2019 UEM Edgenta Annual Report

72 Edgenta Academy The Edgenta Academy underscores our commitment and continuous efforts to improve the capabilities, skills and knowledge of our employees. We conceptualised Edgenta Academy in 2017 with the aim of: • Making us the leading centre of excellence in Asset Management and Infrastructure Solutions and champion industry thought leadership • Institutionalising standards, develop competencies and programmes relevant for today’s business and expectations of the industry During the year, we launched our Edgenta Academy website as the first step in our journey as described above and differentiate our offerings in the industry. A standard module was also created for the Cleansing Services (“CLS”) unit from the Healthcare Support division. The CLS Standards includes the establishment of the Competency Model and Description, Train-the-Trainer guidelines, training collateral such as booklets, posters and infographic cards, as well as delivering structured development CLS training modules to the division. With the Academy serving as the overarching body to design standards, competencies, certification and training modules to transform our organisational capabilities, we have also set up the UEM Edgenta Learning Centre (“UELC”) as the physical space for the delivery of programmes from the Academy and any others. The Edgenta UEMS Center of Excellence is also housed within UELC, showcasing a state-of-the-art learning centre with healthcare services simulation zones, tools and equipment. BETTER BUSINESS – WORKPLACE (CONT’D) UEM Edgenta Learning Centre Strategically located in Petaling Jaya, the 29,000 sq. ft. UEM Edgenta Learning Centre (“UELC”) was established in May 2019 to host training programmes for our employees from across our business. The centre’s wide array of facilities include 6 large training rooms, 4 meeting rooms and a modern discussion and dining area, which creates a conducive environment for collaboration, active learning and employee engagement. UELC houses our signature training programmes, such as Supervisor 2.0, DR-related workshops, safety workshops, company-wide inductions, as well as leadership programmes that are conducted in rotation with other locations in the region. Talent Acquisition and Organisation Design To empower our employees and strengthen their talents, the Organisation Design Toolkit was created through the Organisation Design Business Process Reengineering (“OD BPR”) framework. The toolkit introduced the ‘7S Model’ guide (Strategy, Structure, Systems, Shared Values, Skills, Staff and Style) to enhance the Company’s organisation design, established a process flow to improve our governance and revamped tools and templates for easier access of information. The Organisation Design Toolkit is expected to create a robust, business-centric organisation design approach and process that will increase our operational efficiency and effectiveness at work. The toolkit will also enable business leaders to make decisions on talent movement and organisation design, while empowering them to manage organisation design transitions and create evidence-based discussions. Sustainability Statement