Delivering Sustainable Value For Our Stakeholders Delivering Sustainable Value For Our Stakeholders Press Metal Aluminium Holdings Berhad 168 169 Integrated Annual Report 2023 Empowering Our People and Enriching Our Communities OUR APPROACH We embrace a holistic approach to talent management that encompasses clear strategies across employee recruitment, development, retention, leadership and succession planning, with the aim of nurturing a highly skilled and high calibre workforce. Our practices in each of these areas are encapsulated within our employee management system and its associated policies and procedures. Upholding Ethical Recruitment Practices Our HR departments have implemented comprehensive recruitment policies and procedures, ensuring that candidates are hired based solely on their skills and abilities, irrespective of race, skin colour, gender, age, disability, sexual orientation, nationality, religion, marital status, family circumstances, cultural background, social origins, caste or any other personal attribute. Further to this, we prioritise the hiring of local talent with the aim of creating sustainable socioeconomic impact on local communities in our areas of operation. By hiring locally, especially for managerial positions, we are also able to leverage our employees’ knowledge of local laws, regulations and business practices, thus empowering us to develop more impactful business strategies and approaches. At all times, we adhere to the minimum wage requirements of both Malaysia and the People’s Republic of China. This commitment is outlined in our Human Rights Policy, which is aligned with applicable local labour laws governing minimum wage, working hours and overtime. As part of our foreign talent recruitment practices, we advocate fairness and strictly stand against the imposition of any deposits, recruitment fees, equipment advances or other costs or charges on potential hires. These terms are clearly stated in our recruitment contracts and verbally made known to candidates either directly or through recruitment agencies. In addition, each recruitment contract is prepared in the languages of the potential employee to ensure clarity and understanding of employment terms and conditions. Further to this, all new hires undergo onboarding process and receive briefings on their rights as per local law provisions during our mandatory induction programme, which also covers internal policies such as Human Rights Policy, CoC and OHS Policy. During the probation period, new hires may receive additional support through our Onboarding Buddy Programme to assist them in adjusting to their new work environment and culture. Empowering Our People and Enriching Our Communities Performance bonuses and annual increments are determined based on overall job performance and contribution during the financial year, with performance appraisals conducted for eligible employees annually. This incentivises them for their good performance during the year. Adhering to Statutory Contributions We contribute to our employees' retirement accounts as mandated by the laws of our countries of operation. For statutory pension funds in Malaysia, we contribute at minimum of 12% of each employee's monthly income. Additionally, all our employees in Malaysia are registered with the Employment Insurance System and Social Security Organisation ("SOCSO"), aligning with the country's legislative mandates. Upskilling Our Employees Employee training and development play a crucial role in our talent management strategy, aiding our efforts to improve job performance, foster relevant competencies and skills, and facilitate career progression. Our approach is outlined in our Human Rights Policy, Diversity Policy and Employee Handbook, crystallising our commitment to delivering trainings that meet the specific needs of our employees. Our employees are availed of various training programmes and courses that are tailored to their developmental requirements. The diverse programmes we offer include professional qualifications as well as modules and sessions on technical competencies, soft skills, leadership skills, and human rights awareness. To ensure that trainings are suited to the needs of our employees, each entity within the Group is responsible for developing its own training programmes. Personalised training plans are created for each employee during their annual performance appraisal, based on the individual competency needs identified through our competency matrix. In formulating personalised training needs, we conduct training evaluations by taking the following four (4) key criteria into account: • Reaction: Participants’ feedback to the training that is delivered • Knowledge: The learning skills and concepts taught • Behaviour: The extent to which employees may use the information acquired in their day-to-day work • Results: The outcome of the training in terms of measurable, performance-based results Work + Life Integration Insurance Leave Subsidy Healthcare Festive celebrations Volunteer opportunity Performance award Recreational activities Educational assistance Healthcare Insurance Personal Accident Insurance Compassionate leave Examination/ Study leave Parental leave Meal Subsidy Housing and utility subsidy Transportation Accommodation TALENT AND LABOUR MANAGEMENT GRI 2-8, GRI 3-3, GRI 201-3, GRI 202-2, GRI 401-1, GRI 401-2, GRI 401-3, GRI 402-1, GRI 404-1, GRI 404-2, GRI 404-3 M17 WHY IT MATTERS Our employees are crucial to powering our continued growth and advancement as an organisation. By ensuring fair and merit-based compensation, providing ample training and development opportunities, and maintaining excellent labour relations, we strive to ensure high levels of employee engagement, motivation and satisfaction. This, in turn, leads to improved retention and the continuous growth of our human capital over time, enabling us to build a pipeline of people who are ready to assume leadership roles within the organisation. Ultimately, by investing in our people, we remain competitive and create greater value as an organisation, even as market conditions evolve. UN SDGs Capitals IC HC SRC Providing Competitive Remuneration and Benefits To attract and retain a high-quality workforce, we provide competitive remuneration to all employees which includes both financial and non-financial modes of compensation. We also adhere to the principle of equal pay for equal work, as advocated by international treaties and national laws, in line with our responsibilities as a fair and ethical employer. In addition, our employees are made aware that overtime work is voluntary and are informed of the applicable overtime wage rates. The benefits we provide our employees include:
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