Talent attraction and retention Guided by our commitment to create an environment that motivates and values our employees, we have explored various initiatives that drive talent attraction and retention at the Group and divisional level. In addition, all our initiatives are also implemented in line with our effort to hire employees local to the area of our operations. The key initiatives carried out are illustrated in the diagram below: Total Spent on Training and Education Percentage of Employees Who Received Training Moving forward in 2023, UEM Edgenta will implement individual development plan which caters to all sections of our employees. Through this initiative, we hope that our employees will be more engaged and able to achieve their professional and personal aspirations during their employment at UEM Edgenta. Measures related to talent attraction and retention Measures related to talent attraction and retention Initiatives Initiatives In filling internal vacancies, we give priority to our existing employees, whereby such vacancies are communicated internally before being advertised externally. If an existing employee is keen to explore the role in question, he or she may request for an internal transfer, which is approved subject to the satisfactory completion of an assessment conducted by the hiring lead. In 2022, we also initiated an international mobility programme where outstanding staff are identified and given the opportunity to assume positon in international offices where suitable roles exist. Flexible work arrangements were initially introduced in response to the COVID-19 pandemic. Now, with its successful implementation, we have continued to provide this option to ensure that our employees stay motivated while benefitting from flexibility that they can use to benefit other areas of their life. Flexible Working Arrangement We also provide non-monetary recognition programmes for our employees with good performances. This is implemented through awarding of spot recognition tokens such as certificates, plaques, or monetary gift to well-deserving employees as a token of appreciation for their hard work and dedication. Rewards and Recognition Our practice of allocating benefits to our employees is carried out in consideration of the different needs by employees from various groups. Employees are provided with a range of benefits and welfare such as parental leave, life insurance, healthcare and retirement benefits. During the year, a total of 190 employees (comprising of 43 male employees and 147 female employees) had utilised their parental leave. From that pool of employees, we managed to achieve a return to work after parental leave rate of 84%. Furthermore, we are continuinung with our Edgenta Spending Account programme, which allocates employee with credits to spend on medical, wellbeing, and lifestyle benefits depending on their individual and flexible needs. To further enhance the programme, we are also planning on increasing the credit allocation based of the needs of different employee groups. In addition, as a mark of our commitment to reduce organisational carbon footprint we will be introducing Electrical Vehicle Premium (“EV Premium”) cards as the greener alternative to the current Petrol card benefit that is enjoyed by our employees. This is to further demonstrate our commitment to sustainability by encouraging eligible employees to transition to EV. In addition, as our effort in embracing diversity and inclusivity, we will be extending the pilgrimage leave that we offer for hajj and umrah to all other pilgrimage journeys for staff of different faiths and beliefs. Employment Benefits We currently conduct two distinct programmes which are aimed at providing working experience to students/fresh graduates: • Graduate Trainee Programme (9 to 12 months): 48 participants in FY2022; and • Internship Programme (3 to 6 months): 43 participants in FY2022. Programmes for Young Professional Employment 2020 RM2.1 million 2020 3,878 (93%) 2021 RM4.1 million 2021 3,945 (98%) 2022 3,517 (95.7%) Internal & International Mobility and Transfer Data for Edgenta (Malaysia Operations) only. 2022 RM5.54 million In 2022, Amount utilisation exceeded the approved budget due to amounts committed to in prior year being utilised in the current year (2022). SOCIAL VALUE CREATION SOCIAL VALUE CREATION p.168 p.169 UEM EDGENTA BERHAD INTEGRATED ANNUAL REPORT 2022 1 2 3 4 5 6 7 8 9 SUSTAINABILITY STATEMENT
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