FGV Annual Report 2012

A n n u a l R e p o r t 2 0 1 2 L a p o r a n T a h u n a n 131 • Group Discretionary Authority Limits (DAL) The Group has undertaken an initiative to compile and revise the Group DAL, which is aligned to the Group’s appetite and tolerance for risk. The Board has approved the revised Group DAL on 30 November 2012, to be used consistently throughout the Group. TheGroupDALestablishesasoundframeworkofauthorityandaccountability within the Group, including segregation of duties, which facilitates timely, effective and quality decision-making at the appropriate levels in the Group’s hierarchy. • Job Description and Performance Management The organisation structure is supported by clear description of the job responsibilities of each position and the linkage of related functions. Through this clarity of responsibilities and relationship between functions, the Group is moving towards operating efficiency The Group’s performance management is based on the Key Performance Indicators (KPI) system which aligns the requirement of performance of individuals to the financial targets and business plans of the Group approved by the Board.The bi-yearly review of the KPIs provides opportunity to ensure that efforts are taken to meet the performance requirements. 3. Commitment to Competency • Talent Pipeline A Talent Pipeline Program has been implemented within the organisation to meet future leadership demands of the Group. In this respect, the Group has identified 50 potentials from within the organisation and has been intensifying its efforts to raise these talents to meet the growth strategies and succession needs of the Group. The Talent Pipeline Program includes intensified leadership development, mentoring, and coaching, cross- functional and cross-border assignments. • Trainee Programs The Group has attractive Cadet Planter, ManagementTrainee and Accountant Trainee programs to attract high potential graduates to the Group to provide continuous supply of high calibre talent to the Group. The Cadet Planters, Management Trainees and Accountant Trainees are selected through a rigorous process. They are placed through a carefully designed program to provide them the experience and exposure, aimed at raising them to middle management capability at an accelerated rate. The Accountant Trainees are placed through professional accounting certifications (i.e. ACCA or CIMA) to ensure that the Group is supported with properly qualified individuals. • Had Kuasa Budi Bicara Kumpulan (DAL) Kumpulan telah mengambil inisiatif untuk menyusun dan menyemak DAL Kumpulan, yang diselaraskan dengan selera dan toleransi Kumpulan terhadap risiko. Lembaga Pengarah telah meluluskan semakan semula DAL Kumpulan pada 30 November 2012, yang akan digunakan secara konsisten di seluruh Kumpulan. DAL Kumpulan mewujudkan rangka kerja yang kukuh bagi kuasa dan kebertanggungjawaban dalam Kumpulan, termasuk pembahagian tugas yang memudahkan pembuatan keputusan yang tepat pada masanya, berkesan dan berkualiti di peringkat yang sesuai dalam hierarki Kumpulan. • Penerangan Tugas dan Pengurusan Prestasi Struktur organisasi disokong oleh penerangan yang jelas mengenai tanggungjawab tugas setiap jawatan dan hubungan antara fungsi yang berkaitan. Menerusi penjelasan tanggungjawab dan hubungan antara fungsi ini, Kumpulan bergerak ke arah kecekapan operasi. Pengurusan prestasi Kumpulan adalah berdasarkan sistem Penunjuk Prestasi Utama (KPI) yangmenyelaraskan keperluan prestasi individu dengan sasaran kewangan dan pelan perniagaan Kumpulan yang telah diluluskan oleh Lembaga Pengarah. Kajian dwi-tahunan ke atas KPI tersebut menyediakan peluang untuk memastikan bahawa usaha-usaha telah diambil bagi memenuhi keperluan prestasi. 3. Komitmen terhadap Kecekapan • Saluran Bakat Program Saluran Bakat telah dilaksanakan di dalam organisasi bagi memenuhi permintaan kepimpinan masa hadapan Kumpulan. Dalam hal ini, Kumpulan telah mengenalpasti 50 bakat berpotensi dalam organisasi dan telah menggiatkan usaha untuk mengembangkan bakat-bakat ini agar dapatmemenuhistrategipertumbuhandankeperluanperalihankepimpinan Kumpulan. Program Saluran Bakat ini merangkumi pembangunan kepimpinan yang dipergiatkan, bimbingan dan latihan, serta tugasan rentas fungsi dan rentas sempadan. • Program Pelatih Kumpulan mempunyai program-program Kadet Penanam, Pelatih Pengurusan dan Pelatih Akauntan yang menarik bagi memancing minat graduan berpotensi tinggi menyertai Kumpulan agar Kumpulan terus memiliki bekalan bakat berkaliber tinggi. Kadet Penanam, Pelatih Pengurusan dan Pelatih Akauntan dipilih menerusi satu proses yang ketat. Mereka melalui satu program yang dirancang rapi yang memberi mereka pengalaman dan pendedahan agar keupayaan mereka dapat ditingkatkan ke tahap pengurusan tengah pada kadar yang pantas. Pelatih Akauntan dikehendaki melalui pensijilan perakaunan profesional (iaitu ACCA atau CIMA) bagi memastikan Kumpulan disokong oleh individu-individu yang wajar dan berkelayakan.