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SUSTAINABILITY & governance
Annual Report 2017
43
Employee Development and Engagement
We recognise the importance of engaging, motivating, training and supporting our people. We strive to develop our employees to reach
their maximum potential through training, job rotation and internal promotion opportunities. Training allocation is available annually for
our employees to participate in internal or external workshops and seminars. We believe that a mixture of both internal and external
training develops targeted skills and knowledge for a specific roles.
Level
Average Training Hours Per Employee
2017
2016
Male
Female
Male
Female
Senior Management
16
16
26.7
16
Management
11.8
32
10
0
Executive
5.5
19.2
5.1
11.1
Non-Executive
0.3
0.5
0.8
0
All new employees undergo an induction program which helps
them to familiarise with all aspects of the Company and the
Group, understand the responsibilities of their new role, the
culture of our business, the processes they need to follow as
well as our expectations for ethical conduct. They also will be
provided with the Employee Handbook before, or as soon as they
start their new job. This Handbook provides new employees with
information about their conditions of employment as well as the
standards of professional behaviour expected.
We also set annual Key Performance Indicators (KPIs) for our
employees that reflect critical success factors in their career
development. This formal performance and career development
reviews take place once a year at the end of the financial
year. It also serves as an effective communication platform
between employer and employee for feedback, sharing ideas,
identify avenues for improvement and to recognize individual
training and development needs. Based on performance and
contribution, the employees are rewarded through increments,
bonuses or promotions.
Male
Female
Employee Breakdown by Gender & Position FYE2016/17
Senior
Management
BOD
Middle
Management
Executive
Non-
Executive
75%
25%
80%
20%
5%
95% 68%
32% 29%
71%
sustainability report