Human Capital Development
People Development
We promote a learning culture and growth mindset where employees take ownership of their development, managers facilitate and support employee growth, and leaders foster a dynamic and innovative environment that enables continuous learning.
HR conducts regular Training Demand Surveys to systematically identify development needs in both hard and soft skills, evaluate existing capabilities, and address skill gaps through targeted learning programs across functions. Our programs are designed to support both business requirements and individual growth, with a balanced focus on functional expertise and behavioral capabilities.
Learning activities are delivered through multiple formats, including onsite workshops, online webinars, hybrid sessions, and self-learning modules, helping maximize accessibility and participation for employees, including part-time employees in our own workforce.
Our curriculum covers a broad range of development areas. Hard skills training includes data analytics, automation tools, and business software, while soft skills development focuses on communication, leadership, and collaboration. Specialized learning in sustainability, compliance, cybersecurity awareness, and community engagement further supports responsible business conduct and risk management. Digital readiness programs also strengthen the capabilities employees need to adapt to technological change.
A Culture of Learning: The 70-20-10 Approach
Our development strategy is based on the globally recognized 70-20-10 model, which empowers employees to own their learning journeys through a balanced mix of structured programs, real-world experiences, and developmental relationships. This ensures that learning is both scalable and personalized:
- 70% through on-the-job experiences such as projects, rotations, and real-time challenges
- 20% through social and collaborative interactions, including feedback, peer collaboration, mentoring, and professional networks.
- 10% through formal education including courses, e-learning modules, and readings.
The following are some of the highlights of the major initiatives:
Indorama Ventures Leadership Curriculum
Indorama Ventures Leadership Development
Strong and future-ready leadership is critical to sustainable business performance and employee engagement. Our leadership development approach combines structured leadership programs, digital learning, coaching, mentoring, and targeted experiential opportunities. These programs focus on strengthening capabilities aligned with our transformation priorities, including agility, innovation, people development, collaboration, and readiness for change.
- Group Management Leadership Program: Co-designed with INSEAD for senior middle management, the program combines academic insights with real-world business applications to strengthen strategic thinking, global perspectives, and transformation leadership capabilities.
- Leadership Development Resource: Provides practical leadership guidance, learning materials, development playbooks, and self-learning tools to support leaders’ ongoing development and promote knowledge sharing and the exchange of best practices across the organization.
Leadership Development Progress
- More than 90% of targeted leaders have participated in formal leadership training programs
- Nearly 100% of targeted leaders have completed leadership e-learning modules
- Five cohorts have completed the leadership development program since 2020
Succession Planning
Our succession planning framework supports the development of a strong and future-ready leadership pipeline across the organization. Introduced in 2019, the framework now spans senior, middle, and site-level leadership positions and incorporates diversity and age profiling to support leadership readiness and inclusivity.
The Nomination, Compensation, and Corporate Governance (NCCG) Committee, together with the Board, oversees succession planning for the Group CEO and Executive Board roles. For other leadership positions, succession is supported through continuous development, on-the-job experience, targeted learning interventions, and regular performance reviews.
| Indorama Ventures’ Approach to Succession Planning | Progress Achieved |
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Indorama Ventures Excellence (IVEX) Program
In alignment with the Company’s values, the Indorama Ventures Excellence (IVEX) program supports manufacturing and operational excellence while strengthening employee capabilities across our business segments and regions. Through structured training, hands-on application, and project-based implementation, employees develop practical problem-solving capabilities using Lean Six Sigma methodologies, including DMAIC and PDCA. Training also covers root-cause analysis, continuous improvement, and data-driven decision-making, enabling employees to apply these tools directly to operational challenges and deliver measurable performance improvements.
IVEX reinforces these capabilities through structured knowledge-sharing activities, including regular sharing sessions, annual conferences, and improvement project competitions. These activities enable employees to exchange experiences, learn from peers, and replicate proven solutions across sites, supporting productivity, resource efficiency, cross-functional collaboration, and a culture of continuous improvement.
IVEX-led projects also contribute to operational and sustainability improvements, including increased output, improved energy and water efficiency, more effective waste management, enhanced product and process quality, and improved cost control.
IVEX Competition
The IVEX Competition is one of the program’s key annual initiatives, engaging employees across functions and business segments. It provides a platform for employees to showcase improvement projects, share best practices, and learn from peers. Mid-to-senior-level leaders participate as judges and mentors, providing feedback and guidance while supporting leadership development, a continuous improvement mindset, and cross-functional collaboration.
The competition has continued to expand beyond manufacturing, including initiatives such as the IVEX Lean Finance Improvement Project Competition and the IVEX x Digital: AIA Adoption Competition. In 2025, collaboration between the Digital, IVEX, and Sustainability teams further strengthened the AIA Adoption Competition, expanding the scope of analytics-driven sustainability projects across the organization. A Sustainability Best Project Award was also introduced to recognize employee-led initiatives delivering measurable environmental and resource-efficiency outcomes.
Aligned with strategic priorities, the IVEX Project Competition focuses on three key areas:
- People Empowerment and Recognition – Recognizing improvement initiatives and encouraging employees to integrate continuous improvement tools into their daily work.
- Knowledge Sharing and Best Practices – Promoting cross-functional collaboration through the exchange of expertise, insights, and proven practices across global teams.
- Demonstrating Value and Impact – Showcasing measurable financial, operational, and sustainability outcomes, reinforcing the value of data-driven improvements and strengthening a culture of excellence.
By recognizing and scaling high-impact projects, the competition supports innovation, operational excellence, resource efficiency, and measurable sustainability improvements across Indorama Ventures.
Future Leaders Program (FLP)
The Indorama Ventures Future Leaders Program (FLP) is designed to accelerate the development and readiness of high-potential talent for future leadership roles. The 12-month development journey combines contextualized assessments, tailored learning modules, coaching, mentoring, experience-based assignments, and individualized development plans.
Through a blend of structured learning and practical experience, participants strengthen their leadership capabilities, broaden their business perspectives, and build cross-functional and cross-regional connections across the organization. The program also supports participants in applying their learning to real business challenges while preparing them for broader leadership responsibilities.
Program Highlights
- Second cohort completed in July 2025
- Third cohort launched in October 2025
- Gold Award for Excellence in the Best Leadership Development Program category in 2024 and 2025
