127 ANNUAL REPORT 2023 MST GOLF GROUP BERHAD Group Performance The remuneration structure is designed to ensure alignment with shareholders’ interest in driving the Group’s performance via pay-forperformance principle. Fixed monthly salary for Executive Director(s) and Senior Management is set according to: a) Nature of job in the position which includes the responsibility and complexity. b) Level of skills and experience. c) Other market conditions. 1 Fixed Components Performance-based remuneration e.g., short-term incentive (bonus), long-term incentive (share options), if any, are determined based on: a) Individual performance indicators. b) Individual overall contribution to the business. Goals and performance expectations are set at the beginning of the year and will be reviewed mid and end of the year. The Company adopts pay-for-performance philosophy where a transparent performance-linked rewards framework is set in place. Variable Components 2 The following are benefit components of the Directors’ and Senior Management’s remuneration: a) Common benefits e.g., annual leave, Employee Provident Fund (EPF), medical and life insurance, staff purchase discounts etc. b) Perquisites e.g., company car/ car allowance, club subscriptions, driver, etc. 3 Benefits Components
RkJQdWJsaXNoZXIy NDgzMzc=