82 83 Environmental Stewardship About This Report Who We Are Progressing Towards A Sustainable Future Managing Our Sustainability Risks Good Governance Sustainable Economic Growth Empowering People and Communities KENANGA INVESTMENT BANK BERHAD Sustainability Report 2022 Awards and Recognitions GRI Content Index ESG Performance Data Leadership Development We recognise the importance of developing leadership skills of our employees and apply employee talent mapping based on the traits listed below: Ability to drive results Ability to collaborate and build effective relationships Ethical and risk-conscious mindset Sound client focus Capacity to innovate and respond to change Communications skills The Kenanga Talent and Succession Management Framework outlines our strategy to ensure a strong talent pipeline is available to fill key positions as needed within the Group. Additionally, we have implemented a new approach to measure talent potential based on ability, commitment, and engagement. To assess these components, we have developed new guidelines that provide a more standardised and objective approach to employees evaluations. E-learning on Kenanga Learning Management System The contents are updated with relevant e-learning modules to suit the learning needs of our employees. The courses are catered to all level of our employees including new hires. Cyber Security Awareness Training Business Continuity Management Awareness Training Data Loss Prevention UNGC Sustainability Modules 7th ARS Total Number of Courses 17 Total Hours 16,158 70.6% 5.9% 5.9% 11.8% 5.9% 17.2% 63.2% 1.9% 4.0% 13.8% Total Enrolments 14,845 62.2% 6.8% 8.7% 14.6% 7.6% Talent Management Performance Management at Kenanga We have ongoing Performance Management Cycles starting from the first quarter of the year, which is followed by progressive reviews and performance appraisals for employees at all levels in the fourth quarter of the year. Employees are guided by the Performance Management Matrix and Development Guidelines as approved by the Board. The results of these performance appraisals are the basis for reward distribution, talent management, as well as learning and development. In the event of underperformance, a performance improvement plan will be implemented. EMPLOYEE PERFORMANCE MANAGEMENT IN 2022 Number of employees 1,201 % of workforce 88.7% Total eligible employees Moving Forward We commenced development of Individual Development Plan (“IDP”) in 2022 with the aim for all employees to have their personalised IDP completed by 2023. The IDP is to support personalised learning path for our employees through blended learning activities which includes relationship-based and experiential learning. The implementation of the personalised IDP includes mentoring, coaching, hands-on workshops as well as on-the-job training with a supervisor. We will also continue to offer virtual and online learning with higher quality of digital contents and updated modules. To address technology talent sourcing, retention and cost challenges, greater focus will be put in place to upskill our internal capabilities to support the Group’s digital transformation. We will rollout Tech Talents Upskilling Program in 2023 target to build internal talent pipelines for Cloud and DevOpsSec roles. Another key human capital development initiative commencing in 2023 is the Kenanga Leadership Development Programme which supports the employee career progression in leadership roles within the Group, starting from Operational Lead, People Manager, Senior Management to Executive Leaders. EMPLOYEE CATEGORY Key Management 18 Senior Management 38 Middle Management 459 Junior Management 573 Non-Executive/ General Employees 113 EMPOWERING PEOPLE AND COMMUNITIES EMPOWERING PEOPLE AND COMMUNITIES
RkJQdWJsaXNoZXIy MTc1ODMy