Annual Report Samart i-Mobile 2010

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Samart I-Mobile Public Company Limited Human Resource Development Top management has strong belief that the employee is vital resources to grow a sustainable and competitive business. Therefore, Human Resource has been developed continuously to foster knowledge, skill and capability with the management system tools such as Competency Assessment, Performance Management, HR centralized database system and others. These should ensure that the employeeûs capability should be developed the appropriately and continuously as well as compliance with corporate competency expectation to support current and future businesses. The Company has realized the importance of continuous support on Human Resources Development by providing a variety of training and development courses both in-house and outer trainings. In addition, the Company has initiated several new programs to improve employeesû capabilities continuously and systematically in order to increase their knowledge, skills and working behaviors to ensure that employees have appropriate capabilities for their own accountability aligning to the Companyûs policy and leading to the sustainable growth. The initiated programs are as follows: 1. Career Development Program Career Development Program, individual career path development plan, for both management and operation level has been established for which employees could perceive their own career development by competency assessment and analysis. The Company has conducted individual annual learning and development roadmap for all levels of employee focusing on Generic Competency to enhance corporate skill and working behavior, Managerial Competency and Functional Competency. Career Development Program should enable employees growing their own career steadily and providing more value to the Company in the long run. 2. Performance Development Program The Company has developed performance appraisal by which Key Performance Indicator (KPIs) has been applied to all levels of employees and also enable them clearer goal and more appropriate working direction. Key Competency has been considered in performance appraisal process to increase effective performance. 3. Management Development Program The Company has developed management training courses for senior management level specifically to strengthen their leadership and management skills providing new and useful knowledge to apply in their routine work. These programs lead management to enhance their skills to prepare for their own career advancement and promotion supporting the Companyûs growth to match the current and future businesses. 4. Talent Management Program The Company believes that the employee is the most valuable asset leading to corporate achievement. Hence, the employee who has high performance and high potential should be developed by providing special training courses and career path planning for such employee. Talent Management Program aimed to retain talented employee by serving fast-track career progress and enhance their knowledge and competencies to fully apply to their work as well as build up their sense of engagement toward work and the company. 5. Self-Development Program The Company set the year 2010 as the year of reading and learning. The Company has provided special courses and activities throughout the year to create reading culture and learning behavior in the organization including various activities such as Friend recommended book, Book Barter Campaign, Management recommended book, and providing variety of books supporting the learning needs of employees. These activities enhance the employeesû learning and share their knowledge throughout the organization thus leading the Company to create a learning society. 32 Annual Report 2010
Summary of Training to management and employees in 2010 Training Frequency Number of Participants In-House Training Management 35 442 Employees 80 1,662 Total 115 2,104 External Training Management 16 16 Employees 30 66 Total 46 82 Remark: The Company has policy to train all sale representatives about the Companyûs products and services on a monthly basis. Annual Report 2010 33
Page 7 and 8: Contents Message from the Board of
Page 9 and 10: Message from the Executive Committe
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Page 15 and 16: young footballers the opportunity t
Page 17 and 18: ➤ Business Structure Samart I-Mob
Page 19 and 20: Information of Subsidiary Companies
Page 21 and 22: Changes During the Year The main bu
Page 23 and 24: letting private operators to acquir
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(Unit: Million Baht) Consolidated f
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14. Investments in subsidiaries Det
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As a result, Samart Multimedia Co.,
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26. Other expenses Details of other
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30. Dividends 2009 Final dividend f
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34.3 Commitments in uncalled portio
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Consolidated financial statements F
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Forward exchange contracts The Comp
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Audit Fee 1. Audit Fee In 2010, the
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Annual Report 2010 111 Name-Surname
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Annual Report 2010 113 Name-Surname
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Annual Report 2010 115 The Position
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General Information Name : Samart I
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Annual Report Samart i-Mobile 2010

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