MISC Annual Report 2017

47 Strategy & Performance SUSTAINABILITY@MISC SUSTAINABILITY STRATEGY UPDATES Employees 2020 TARGETS PROGRESS 2018 NEXT STEPS 6. Succession planning : To have in place a sustainable talent pipeline across the job levels in the organisation. • Continuation of the annual Year-End Succession Planning review. • Extension of succession planning by including Group-wide talent-pool and expanded the identification of successors for the non-critical positions. • Introduced Mid-Year Succession Planning review to gauge progress of successors against plan. • Completed the Advanced Leadership Communication Programme, as part of the accelerated development programmes. • Extend the succession planning exercise for the Manager level positions. • Coordinate the Individual Development Plan (IDP) for the potential successors identified in 2017. • Design follow-through development plans for the identified potential successors at the General Manager and Senior Manager level. • Introduce potential assessment tool to support the succession planning process. MISSION OBJECTIVES To promote individual and team excellence of our employees. • Training & development • Engagement • Safe & healthy working environment In l i ne w i t h our m i ss i on of promot i ng i nd i v i dual and team e xcellence of our employees, we a i m to dr i ve super i or performance and enhance product i v i ty wh i le prov i d i ng opportun i t i es for growt h w i t h i n t he Group.