and equal career opportunities. Employees would
gain tremendous and consistent developmental support in order to achieve valuable and outstanding business.
Such principle has been clearly established in the Business Conduct, specifically employee treatment, which
details: treating each of employees with respect in his/her honor, pride, and human rights; that all employees
would not commit any violating or threatening acts, whether verbal or in-action, to others on basis of
nationalities, genders, religions, ages, and physical and mental disabilities; making priority of equitable and fair
treatment to all employees of every level. Especially in terms of remunerations and promotions, the Company
would disregard genders and compare the following with the labor market: qualifications, experience,
educations, knowledge, competency, and skills. Human Resources is responsible for communicating to
employees their compliance duties to Code of Conduct and providing Code of Conduct (Employee Version)
book to all new employees as well as disclosing on the Company’s website.
Moreover, the Company has established guidelines for recruiting employees and business partners in strict
compliance to Labour Law including child hiring or work forcing; the Company also ensured operations
appropriately oriented to safety and security and health safety. In 2015, there was neither a report nor a
complaint in regard to violation of human rights.
Business Conduct, Employee Treatment, is entailed:
1. Providing remunerations just and appropriate to knowledge, competency, responsibility, and
performance
2. Maintaining workplace environment that is safe for life and asset of employees
3. Appointing and transferring, to include rewarding and disciplining employees, must be proceeded with
fairness and on basis of knowledge, competency, and suitability of employees
4. Realizing importance of developing knowledge, competency, and skills of employees by providing
consistent and equal opportunity suitable to positions and levels
5. Strictly complying with employees-related laws and regulations
6. Equitably listening and taking opinions and recommendations on basis of employees’ professional
knowledge from employees at all levels, including work-related complaints which would receive serious
considerations and actions to ensure highest benefits to all parties and cohesive working relationship
7. Maintaining and promoting teamwork and sharing mindset among teammates, supporting, and
supportively coordinating with assignments and the Company
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8. Respecting of rights of employees within the same organization, not harmfully criticizing, and not taking
credits of others’ work
Political Engagement with Responsibilities
Responsibly engaging in politics, the Business Conduct, specifically political rights, includes encouraging
employees to use their personal right as a citizen rightfully to the constitution and laws. Employees are also
prohibited from using assets or resources of the Company, whether directly or indirectly, for benefits of any
political parties or groups.
Communicating and Providing Information
The Company focuses reporting data and information of the organization to all stakeholders, to include opening
to recommendations and suggestions from various groups for improvement of operations. In addition to internal
communication with employees, direct communications with shareholders, analysts, and investors through
websites, printed media, and various activities, the Company also focuses on communicating with consumers
to ensure understanding and seeking feedback for improving response to the needs of customers and consumers
in quality and satisfaction.
Creation of Memorable Customer Experience
The Company believes that memorable customer experience on products and services of the Company is the
critical foundation for the Company to sustainably develop and grow with modern and highly-efficient
technology. The Company validates every step of products quality to ensure that products are in high quality
and safe by validating productions, logistics, inventories, sales, and delivery to customers. The Company also
strictly selects business partners and consistently reviews for quality by ensuring high standard of processes
and equipment as well as accurate controls and validating systems along with increasing employees’ knowledge
in order for customers to receive the highest benefits.
In 2015, the Company focuses on Excellence Operations as one of the DNA of the Company by understanding
and educating partner which is shop and consumer as follow:
The Company is determined to improve and delivery quality, high standard products and services that match
customers’ needs; hence, the Company enhances its employees’ potential, especially salespeople who possess
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professional expertise and experience in their field, to ensure their readiness in skills, competency, and
determination to delivery excellent services to customers. The Company also consistently validates their
products knowledge and sales-relevant skills both in theory and actual operations every quarter.
Trade Partnership Program drive by the cooperation among Sales, Marketing, and Customer Relation team to
support business partner by providing knowledge and suggestions on managing modern shops such as shelving
products adhering to planogram, Bringing innovative new products according to the need of consumers to
partners shop, and also bringing innovation of new sales promotion model to return benefit to stores and
consumer, Introducing in-dept product knowledge to partner shop altogether with the implementation of the
campaign on sales volume measurement from partner shop to consumer. This is a result for partner shop who
participated the program could increase sales volume and create the sustaining relationship with company.
The Company is obligated to deliver the best possible products and services to customers with socially-
conscious responsibility in quality, safety, and communication from organization to citizens.
The Company has been focusing on the development and distribution of various quality and affordable products
in order to meet differentiated needs and lifestyles of the target groups.
The Company would set a policy of marketing target to include clear marketing plan which complies with the
overall strategy of the organization. Marketing implementation is consisted of market researching, advertising,
sales promoting, and customer relationship managing, etc., along with pricing that must comply with the policy
and annual marketing plan.
In the previous year, regarding implementation of marketing and distributing, the Company hosted several
activities to communicate with target customer of each product line; for instance, “Thailand Breast Feeding
Day by Pigeon” which is an important step for Pigeon to serve the community through campaigning,
encouraging and supporting breastfeeding by gathering of breastfeeding mother throughout the country to show
their power and make statistics in regards to breastfeeding at the same time. There were 410 breastfeeding
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mothers who participated in the activity. This awesome number was also recorded in Thailand’s Book of
Records.
“Thailand Breast Feeding Day by Pigeon” event at Chalerm Prabaramee Building Soi Soonvijai
Giving information to new pregnant mothers to support and promote breastfeeding by cooperate with expert
doctor to arrange the seminar to develop the understanding and techniques about breastfeeding. This event
arrange in the hospital in Bangkok and other province.
Or the communication under brand V-care by Khun Nicha- Ms. Nutthanicha Dungwattanawanich, a star and
Brand Ambassador of V-care within the new campaign called “V-care… the Origin of Beautiful Skin”. The
Company organized makeup workshop to giving the right knowledge and technic in makeup for healthy skin
by the expert and well known face skincare.
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Development of Sustainable Relationship with Alliances
While the Company’s business was growing, the Company consistently enhanced and expanded its network of
strategic partners, producers, service providers, private / governmental offices, and the community, etc. Thus,
it was imperative that the Company retained these relationships by considering long-term and sustainable
benefits of all parties.
Joining forces with the alliances have been proven a great success; such as, producers who, together, developed
new products for consumers, contractors who specialized in operations, and advising companies, etc. Therefore,
alliances selection became a critical factor to Sustainability Development as the Company comprehended the
essential of having alliances of reputation, Business Conduct, professionalism, and consideration of employees’
well-being. Operations management of the alliances also aligned and was certified to the same standard as the
Company. Conclusively, the Company focused on developing and growing with its alliances by learning about
advantages and drawbacks of each other to create even better results going forward into the future.
In M 015, the company has arranged the supplier meeting for the
first time, in June M M , 2015. There are N O main supplier, 3N
participants joined this meeting. The company has made com-
munication about a change of important working process, the
raise standard of product quality inspection, and the request for
the cooperation to enhance the ability of the supplier to work for
the product quality improvement for customer and consumer
satisfaction. In this meeting the company also clearify the
understanding of the supplier code of conducts.
Furthermore, in this year company alliances are continue to
expand its business growth by expand the investment, get many
rewards and certified standard for example ; Yoshino
Moongpattana (Thailand) Company Limited or YMP invested in
new machines that were imported from Japan at an approximate
value of 144 million Yen to support the customer’s demand on production, Pigeon Industries (Thailand)
Company Limited or PIT was awarded as the best manufacturer in the country for 14 consecutive years by the
Labor Ministry. In 2015, PIT received the AEO certificate (Authorized Export Operator) which was certified
by the Department of Customs as a valid exporter with credibility with systems that maintain safety until the
consumer receives their goods, and Thai Pigeon Company Limited or TP has received the certifications of ISO
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50001 Energy Management System in 2015 additional from others certified standard which obtained previously
such as the certified by the Thai Industrial Standard Institute, and the Japan Industrial Standard (JIS)
Reduction of Environmental Impacts
Although the Company operates business as distributor of consumer
products, with its dedication to develop and present products that are
great and environmental friendly, over the past year the Company and
its alliances had held multiple environmental programs:
• Carton Rotation Program with the objective of reducing heat and
trash from papers usage. Presently, the Company has
implemented the program with business partners by reusing
cartons for nipples and baby bottles products.
• Cost Saving Initiative with the objective for employees to seek
and search cost reduction approaches, especially by realizing
negative impacts from operational processes. In 2015, the Company achieved cost reduction in several
areas: assembly, logistics, power usage, and documents usage, etc. Great amount of unnecessary cost had
been reduced; such success occurred as the result of the partnership among employees and between
employees and business partners.
Furthermore, the Company and its business partners consistently seek approaches to reduce environmental
impacts; for example, logistics management based on routes and delivery to distribution centers instead of
branches throughout the country, etc. The Company also established Business Conduct with partners to describe
its expectations for partners in regard to honest business operations and implementation principles on labor,
health and safety of employees, and environment; the company has supported, promoted, and encouraged
partners to ethically operate business as well as followed-up and evaluated the implementation of Supplier
Conduct by partners to ensure the objectives were being achieved.
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Good Corporate Governance
The Board of Directors and the Executives of Moong Pattana International Public Co. Ltd. realizes the essence
of good corporate governance which is a critical factor influencing the company to sustainably achieve its
business target in the long-term.
Therefore, the Board approved the Company’s Good Corporate Governance and has communicated to
employees at all levels as the principles for business operations. Annually, the Board reviews and makes
necessary revisions to ensure suitability of the Good Corporate Governance to potential changes driven by
business operations, marketing environment, environment, and domestically and internally-related laws.
The Company also discloses the Corporate Governance and Code of Conduct on the Company’s website to
ensure understanding and as the operating standards and principles of employees at all levels and information
for shareholders, stakeholders, investors, and other interested parties. Moreover, in order to establish and
disclose supporting guidelines to influence compliance with Code of Conduct, the Company would review and
communicate the guidelines and Principles of Good Corporate Governance and Code of Conduct to employees
and mandate signing of acknowledgement. New hires would complete the signing of their acknowledgement
of the principles during the orientation prior to start working. Last, the Company would follow-up on
compliances with the mentioned Conducts through internal audits processes.
In 2015, the Company complied with the Good Corporate Governance Principles as classified into five (5)
major categories: Rights of Shareholders, Equitable Treatment of Shareholders, Role of Stakeholders,
Disclosure and Transparency, and Responsibilities of the Board. Details of activities related to Good Corporate
Governance of the Company are disclosed in the 2015 Annual Report, Corporate Governance section.
Anti-Corruption Policy
In addition to operating the business to ensure excellent operating results, quality products and services at
international standard, society-conscious awareness to drive growth and Sustainability Development, and
keeping up with changes in economics and society, the Board of Directors also adhered to and realized the
essence of transparency of the organization and had established Anti-Corruption Policy in order to allow
directors, executives, and all employees to take part, as citizens, in serving the community and the country. The
Company had already announced the policy and the intention to join Collective Action Coalition of Thailand’s
private sector and to work with the Private Sector Collective Action Council (CAC) against corruption, with
the next step of attaining an official agreement.
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Results of 2015 Sustainability Development
Financial Operating Results
2015 2014 2013
Financial Statement (Million Baht) Total revenues 682.38 714.10 732.77
Gross profit 353.50 352.50 309.04
Profit before interest, corporate income tax,
and depreciation 89.30 74.61 75.35
Net profit 74.74 57.74 59.05
Remunerations for employees: salaries, wages, 131.82 139.19 107.22
expenses of development, and other benefits
Dividends 36.00 24.00 24.00
Financial cost 2.54 2.32 1.59
Corporate income tax 0.25 0.97 3.70
Profitability Ratio
Return on assets (ROA) 10.07 8.47 8.15
Return on equity (ROE) 14.73 12.95 14.33
Per Value (1 Baht)
Earnings per share 0.56 0.48 0.49
In 2015, the Company has displayed excellent operating results especially Company’s higher net profit in
comparison to prior year from Baht 57.74 million to Baht 74.74 million or increased earnings per share from
Baht 0.48 per share to Baht 0.56 per share in 2014 and 2015 respectively. However, the Company has continued
to consistency focus on employees’ development for sustainable growth as presented on expenses related to
employees’ benefits to including other expenses and holding of training courses to constantly enhance
employees’ potential performance in the organization.
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2016 Sustainability Development Plans
In 2016, the Company continues to implement more of Sustainability Development by focusing on the
cooperation between the personnel within the organization and the stakeholders in order to create shared value
and responsibilities to the society; the Company’s Sustainability Development Plans are as the following:
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