Empowering Our People and Enriching Our Communities Integrated Annual Report 2024 SECTION 5 • DELIVERING SUSTAINABLE VALUE FOR OUR STAKEHOLDERS 195 Employees stand as the foundation of sustained growth and achievement, where their skills and dedication drive progress. Effective talent and labour management are not mere operational considerations but vital pillars that underpin the capacity to flourish. By providing a fair, merit-based compensation and training and development programmes, organisations are able to cultivate a foundation of trust and equity that resonates throughout the workforce and prepares the workforce of refined expertise and capabilities to meet the demand for future challenges. In maintaining strong labour relations, it also fosters a climate of collaboration and respect that promotes engagement, motivation, and satisfaction among employees. Such efforts deliver substantial benefits to organisations through talent retention while nurturing a pool of human capital essential for long-term resilience. Emphasis on talent management fortifies the organisation’s competitiveness and enhances the ability to generate value, even as market conditions evolve. WHY IT MATTERS ? Press Metal embraces a holistic approach to talent management that encompasses clear strategies for recruitment, development, retention, leadership, and succession planning to nurture a highly skilled and caliber workforce. Our employee management system, underpinned by robust policies and procedures, aims for continuous growth and effectiveness of our talents and building a resilient organisation. Upholding Ethical Recruitment Practices Our HR Department has established comprehensive recruitment policies and procedures to ensure selections are based solely on merit and free from any influence of race, skin colour, gender, age, disability, sexual orientation, nationality, religion, marital status, family circumstances, cultural background, social origins, or caste. In promoting localisation, we prioritise on recruiting local talent and suppliers, to foster sustainable socioeconomic benefits in the regions where we operate. Hiring locally, especially for managerial positions, allows us to leverage employee’s knowledge on local laws, regulations, and business practices. In line with our commitment to fair employment practices, we adhere to the minimum wage standards in Malaysia and the People’s Republic of China, as outlined in our Human Rights Policy. We also aligns our employment practices with local labour laws on wages, working hours, and overtime, reinforcing our role as an ethical employer. For foreign talent, we uphold a policy of transparency and equity, explicitly prohibiting deposits, recruitment fees, or other charges, with terms clearly outlined in contracts, which are available in the candidates’ native languages as well as communicated directly or via agencies. New hires are welcomed through a thorough onboarding process, featuring briefings on their legal rights and our policies such as Human Rights Policy and CoC, covering human rights, expected behaviours, and health and safety. To ease their transition, our Onboarding Buddy Programme pairs them with mentors during probation, fostering a smooth integration into our culture and operations. OUR APPROACH TALENT AND LABOUR MANAGEMENT GRI 2-7, GRI 2-8, GRI 3-3, GRI 202-2, GRI 401-1, GRI 401-2, GRI 401-3, GRI 402-1, GRI 404-1, GRI 404-2, GRI 404-3, GRI 407-1 Capitals SDGs M17 I H SR
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