Strengthening People Capabilities, Developing Future Leaders, and Building a Learning Organization

Central Retail is committed to developing employee capabilities while fostering a positive quality of life and employee experience at work, guided by principles of good governance, equality, and equal opportunities for continuous learning and growth

These efforts aim to prepare employees for evolving business and technological changes while cultivating an open culture that encourages employees to “Dare to Think, Dare to Act, and Dare to Change.” The Company encourages employees to embrace new ideas and skills to enhance their capabilities and collectively drive the organization toward sustainable growth.

Central Retail’s human capital management encompasses attracting and developing new-generation talent, talent management, leadership development, learning and development, as well as promoting employee health, engagement, and participation.

1. Management Development Program

Central Retail prioritizes continuous development of Top Talent through a 2025 Management Development Program integrating AI literacy, business acumen, and innovation. More than 30 participants applied AI tools through hands-on workshops, business case challenges, mentoring, and executive knowledge sharing, generating AI use cases now being scaled across business units. In addition, 100% of Top Talent complete an Individual Career Development Plan, using AI-enabled assessments to create personalized and sustainable career pathways.

In 2024, Central Retail launched the Management Development Program 1 (MDP1) and Management Development Program 2 (MDP2), programs designed to strengthen leadership skills and business experience across both emerging and senior management levels. These programs blended various learning approaches, including workshops, online learning, group coaching, and performance assessments. A total of 46 participants from the Central Group (CRC, CPN, and CHR) were able to develop eight business case projects focused on data-driven management, innovation, and translating strategy into actionable results aligned with organizational goals.

With fast-moving technologies and shifting consumer behaviors, it’s important for senior leaders to be ready for anything. To further prepare our senior leaders, the Executive Leadership Program for Transformation focuses on developing strategic innovation thinking and future-readiness. The program emphasizes building the organization’s innovation capabilities through participatory workshops and expert-led discussions on key topics such as Innovation Maturity, Strategic Foresight, and the integration of AI with human capabilities. The goal is to enhance leadership potential while creating opportunities for growth, improving operational efficiency, and generating new value for the organization in the future landscape.

2. Central Retail Management Associate Program

3. Leadership Development Skills for Future Leaders

Central Retail considers that its current leaders must be able to drive oneself, other employees and the Company toward successfully tackling complex challenges of the work environment and future retailing business landscape. They must display personal leadership skills through confidence and innovative thinking that can be applied strategically to the organization and to solving the fast-evolving challenges of the future. Beyond that, they must also inspire and cultivate such qualities among other employees through effective cross-function collaboration, team management and engagement. Therefore, it is critical that Central Retail provides comprehensive leadership development programs to ensure that these leadership skills and abilities are also embodied by its new generation leaders.

Central Retail believes it is vital to prepare the new generation leaders to step up to the challenges. The STEP UP program was designed to foster a growth mindset, self-development, and ownership of one’s career journey. The program is structured around three key pillars: Lead Self, Lead Others, and Lead Business. These pillars are there to help participants develop personal skills, collaborate effectively with others, and manage projects efficiently. In 2024, 50 participants took part in the program and developed 8 real-world business case studies to practice agile leadership and project management in complex scenarios.

Building on the foundation of leadership development, the ‘Leading Innovation Program’ was created to empower new generation leaders to become confident and creative change-makers in driving the organization toward the future. The program emphasizes the development of an innovative mindset and the application of design thinking through hands-on learning experiences. A key highlight of the program is the ‘New World Design Thinking’ initiative, where over 40 participants in 2024 proposed new business ideas that addressed the evolving demands of today’s dynamic work environment.

Modern leadership roles not only require innovation, but also require a strong understanding of strategic business management. The Central Group Business Acumen (CGBA) program focuses on enhancing business acumen in the retail industry, particularly for leadership and management roles. The program encourages cross-functional collaboration, fosters a culture of continuous learning and ownership, and engages participants in developing practical business case studies. In 2024, 25 participants completed the program and developed four strategic case studies, showcasing their ability to apply strategic thinking and work effectively across functions to tackle complex challenges in the retail business landscape.

4. E-Learning System – The Foundation of a Lifelong Learning Culture

Central Retail provides an E-Learning platform that enables employees to access knowledge anytime and anywhere while continuously developing their skills. The platform offers a diverse range of up-to-date courses, along with structured Learning Journeys to support systematic and progressive capability development. More than 40,000 employees participated in over 200 courses, helping foster a strong culture of lifelong learning across the organization.

5. Corporate Trainers – The Core of Organizational Learning

Central Retail fosters a digital-oriented learning culture through its Corporate Trainers, who deliver practical learning focused on real-world business applications. In the past year, 1,080 training courses were delivered, reaching 98% of employees across the organization, with a total of 1.29 million learning hours. The programs achieved an average 90% satisfaction rate and generated cost savings of THB 20.7 million, contributing to employee capability development and strengthening the organization’s long-term competitiveness.

6. Live Talk Events – Connecting Knowledge to Practice

Beyond skill development through classroom-based training and online learning platforms, the Company recognizes that meaningful learning also comes from real-world experiences and the exchange of perspectives with experts. Therefore, Central Retail initiated a series of Live Talk Events throughout 2025 to provide employees with opportunities for learning beyond the classroom. These events serve as an important platform for inspiring employees and broadening their perspectives across various dimensions through two key sessions:

HR Trends & Talk: Industry 5.0 and the New Dimensions of HR
Retail Trends & Talk: Transforming Retail Business through Ecosystems and AI

Both events not only provided employees with valuable insights from executives and subject matter experts but also created an important forum for cross-functional exchange of ideas and best practices. This collaborative environment supports ongoing innovation and stronger organizational alignment. The overall Net Promoter Score (NPS) for interest and recommendation across both events averaged 84%, reflecting strong employee engagement and positive feedback.

7. Building a First Responder Network for Crisis Management

Since 2024, the Company has implemented the “First Responder: Train the Trainer” program to strengthen rapid and safe emergency response across business units. In 2025, three sessions produced 38 certified trainers, enabling effective knowledge cascading tailored to each unit’s context. Delivered with Central Group’s Crisis Management Operations Center and expert instructors, the program enhances internal safety capabilities, reduces reliance on external experts, and builds organizational resilience.

8. Building a Sustainable Talent Ecosystem (University Partnership)

The Company builds a sustainable talent pool and strengthens its digital-era retail employer brand through nationwide university partnerships. In 2024–2025, MOUs were signed with seven universities, engaging 643 participants to connect academic learning with real-world business. Key initiatives include guest lectures, AI-enabled courses, site visits, roadshows, open house events, and internship pipelines. Innovative collaborations such as capstone projects and the Fresh Food Academy develop future-ready skills and position the Company as an Employer of Choice. The program develops future pharmacists with strong professional, digital, and soft skills to succeed in AI-enabled healthcare environments.

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