Empowering Our People and Enriching Our Communities Integrated Annual Report 2024 SECTION 5 • DELIVERING SUSTAINABLE VALUE FOR OUR STAKEHOLDERS 197 In formulating personalised training needs, we conduct training evaluations based on the following four (4) key criteria: Building a Pipeline of Future Leaders Launched in FYE2023, the Succession Planning Framework at the corporate level underpins our strategy to develop high potential and performing employees for leadership, with the right competencies, culture and compatibility. At the core, the framework identifies three (3) strategic approaches to drive talent dynamism for future leadership: Following the completion of training programmes, we gather feedback through a dual-tier evaluation process designed to reflect both participant experiences and supervisory perspectives as part of our holistic and well-rounded assessment of the training effectiveness. Competency-Based Evaluation & Mapping A competency framework tailored for job roles and grades, to facilitate assessment on skill gap and expectation on the employee’s job, with collaborative action plans addressing development needs. Comprehensive Leadership Assessment & Development Utilise tools like SMOL© (Self-awareness, Motivation, Orientation, Leadership) and the Ace Team Effectiveness Index (“ATEI”) to enhance leadership capabilities, focusing on team-building, delegation and role versatility. The ATEI Assessment for Leadership Growth serves as a guide to strengthen leadership capabilities in team management. This tool focuses on: Building Diverse Teams Creating high-performing, inclusive teams by leveraging individual strengths and optimising collective capabilities. Strength-Based Job Delegation Aligning responsibilities with each team member’s core strengths to maximise productivity and morale. Maximising Potential Ensuring all team members are fully utilised by aligning their roles with inherent abilities and strengths. Role Development Preparing team members for secondary roles to foster versatility and drive optimal team performance. Training Evaluation Feedback Form completed by employee upon the completion of the training Participant assessments A Post-Superior Evaluation Form is filled up by the employee’s supervisor Supervisory evaluation 1 2 3 4 Knowledge The learning skills and concepts taught Results The outcome of the training in terms of measurable, performance-based results Reaction Participants’ feedback to the training that is delivered Behaviour The extent to which employees may use the information acquired in their day-to-day work
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