Fraser & Neave Holdings Bhd Sustainability Report 2020

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, those who have been identified as future leaders, chart their individual career development pathways to ensure they are in the best position to succeed at a high level. Initiatives include job rotations, transfers and project assignments to allow exposure to various operations within the company. 6. Engaging Corporate Culture F&NHB promotes a culture of engagement and inclusion. At the heart of this are our Global Values, which emphasise that optimal outcomes happen when we work together. Senior management interact with employees through various channels such as town hall meetings and briefings, CEO roadshow sessions, Fraserians Connect mobile app, intranet updates, monthly employee email newsletters. Employees are encouraged to partake in sports and other physical activities through our in-house gym facilities, membership of internal sports clubs, and in employee badminton or golf tournaments. An engaging culture also means an active feedback platform. Employees are encouraged to share real-time feedback, ideas and suggestions directly with senior management via F&N Voice, a WhatsApp mobile messaging platform. 7. Strategic Talent Acquisition and On-boarding F&NHB strives to promote from within and maximise opportunities for our own talent. Where this is not possible, our human capital team ensures that we are able to recruit external applicants with abilities that match the company’s needs. Our interviewers are trained to ensure that the interview process is fair and effective. Across the Group, our Beverest TPMS is used to ensure that all new recruits benefit from a comprehensive and consistent on-boarding programme. This includes a mix of self-serve e-learning and one-on-one support. Our ‘Future-ready Manager Programme’ ensures that we replenish and grow our pool of future executives. We use a variety of assessment tools as part of a rigorous process to recruit the most suitable candidates. As soon as they join the team, the successful candidates begin a formal two-year programme to get a wide variety of experience. Caring For F & N Family Since 2003, F&NHB has been presenting the Chairman’s Award to academically high achieving children of employees. The award is an employee appreciation initiative and provides motivation for their children to strive for excellence. A total of RM228,225 in cash was awarded to 99 recipients this financial year. To-date, F&NHB has disbursed RM4million to over 2,000 children through the programme. 1 SOURCING • Campus recruitment efforts • Past interns/contract staff • Outstanding F&N Scholarship recipients 2 SELECTION • Rigorous selection process • Multi-level assessment approach 3 PROGRAMME STRUCTURE • Duration: 2 years • 2 Tracks: – Generalist – Specialist • Rotation after 1st year • Assign Coach and mentor 4 TALENT POOL • Career Progression • Talent Mobility Programme • Development/Managerial Programme 053 SUSTAINABILITY REPORT 2020