WORKPLACE 20 – 30 31 – 40 41 – 50 51 – 60 > 61 37.6% 32.2% 19.9% 9.7% 0.5% MISC GROUP EMPLOYEES BY AGE GROUP 20 – 30 31 – 40 41 – 50 51 – 60 > 61 37% 43% 14% 6% 0% SHORE EMPLOYEE RESIGNATION BY AGE GROUP Approximately 70% of our workforce consists of employees between the ages of 20 to 40 which means the Group has a relatively youthful workforce. training programmes were held where a total of 219 employees attended. Recognising the benefit gained from this initiative, the Management also extended the programme to include Senior Managers in the year under review. • Functional Competency Profiling (FCP) Similar to the LCP, the FCP was first initiated in 2011 to help identify areas of improvement for employees’ jobrelated competencies. In 2014, a total of 188 functional training programmes were organised which were attended by a total of 914 employees. Both the LCP and FCP will continue to be an ongoing initiative to further equip and develop our employees. • Technical Engineering Competency Development First initiated in 2011, the objective was to develop a pool of Technical Executives and provide them with the appropriate career paths in order for them to achieve their career aspirations of becoming Technical Professionals. Primarily focused on GTS and OBU, a total of 35 Technical Executives have completed their assessment as at 31 December 2014. • Succession Planning To ensure a continuous stream of qualified and competent employees who are ready to fill up critical positions should the need arise, the organisation implemented succession planning as part of risk management. With a total of three categories of critical positions within the organisation, members of the Management Development Committee (MDC) has identified and endorsed a list of Ready Talents along with their structured development plan. Various initiatives and programmes were also carried out for our sea staff throughout the year. They were designed to enhance capabilities and to encourage continuous engagement across all ranks and the programmes include: • Senior Officers Management Forum (SOMF) In our journey to create stronger synergy and cultivate closer working relationships between MISC and AET, MISC’s Fleet Management Service and AET Shipmanagement organised the first ever joint Senior Officers Management Forum (SOMF) in Gurgaon, New Delhi, India. With the theme “Sustaining a High Performance Culture for Operational Excellence”, the event brought together more than 100 Senior Officers from both organisations and allowed for the sharing of best practices, as well as helped inculcate high standards of safety culture and operational excellence across the MISC Group. Employee Resignation In 2014, the overall resignation rate for MISC Group shore employees was 9.9% where a total of 559 employees resigned which is a slight increase from 5.8% in 2013 previously. Resignations were mainly received from ages 20 to 30 and 31 to 40. PEOPLE DEVELOPMENT With our workforce being our primary asset, investing in the up-skilling and development of our employees is a continuous effort. We do this to ensure that our employees are constantly equipped with the necessary skills to successfully carry out their tasks in an ever evolving workplace and marketplace. MISC continued to move forward with its capability development plan with ongoing focus on Leadership Competency Profiling (LCP) and Functional Competency Profiling (FCP) since it was first put into place in 2011. • Leadership Competency Profiling (LCP) Annual assessments are carried out for both Executives and Managers during the year-end performance appraisal. In 2014, a total of 11 leadership-focused MISC BERHAD - Annual Report 2014 p 100 SUSTAINABILITY REPORT
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