WORKFORCE MANAGEMENT Our employees are the repository of our well-established processes, collective knowledge and skills. They are flagbearers of our culture and values, and they drive innovation that delivers value to the bottom line and enhances our competitive advantages. On top of these considerations, we operate in industries with highly competitive labour markets, where the demand for specialised talent far outstrips supply. Therefore, to maintain a workforce that is equipped to capitalise on modern business opportunities, it is essential that we provide work environments that are engaging and rewarding. Cognisant of the need to attract high quality talent and retain our existing workforce, we embarked on a wholesale transformation of our human resource department in FY2022, reimaging our approach along five lines – System, Expertise, Organisation, Leadership and Culture. In parallel to this transformation, we rolled out a variety of initiatives and frameworks including: • Our Talent Management and Succession Planning Framework: Enhanced Talent & Succession Planning Framework encompassing state of art using global norms & tools ensuring personal roadmap development for our talents • Our revised Employee Share Option Scheme (“ESOS”): wherein an additional share grant was given to eligible employees to increase performance-related rewards and drive employee retention • Our Performance Management System (“PMS”): Enhanced with a holistic structure which we implement consistently across all companies to ensure a robust system where rewards are aligned to performance - High Performance Culture • Productivity improvement: We are focused on improving productivity and ensuring that we have the right capabilities & talents to accelerate and propel our business outcomes • Human resource process digitalisation: an ongoing process to digitalise our processes from end to end, thereby enabling more comprehensive and accurate data-driven insights for human resource teams to enhance the employee experience These initiatives will bolster our existing workforce management efforts, which include a suite of competitive benefits, extensive role-specific training programmes and other engagement platforms that provide channels for communication and feedback between employers and employees. SOC IAL We recognise that, through our business, we touch many lives either directly or indirectly. As a responsible organisation, we seek to ensure that we leave a positive social impact, especially on our employees and society at large. Our people are critical to our operations, while society supports our existence in many intangible ways. The well-being of both these stakeholder groups is therefore important to us. Towards this end, we are also driven to constantly innovate our products and solutions to meet customers’ increasingly complex requirements as we ensure a consistently good customer experience. 171 DNeX INTEGRATED REPORT 2022
RkJQdWJsaXNoZXIy NDgzMzc=