56 / 72
Learning and
Development
Identification of:
•
Long term development
plans
•
Competency based
training needs
•
Business focused
training neeeds
Compensation
and Benefits
Pay decision are based on:
•
Performance rating
•
Competency rating
Succession
Planning
Identification of:
•
Jobs at risk
•
Suitable successors
•
Readlines level of successors
•
Development plans
•
External recruitment
Career & Talent
Development
Identification of:
•
Promotions and inter
company/department
transfers
•
Group talents
Employee Development &
Engagement
W
e view career development
as part of our commitment
to building a more efficient,
highly motivated and talented
team to ensure that the Group
can remain agile and responsive in
competitive environments.
Every year, training allocation is
available for our employees to
participate in internal or external
workshops and seminars. We
also believe that a combination
of both formal and informal
learning channels develops
targeted skills and knowledge
for a specific role. For example,
our businesses regularly conduct
informal on-the-job training and
refresher courses on the use of
apparatus and machinery, fertilizer
application to address the skill
gaps created by inter alia changes
PERFORMANCE MANAGEMENT SYSTEM
in knowledge, technology and/or
work processes. We also encourage
our people to look beyond their
experiences and current practices
by undertaking job rotation
and overseas assignments for
exposure in different markets.
Where headcount reductions are
necessary, affected employees are
redeployed to new job tasks where
retraining and skill upgrading is
provided to help them transition
into the new tasks.
All new employees undergo
an induction program to help
them familiarize themselves
with all aspects of the Company
and the Group, understand the
responsibilities of their new role,
the culture of our business and the
processes they need to follow as
well as our expectations for ethical
conduct. They were also provided
with the Employee Handbook
before, or as soon as they start
their new job. The 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 for
our employees that reflect
critical success factors in their
career development. This
formal performance and career
development reviews which take
place once a year at the end of
the financial year serves as an
effective communication platform
between employer and employee
for feedback, sharing ideas, identify
avenues for improvement and to
recognise individual training and
development needs. Based on
performance and contribution, the
employees are rewarded through
increments, bonuses and/or
promotions.
54
Fima Corporation Berhad
(21185-P)
SUSTAINABILITY Report 2019