Fraser & Neave Holdings Bhd Sustainability Report 2019

PROGRAMME FOCUS EMPLOYEES TARGETED 7 Habits of Highly Effective People Self-management & interpersonal skills Top, middle, junior management & employees ASEAN Management Development Programme Leadership and management skills Top management Management Development Programme Leadership and management skills Top & middle management Future Leaders Development Programme Leadership and management skills Junior management Coaching Skills Leadership through effective coaching Top & middle management Business Acumen Driving for business performance Top, middle, junior management & employees Education Assistance Programme For various technical and professional certification Non-unionised employees Functional and Technical Training Functional and technical skills Manufacturing 4. Holistic High Performer Retention and Development We give every employee the opportunity to grow with the company and contribute to a high-performing, sustainable organisation. It is part of the culture at F&NHB that each employee is supported to implement their IDP, using the 70/20/10 Learning Model. During the year, 1,059 employees attended a series of informal knowledge-sharing sessions (more than 1,972 hours) covering a wide range of topics, including: First Aid Awareness & Cardiopulmonary Resuscitation; Corporate Compliance & Tax; and Online Cyber Security Training. These sessions provide great opportunities to learn about a range of technical and non-technical issues and strengthen relationships between colleagues throughout the company. Our key training programmes focused on developing management and leadership skills, to groom high-potential employees and emplace them for succession. Some key development programmes include: 20% Learning from others and developing relationships (e.g. coaching and mentoring) 10% Formal training courses or e-learning 70% On-the job training and assignments 5. Proactive Succession and Workforce Planning Through our annual Talent Review and Succession Planning process, we identify employees who have the potential to become future leaders at F&NHB. Working alongside the Talent Management Team, identified future leaders chart their individual career development pathways to ensure they are in the best position to succeed at a high level. Talent management is closely linked with succession planning, and in combination provide us with a steady pipeline of future leaders who are able to support our business needs. Initiatives include job rotations, transfers and project assignments to allow exposure to various operations within the company. GRI 404-2: Programmes for Upgrading Employees and Transition Assistance Programmes S U S T A I N A B I L I T Y R E P O R T 2 0 1 9 Delivering Value 047