KENANGA INVESTMENT BANK BERHAD SUSTAINABILITY REPORT 2024 BASIS OF THIS REPORT OUR APPROACH TO SUSTAINABILITY KENANGA AT A GLANCE GOOD GOVERNANCE LEADERSHIP STATEMENTS SUSTAINABLE ECONOMIC GROWTH ENVIRONMENTAL STEWARDSHIP EMPOWERING PEOPLE AND COMMUNITIES APPENDIX 93 92 Talent Development Kenanga remains focused on cultivating a skilled, competent, and agile workforce by providing employees with access to purposeful growth and developmental opportunities. A variety of training and development initiatives were implemented to enable employees to upskill and reach their potential, ensuring they continue to drive organisational growth. Training and development programmes are identified through the Kenanga Competency Framework, which aligns with the Securities Industry Development Corporation (“SIDC”)’s Industry Competency Framework and is supported by Kenanga’s core values and leadership competencies. In addition to the Framework, we also refer to the Bursa Malaysia Sustainability Competency Framework to develop training plans for roles relevant to sustainability. Our Future Skills Framework further supports these efforts by identifying the future-oriented skills necessary to keep our workforce competitive and adaptable in a rapidly changing business landscape. Kenanga’s Learning and Development Policy reinforces our commitment to continuous learning at all levels of the organisation. We consistently provide opportunities for growth through training programmes in areas such as digital competency, leadership skills, and sustainability, ensuring employees are well-prepared to meet evolving business needs. Our Approach to Talent Development At Kenanga, we adopt a competency-based approach to Talent Attraction, Development, and Management to ensure alignment with organisational priorities and individual employee growth. A yearly training plan is established based on each employee’s Individual Development Plan (“IDP”), enabling targeted development programmes that support both the Group’s focus areas and individual career progression. We continue to uphold a comprehensive four (4)-pronged approach to our training and development initiatives, with a central focus on fostering personal development of our employees in alignment with the evolving requirements of our business. Regulatory Mandatory courses that ensure robust corporate governance and regulatory compliance. Functional Courses that equip employees with technical and practical skills relevant to professional growth and the Group’s business needs including accredited courses with certifications or professional qualifications required by job roles. Leadership Modules that inculcate leadership skills through building winning mindsets and developing the capacity of employees to implement the Group’s strategy. Personal Effectiveness Courses that hone employees’ competencies and facilitate self-improvement. Our Approach to Talent Development Training and Development Highlights for FY2024 • Over RM2.65 million was invested in employee training and development initiatives. • A total of 42,294 training hours were recorded. Key Talent Development Programmes and Initiatives Individual Development Plan Sustainability Programme Tech Talent Programme Good Corporate Governance Programme Kenanga Leadership Programme Subscription to the LinkedIn Learning Platform Role-Based Development At Kenanga, we offer role-based training to help employees in key positions stay updated and competitive. We continue to support their professional development by partnering with external training and certification providers such as Iverson Malaysia, the Asian Institute of Chartered Bankers (“AICB”), and the Asian Banking School. Together with our partners, we strive to develop a workforce that is equipped with high standards of conduct, knowledge and competence. In 2024, we supported 45 employees in obtaining professional certifications from various certification programmes as follows: Asian Institute of Chartered Bankers • Certification for Climate Risk • Certification for Professionalism and Ethics • Advanced Certification in Anti-Money Laundering and Counter Financing of Terrorism Iverson Malaysia • Certification for ITIL Strategist: Direct, Plan & Improve • Certification for Microsoft Azure Security Technologies Securities Industry Development Corporation • Techguard: Empowering Capital Markets with Resilient Technology Risk Framework • Certification for Investment Management and Corporate Finance Programme Average Training Hours per Employee 2024 2023 2022 29.0 44.9 31.7 Average Training Days per Employee 2024 2023 2022 3.6 4.3 4.0 Average Training Hours per Employee by Category 77.7 Key Management 49.9 Senior Management 32.1 Middle and Junior Management 10.2 Non-Executive/ General Employees Total Hours of Training by Employee Category 1,477.1 Key Management 2,145.0 Senior Management 37,666.1 Middle and Junior Management 1,005.5 Non-Executive/ General Employees Average Training Hours per Employee by Gender 13.5 12.0 Male Female We initiated a three (3)-year Tech Talents Programme in 2023 to prioritise the upskilling of internal capabilities and support the Group’s digital transformation. In 2024, a total of 14 employees underwent training as part of this initiative. We continue to equip our employees with ESG and sustainability-related skills and expertise to drive our sustainability agenda forward. In the year under review, 244 employees participated in ESG and sustainability-related training, recording 1,019.9 training hours. The training covered topics such as climate-related risks, ESG investing, sustainability assurance, and sustainability disclosures. EMPOWERING PEOPLE AND COMMUNITIES EMPOWERING PEOPLE AND COMMUNITIES
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