INSP IRAT IONAL WORKPLACE & CULTURE 08 Sect ion 60 Ranhi ll Ut i l i t i es Berhad Average Training Hours by Gender FY2020 FY2021 FY2022 Average Training Hours Per Employee (Male) 224.6 31.6 32.2 Average Training Hours Per Employee (Female) 160.1 30.4 32.6 Average Training Hours by Employee Category FY2020 FY2021 FY2022 Average Training Hours Per Employee (Senior Management Staff) 151.3 17.9 25.4 Average Training Hours Per Employee (Management Staff) 178.5 25.1 34.5 Average Training Hours Per Employee (Executives) 169.0 31.2 18.4 Average Training Hours Per Employee (Non-Executives) 184.6 24.3 25.7 Total Training Hours by Employee Category FY2020 FY2021 FY2022 Total Training Hours Per Employee (Senior Management Staff) Nil Nil 1,855.7 Total Training Hours Per Employee (Management Staff) Nil Nil 9,202.0 Total Training Hours Per Employee (Executives) Nil Nil 20,164.3 Total Training Hours Per Employee (Non-Executives) Nil Nil 66,314.2 Attended Training Data FY2020 FY2021 FY2022 Total male employees attended training 687 7,356 2,425 Total female employees attended training 108 2,292 619 Total employees attended training 795 9,648 3,044 INSP I RAT IONAL WORKPLACE & CULTURE TRAINING NEEDS ANALYSIS (EMPLOYEE APPRAISALS) 100% of employees go through the training needs analysis process which is effectively a performance appraisal that focuses on competency assessment. The assessment provides an accurate snapshot of the individual employees’ strengths, areas for improvements, career and competency potential and other details. Appraisals enable a fair and transparent assessment of employees’ performance, and also provide an opportunity for staff to voice their feedback on the company and matters related to their job or work conditions. In essence, the platform serves not just to assess performance, but also to enable superiors to better understand employees’ work conditions, challenges and to offer solutions to resolve issues. Areas for improvement are identified and plans formulated for the closing of performance gaps. If there are disputes to the findings of the appraisal, the employee has the right to channel his or her disagreement to HR. For FY2022, all staff have been appraised except probationary and temporary staff. There were zero unresolved cases of dissatisfied appraisals. In particular, Ranhill is committed to producing competent industry talent through the Sijil Kemahiran Malaysia (SKM) Certification for Water Operators. The HCDF combines competency-based training and development programme towards enhancing the skills, competencies and knowledge of staff. ASSESSMENT OF TRAINING EFFECTIVENESS Training and development programmes are assessed based on feedback forms which are filled by participants at the end of the course. A further assessment is also conducted based on changes in staff behaviour and work performance based on the following: Improvements in work performance Positive changes in behaviour and motivation Ability to apply training / skills developed to the job
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