Maxis Berhad | Annual Report 2013

OVERVIEW OUR BUSINESS STRATEGIC REVIEW CORPORATE GOVERNANCE FINANCIAL STATEMENTS Maxis Berhad Annual Report 2013 OTHER INFORMATION 39 People Development Our people’s performance is the key to our growth and success and we are committed to their personal and professional development. Apart from developing careers through internal job mobility, we enable our employees to grow and excel, starting from the time they join Maxis. For instance, our On-Board with Maxis induction programme helps newcomers to get to know Maxis and to adjust to their jobs quickly and smoothly. The three-day programme allows interaction with the Maxis Management Team and includes an introduction to the Company’s operations as well as hands- on experience in serving customers at retail and call centres. Our people also have access to the Maxis Academy, which provides a lively learning environment, supported by the latest technology and rich content derived from our business needs. A wide range of highly-acclaimed and accredited programmes are delivered in-house. Leveraging our people’s interdisciplinary backgrounds, these courses are a unique blend of traditional classroom methods with an action- learning approach designed to build and strengthen leadership, decision- making, organisational and people skills. We have also continued to reinforce the strong leadership qualities of our senior team through training programmes and leadership courses. We have introduced a series of classes to develop managerial skills such as coaching and mentoring while building stronger relationships within the team. Leadership programme As the industry continues to evolve rapidly, we need to maintain our position by distinguishing ourselves from our competitors, not only in technology and innovation, but also in our ability to create and retain an agile and diverse talent pool. In doing so, the Accelerated Leadership Programme was designed to build diversified leadership capabilities in high potential managers. Since the launch of the programme, candidates have gone through a rigorous assessment process, using global best practice philosophies and methodologies. Engagement It is important to us that our employees are motivated to do their best and proud to be a part of Maxis. We encourage regular and open communication between management and staff through town hall sessions, Quarterly Managers’ Communication Sessions as well as monthly Making a Difference (MAD) coffee break sessions. We have also introduced a “Gift Drop Corner” where our people are able to lend a helping hand to the less fortunate. This has received overwhelming support. We have also injected fun and camaraderie through Maxis Family Day, a treasure hunt in Malacca, and our annual dinner. Each year, the ‘Voice of Maxis’ survey provides valuable insights into the views of employees and their levels of engagement with the business. In 2013, this was taken a step further with our “Tell Me” initiative, in which our CEO reached out to all employees via e-mail, urging them to voice their thoughts, opinions and ideas. This received strong response and the feedback was used to address gaps within the organisation. Close to 2,000 Maxisians participated in at least one classroom-based training, while 1,000 undertook at least one web-based course in 2013.