In 2015, MISC invested some RM2.82 million in training programmes amounting to an average of 2.42 man days of training per employee. Of the 183 programmes conducted, the bulk of these (153 programmes) related to functional training while the remainder was split down the middle between leadership and programmes which have been selected to address the identified areas of development arising from the Succession Planning exercise. MISC’s training programmes encompass competency profiling for both leadership skills and functional capabilities as well as experiential learning opportunities to further develop the skills and capabilities of our employees. On the technical skills front, our staff have access to a structured Technical Engineering Competency Development programme that helps them plan their career path, while the Crew Competency Management (CCM) programme gives them access to a pool of mentors ready to share their experience and offer guidance. To ensure a talent pool of qualified and competent employees are readily available to lead MISC forward, we have in place a structured succession planning programme. Our talent development programme ensures that our employees are equipped with high levels of competency, skills and readiness to take MISC to greater heights. To ensure we progress forward as a unified organisation, we continue to undertake employee engagement activities that go a long way in helping strengthen the camaraderie and esprit de corps within MISC. In 2015, we continued to leverage on quarterly townhall sessions to cascade down the results of our performance as well as announce developments of existing and new initiatives. Townhall sessions were held in April, June, August and November 2015 respectively. The June session themed “Afternoon with the President/CEO 2015 – A Journey of Rediscovering & Rebuilding” was a platform to share the aspirations, values and passion of MISC with our people and to gauge their feedback. The two “Sembang Session with the President/CEO” events involving all senior general managers, general managers and business development personnel, were opportune platforms to roll out specific directives and begin crafting the vision for the Group’s fiveyear strategic blueprint. The MISC family is a multi-racial one and as a company, we have always shown respect for the customs and conventions that are important to our communities. In 2015, we had the opportunity to celebrate the diverse cultural festivals in Malaysia. We continue to acknowledge our people and r ecogn i s e t he i r i nv a l uab l e contributions to MISC over the years. In 2015, the annually celebrated MISC Retirement and Long Service Awards was held to honour a total of 115 longservice employees and retirees. Through the HRM Open Day 2015, employees were given insights into the roles and responsibilities of the HRM function and introduced to the various services offered by public and private sector organisations. As the Group moves forward, people development will remain a key area on our business agenda to ensure the sustainability of our business and shareholder value. MISC BERHAD Annual Report 2015 77
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