UEM EDGENTA BERHAD ANNUAL REPORT 2021 1 2 3 4 5 6 7 MANAGEMENT DISCUSSION & ANALYSIS 99 98 Total Training Hours by Employee Category in 2021 Top Management Senior Management Middle Management Junior Management Supervisory Management Support Operational Support 741 hours 8,376 hours Executive Non-Executive 10,023 hours 10,531 hours 10,139 hours 11,487 hours 43,918 hours Average Training Hours by Employee Category in 2021 (hours) Executive: • Top Management: 34 • Senior Management: 41 • Middle Management: 38 • Junior Management: 31 Non-executive: • Supervisory: 16 • Management Support: 14 • Operational Support: 9 SUSTAINABILITY STATEMENT SUSTAINABILITY STATEMENT Career Development Programme Succession Management Succession planning is key to sustaining our growth. We have a strengthened Succession framework that identifies potential talent to be future successors. This framework in supported by a series of development initiatives, conducted through numerous channels, such as customised Seminars, Coaching and Mentoring, self-paced Learning via LEARN as well as LinkedIn Learning. Continual nurturing and succession management initiatives will be greatly expanded and cover UEM Edgenta’s international businesses in the mid to long term. Programmes for Upgrading Employee Skills Responsibility towards our people also means training them and (re)skilling them for the evolving needs of our businesses. The Group offers upskilling through training programmes and certifications to our many employees across divisions. These include Expert Talk and Leaders Teach Leaders series and workshops and seminars offering a diverse range of topics, including occupational health and safety, environmental management, environmental awareness, project management, technical capability and soft skill development such as communications, leadership and other topics. Our counterparts in UEMS Singapore also conduct Workforce Skills Qualifications training courses. In light of the pandemic environment, most training sessions and seminars were conducted virtually and/or in-house, reducing the need for face-to-face interaction. In 2021, we refined our existing Core Competencies for the Group, whilst developing increased technical competencies across divisions. Our Healthcare Support division launched the Facility Managers Development Programme which entails upskilling programmes specifically designed for Facilities Managers and job shadowing for potential successors. Whereas, our Infrastructure Services division conducts training needs analysis to identify areas of improvement and opportunities to refine our talents competencies and skill sets in Project Management. Digital Learning Training Modules New digital learning solutions were launched during the year and sparked immediate interest among employees by offering a wide selection of content in a digital learning environment. LEARN-on-the-GO (“LOTG”), covering Healthcare Support and Infrastructure Services divisions, is a digital initiative where the Group provides internet-enabled smart tablets to selected site offices to bridge the digital learning divide, specially among non-executives. Non-executives are now able to access learnings through LOTG and numerous other channels, such as our learning management system, virtual talks, webinars and online classroom sessions. A total of 12 tablets were provided to the Healthcare Support Division, and 10 to the Infrastructure Services division. As at December 2021, 95% of non-executives in chosen locations garnered the requisite knowledge to help them improve. Transition Assistance Transition assistance programmes are provided to employees to facilitate pre-retirement planning. Another relevant aspect of career management is when employees leave the company. The Group manages and tailors the provision of transition assistance programmes to local needs, regulations, and expectations. The Group’s transition assistance programme involves three modules, each designed to help our employees further their opportunities after ceasing full time employment. 1. Career Advisory 2. Perkeso Briefing on Employment Insurance System - monetary aid for job search assistance. 3. Upskilling Modules • Entrepreneurship – Starting your own business (Knowledge Sharing Session) • Interest-based skills e.g. YouTubing, baking, cooking (Sharing Session/e-learning) Performance Reviews Career development is a crucial part of the employee experience and retention. We believe that each employee is responsible for their own career journey, and encourage everyone to shape them based on individual aspirations, capabilities and expanding internal opportunities. In 2021, 100% of UEM Edgenta Berhad’s and UEMS Singapore’s employees received regular performance and career development reviews. We also initiated the newly revised Performance Management System framework. The PMS will ensure job appraisal processes follow an annual cycle with formal development discussions early in the year and follow-ups concentrated midyear when career and development discussions take place. Managers are also expected to follow up and provide frequent feedback, coaching, and support to employees. SKILLS AND CAREER DEVELOPMENT Our employee development strategy aligns to the needs of the ever changing business and industry environment. We structure the learning content in a way that allows us to react more quickly and individually to new knowledge requirements within the organisation. Under our Learning Management System (“LEARN”), we have adopted a Learn on Edge approach to deliver knowledge to all Edgenta Stars anytime, anywhere and on any device. Additionally, we support Edgenta Stars who are continuing their studies, by providing Study Leave, Exam Leave and Long Unpaid Leave. The Group also adopts the internally developed quality service delivery system, STARS, as the platform for the service delivery framework. The framework focuses on System, Training, Accelerated Improvement, Staff Recognition and Service as key success factors for an efficient and effective systemic approach towards running major operations. Total Training Hours of Employee (by Gender) in FY2021 Total Spent on Training and Education (Malaysia Operation - UEM Edgenta Berhad) FY2019 RM5.5 million FY2020 RM2.1 million FY2021 RM4.1 million Women 34,253 hours Men 60,963 hours Total employee training hours: 95,216 hours
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