Human Capital
Thai AirAsia strives towards creating the best possible work environment and culture while fostering teamwork. We treat our staff with respect and acknowledge their individuality. Employment, promotion and transfer are all based on merit and with the aim that everyone can reach their full potential.
Human Capital Management Process
Human Resource Management Goals and Objectives
The Company policy of managing human capital and developing employee engagement and retention consists of the following:
Improving organisation effectiveness and efficiency
Create healthy succession pools (size & readiness) and high-potentail pools with the right skill sets
Building and sustaining a high-performing and productive workforce
Strengthening engagement, leadership & culture
2024 Employment Structure
Total Employee
Total Remuneration
AverageMonthly Salary
Remuneration Ratio (Male: Female)
Employees by Age, Gender and Position 2024
(People)
| Age | Operational | Managerial | Senior Management | Total | ||||
|---|---|---|---|---|---|---|---|---|
| Female | Male | Female | Male | Female | Male | Female | Male | |
| < 30 | 486 | 472 | 2 | 3 | - | - | 488 | 475 |
| 31 - 50 | 1,381 | 2,035 | 123 | 418 | 2 | 6 | 1,506 | 2,459 |
| > 51 | 4 | 63 | 10 | 204 | 2 | 5 | 16 | 272 |
| Total | 1,871 | 2,570 | 135 | 625 | 4 | 11 | 2,010 | 3,206 |
2024 Employees by Nationality and Base Location
Thailand
China
Vietnam
India
Myanmar
Cambodia
Japan
Republic of Korea
Macao
Laos
Nepal
Malaysia
Brazil
Our Culture
Customer Obsessed
A Place for Personal Growth
Playing to Win as a Team
Wellbeing at Work
A Connected Community
Respect for All
Our Values
-
01
All for one, One for all
We are always better together. We Win as One. -
02
Dare to dream
Dream the impossible. Believe the unbelievable. We Dare to Dream. -
03
We make a difference
Get stuff done. Be passionate. -
04
Keep it simple
That's it! -
05
Be transparent
Let's communicate with trust and honesty. -
06
Have empathy and respect
We listen, we care, we treat each other with empathy and respect. -
07
Celebrate all individuals
People and their talents are at the heart of it all. That's why we Celebrate All Individuals. -
08
Safety is #1
Safety first, safety always!
Human Rights Commitment
Thai AirAsia is committed to respecting human rights and does not practise discrimination in processes such as recruitment, does not use forced labour, does not engage in human trafficking and restricts employment of individuals under the age of 18 years.
Human rights are further upheld through the Company’s resource management, employee training, work evaluation, fair payment practices, promotions and benefits, and welfare arrangement, all of which are stated in the Company’s Code of Conduct. Thai AirAsia has a committee that surveys, inspects, and recommends improvements against risks of human rights violations. It also has a plan to implement a human rights violation risk policy among its employees, contractors, and employed labourers.
Human Rights Due Diligence
Thai AirAsia recognizes that human rights risks can harm its reputation and lead to legal action. Human rights due diligence, which involves identifying, assessing, and managing human rights impacts on stakeholders like employees, the supply chain, customers, and communities, helps prevent or remedy these risks. In the past year, Thai AirAsia launched a human rights due diligence project, announced a Human Rights Policy in Q2 with grievance mechanisms, and began assessing human rights risks.
Human Rights Risk Assessment
In the fourth quarter of 2024, a human rights risk assessment of the Company was initiated. The Company is also carrying out a risk assessment workshop among internal offices and four key stakeholder groups, namely, employees, supply chain members, customers, and local communities in the first quarter of 2025. The workshops had groups identify risk issues and mutual impacts. The assessment process was as follows:
The result of the human rights risk assessment shows that there is no human rights risk at the very high level, however, there are some human rights risks that remain salient, and require further attention, the risks are:"
Detailed methodology and results of human rights risk assessment can be found on this link
Diversity, Inclusion and Equal Opportunity
Thai AirAsia maintains policies that promote a diverse, inclusive and equal work environment, viewing each employee as a valuable asset to its success. In light of this, the Company fosters a positive culture in which employees are treated with dignity and respect towards their individuality. Employment, promotions and transfers are based on merit and performance to ensure equal treatment and no discrimination against gender, age, ethnicity, origin, sexual orientation and disability.
Moreover, the Company complies with the Empowerment of Persons with Disabilities Act and has provided employment opportunities to 47 disabled persons. Thai AirAsia even received the 2024 Disabled Persons Employment Promotion award from Friendly Design for All Foundation.
Female Employees Comprised
Manager Level and Head of Department Level
2024 Performance
Disabled Persons Employed (Persons)
Seniors Over 60 Employed
Seniors over the age of 60 years are considered for employment only in cases in which the individuals possess specialised and necessary traits or skills, such as aeronautical engineers or flight instructors. The employment of individuals over 60 years of age is as follows:
Seniors Over 60 Employed (Persons)
Employee Satisfaction (eNPS: employee Net Promoter Score)
In 2024, the Company’s employee Net Promoter Score score was 35.6 with a target of 50. The People Development department maintains the following practices to encourage employee commitment to the Company and its future growth.
Voluntary Employee Turnover Rate (Target: <5%)
Employee Turnover
The Company aims to constantly improve employee engagement and retention, targeting a turnover rate of no more than 5% per year and the retention of employees in key positions to ensure its business continuity. The voluntary employee turnover rate in 2024 was 6.1%, a 0.1 decrease from the previous year, which resulted in no impact on operations. Employee turnover reduced slightly this year compared to the previous year. Surveys showed employees have a clear understanding of their duties and their connection to the targets and strategies of the Company. Employee pride in the Company also rose.
Employee Development
Thai AirAsia developed its Training Management System to facilitate the training of employees in work skills and competencies required by law, for the efficient staging of classes, recording of results and test scores, and to notify learners to review their lessons for the maintenance of operational licences. All employees are provided fundamental operational training in accordance with their department. Targets for training are as follows:
Total Number of Employees Trained in 2024
| Skill Type | Target Training Hours per employee per year | Result in 2024 |
|---|---|---|
| Specialised | Approx. 24 hours/year | Approx. 24 hours/year |
| Fundamental | Approx. 5 hours/year | Approx. 11.6 hours/year |