SUSTAINABILITY STATEMENT MATERIALITY MATTERS (cont’d) SUSTAINABILITY STATEMENT Training and career development are the responsibility of both employees and Head of Department. A Head of Department shall assess their subordinates’ training needs and recommend employees for training to the management to improve their job performance and develop their career. Employees may also initiate training requests to the Head of Department which, would be reviewed by the Head of Department and the Industrial Relations, Training and Welfare Department on its suitability. The Group has implemented a slew of important strategies for learning and development initiatives at the organisation: Increasing employee engagement and wellbeing Improving business productivity Improving employee retention Attracting the best talent for businesses Increasing pro tability Improving the customer experience Creating a stronger company culture Human rights, labour, environment and anti-corruption UN Guiding Principles on Business and Human Rights International Labour Law Prohibiting child and forced labour Ensuring non-discrimination and equal opportunity Supporting a harassment-free and violence free workplace Prohibiting retaliation or any form of physical and mental disciplinary practice Respecting workers’ right to freedom of association Employees’ training requirements are identified through a structured process involving annual performance appraisals, competency assessments, and training needs analysis conducted by department heads. Inputs from business objectives, regulatory requirements, and employee feedback are also considered. The identified needs are consolidated into an annual training plan to ensure alignment with organisational goals and employee development. Informed by our learning and development strategies, Zetrix AI ascertains training needs via its Training Needs Analysis (“TNA”) process, as shown here: 1 2 3 4 5 Define the scope of the analysis Identify the specific tasks that employees perform Determine the skills and knowledge required to perform those tasks Assess the current skills and knowledge of employees Develop a plan to meet the identified needs Including identifying the specific employees, job roles, or departments that the analysis will focus on, as well as the time frame for the analysis. Including tasks related to their job role, such as using specific software or equipment, or tasks related to compliance with regulations or industry standards. This may include technical skills, such as proficiency with specific software or equipment, or soft skills, such as communication or problem-solving. By determining the skills and knowledge required, we can identify any skills gaps and assign proper training. These assessments are done through surveys, interviews, or observations, in order to identify any gaps between the skills and knowledge that employees currently have and what’s required to perform their tasks effectively. Include developing a training programme or identifying resources that can help employees acquire the necessary skills and knowledge. The effectiveness of training and development is assessed through post-training feedback, employee performance evaluations, and improvements in job competency. Feedback from employees and department heads is also considered to continuously enhance training programmes and ensure alignment with organisational needs. 125
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