At FGV, talent management starts at the very outset, at recruitment. We value our employees as the backbone to our continuing growth and development and, accordingly, attracting and recruiting the right talent takes high priority. Our recruitment efforts are targeted at bringing in capable, diligent and honest employees who will go beyond expectations to collectively collaborate at building an even better FGV. We look for qualities that are aligned to our core values and inherent agility, adaptability and resilience to respond positively to the challenges of our constantly evolving business and operating environment. Our recruitment strategies and processes are constantly refined to keep pace with changes in our dynamic operating environments. This helps to ensure that the talent we bring on-board. In addition to experience and competencies, come with the outlook, agility and resilience needed to bring FGV to ever greater heights. FGV adopts an inclusive approach to recruitment and endeavours to infuse diversity as we build our talent pool, recognising that diverse backgrounds and cultures also bring diversity in ideas and approaches which FGV will benefit from. An attractive remuneration package is an integral part of our recruitment strategy. We endeavour to provide competitive salaries aligned to levels of our industry peers, in line with the FGV Strategic Human Capital approach towards Evaluating & Rewarding Right. We are committed to ensuring that pay levels for our jobs are competitive externally and equitable internally. Our Group Human Capital (GHC) uses the Job Evaluation (JE) approach (Hay Group JE Methodology) to determine the value of a job to establish a market-based and competitive salary structure via a systematic approach. A staggered plan over three years is formulated to achieve our approach to “Rewarding Right”. Every year GHC also participates in the Salary Survey conducted by Korn Ferry to ensure we have up-to-date market salary and benefits data. On top of that, GHC is currently in the midst of performing a remuneration competitiveness study with MERCER for the whole of FGV to provide a holistic view of our existing total remuneration including benefits and determine whether they are equitable and effective. Reflecting our commitment as a responsible employer, our remuneration package also contains an equally competitive range of non-financial benefits. TALENT MANAGEMENT Talent management is integral to the future prosperity of all businesses to secure their relevance and longevity. FGV recognises the integral role a skilled and competent workforce plays in ensuring that our business is sustainable and our ability to compete is continually strengthened. It is our aim and intent to attract, nurture and retain the best talent to take our business forward as well as to support their continuing development of skills and competencies. Our talent management is guided by a range of frameworks that cut across the employment lifecycle: Human Capital Strategy Framework Talent Management Framework Learning and Development Framework Learning and Development Delivery Framework Performance Management Framework These frameworks take into account FGV’s objectives to acquire, shape, grow and develop as well as retain a high-performing workforce that supports our current and future needs and objectives. i ii iii iv v Respecting Human Rights 88 FGV HOLDINGS BERHAD RESPONSIBLE BUSINESS ABOUT THIS REPORT RESPECTING HUMAN RIGHTS
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