INSP IRAT IONAL WORKPLACE & CULTURE Sect ion 08 61 SUSTAINAB I L I TY Report 2022 Employee Engagement FY2020 FY2021 FY2022 Total Spent (RM) on Employee Engagement activities 144,236 136,559.5 707,251.2 INSP I RAT IONAL WORKPLACE & CULTURE SUCCESSION PLANNING AND MANAGEMENT Succession planning is material towards ensuring continuation of competent leadership and talent in key management positions, including technical positions. Good leadership is essential to the success of any organisation, without which, plans and targets become difficult to achieve. Ranhill’s approach to succession planning is spearheaded by the Leadership Development Centre (“LDC”), which comes under the purview of GHR. For every identified leadership position, two potential candidates are identified. The candidates are then groomed accordingly through training programmes, mentoring and also on-the-job exposure. Following is the progress of the Group’s succession planning programme in FY2022: Title No. of Candidates FY2020 No. of Candidates FY2021 No. of Candidates FY2022 Leadership Development Center (C-1) 24 23 23 Leaders Ready (C-2) 41 37 36 Similarly, all operating companies have also implemented their respective succession planning programmes to develop their next echelon of company leaders. WORK LIFE BALANCE Work-life balance is essential in preventing burnout among employees. The latter is achieved by reinforcing among employees the need to focus on health, family life and social and recreational activities. Budget for these events are paid by the employer. In FY2022, RPI and RPII organised two health talks for its employees: Heart Attack Prevention and The Importance of Colorectal Cancer Screening. Ranhill’s Dress Down Day is an initiative at promoting enjoyable and engaging activities at workplace R-care Healthy Day program promoting employees to live healthy and practise work-life balance
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