Compe t enc y P r o f i l i ng f or bo t h leader ship sk ill s and f unc tional capabilities have been developed as part of our training programmes. In order to further develop their skills and capabilities, employees are sent for training courses or experiential learning opportunities. For technical t a l en t s , a s t r uc t ur ed Te chn i c a l Engineering Competency Development programme has been developed to provide them with the appropriate career paths in order for them to achieve their career aspirations of becoming Technical Professionals. Another initiative for our technical s t a f f i s t he Cr ew Compe t enc y Management (CCM) programme, where the mentor-mentee platform has created opportunities for learning and development, supported by the Train-the-Trainer sessions to equip mentors with the necessary skills. Succession planning is another priority for the organisation to ensure a continuous stream of qualified and competent employees are readily available within MISC. With this intention, we have developed a consis tent and s truc tured t alent development programme, providing our employees with the high level of competency and readiness required, enabling them to take MISC to greater heights. As an organisation, the well-being of our employees, both shore and sea is a priority to ensure a high performance culture. Quarterly Townhall engagement sessions were held as interactive engagement avenues between employees and Management Commi t t ee member s . A Human Resource Management (HRM) Open Day was also organised in 2014 to further introduce MISC employees on the role and services provided by HRM. For the sea staff, engagement with the l eade r sh i p t eam i s a l so h i gh l y encouraged. Several Senior Officers Management Forum (SOMF) were held with the latest one in India which brought together more than 100 Senior Officers from the organisation. We believe that continuous engagement sessions and open communication between all levels are crucial in ensuring employees are kept abreast of the MISC journey. We will continue to enhance functional and leadership competencies and Succession Planning programmes, as we ll as inc r ease our e f for t s in employee engagement activities to ensure that the MISC workforce is fully equipped with the necessary skills, knowledge and leadership qualities required to propel the organisation further in achieving its desired objectives moving forward. p 77 MISC BERHAD - Annual Report 2014
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