Comprehensive rotation system: proactively deploying talent development
To expedite global talent development, we will be introducing the“Global Expatriation Rotation Policy”starting in 2023. This policy offers employees the opportunity to pursue a dual career track, allowing them to choose between advancing towards managerial positions or specializing in technical expertise, based on their personal preferences, abilities, and the needs of the company. The objective of this policy is to offer colleagues who have the potential for promotion to key managerial positions. They are required to have overseas rotation training prior to their promotion. The training conditions are categorized into three areas: cross-functional, cross-organizational, and cross-regional. This policy integrates the promotion system and sets criteria for promoting professional positions. It serves as a reference for review by the Technical Committee and the Personnel Review Committee. Overseas work experience is a significant milestone that individuals should possess for their development. The Human Resources team in the Southeast Asia region actively facilitates the rotation of employees and potential talent to other countries, including India, Slovakia, and Singapore. Rotating employees can achieve clear objectives and receive key development guidance. Our Cross-National Rotation Promotion Program allows us to systematically develop key talents and consistently monitor and follow up their progress. In the meantime, the rotation mechanism is integrated with promotion standards to motivate employees to venture beyond their comfort zone and pursue enhanced career development.

Break boundaries and help expatriate employees integrate into local community
The Human Resource (HR) team in Delta’s Southeast Asia region is responsible for overseeing the experiences of employees who are expatriated or locally hired in various locations, such as Thailand, Singapore, India, Slovakia, and Australia. They actively encourage talented individuals who are seeking enriching experiences to pursue expatriates and local employment, enabling them to embark on a rewarding career journey. The core philosophy of the Human Resources team is to actively support employees in order to address the multiple challenges of overseas work. The Southeast Asia HR team has currently implemented a range of comprehensive strategies to provide strong support for employees working overseas. These strategies include cross-cultural training, language assistance and learning promotion programs, as well as community activities and employee relationship events.

The Southeast Asia HR team offers comprehensive cross-cultural training activities to help expatriates adapt to their new environment and understand local customs. These activities include organizing welcome parties and trips to Ayutthaya in Thailand. In order to promote a healthy work-life balance among employees, HR encourages expatriate staff to actively prioritize family time. Previously, a team-building day was organized at the Krishnagiri factory in India for the global manufacturing unit, fostering collaboration and accountability among team members to establish an excellent and responsible team.

The Southeast Asia HR team organized the welcome trip to Ayutthaya in Thailand.

As part of the Language Assistance and Learning Promotion Program, Delta (Thailand) provides Thai language courses to facilitate communication between expatriates and local employees. In addition, Delta organizes leadership workshops in Singapore and India to enhance the leadership skills of management personnel and promote cross-team collaboration. These workshops also cover essential leadership principles and communication techniques across different functions and regions.

Delta (Singapore) organized a leadership workshop to enhance cross-regional communication skills and promote teamwork between expatriates and local employees.

At Delta (Singapore)'s leadership workshop, supervisors from various regions came together for leadership training. The session explores essential leadership principles and cross-regional communication skills through interactive activities.

In addition to the aforementioned activities for expatriate colleagues, the SEA HR team organized coffee talks in Thailand and Singapore. These sessions aimed to ensure that all employees in the company have a thorough understanding of the company's situation, foster a sense of belonging, and encourage colleagues to participate in community activities. This approach helps reduce cultural barriers, allowing expatriate employees to seamlessly integrate with local colleagues, thereby enhancing team cohesion.

Delta (Thailand) has set up sports clubs for football with the goal of promoting a healthy lifestyle and fostering camaraderie.

Creating a sustainable talent development platform through the use of job rotation and expatriate
Delta’s business is diverse and global. The HR team actively implements a global talent development program, providing opportunities for employee rotation and expatriation based on their preferences and job requirements. This enhances talent development and facilitates internal talent mobility by integrating rotation, expatriation policies, and promotion criteria. The HR team aims to cultivate interdisciplinary and cross-regional talents through well-established systems and employee engagement activities, inspiring employees to contribute to Delta’s sustainable future.