44 Additional Information We Are Kenanga Leadership Message Our Sustainability Approach How We Are Governed Financial Statements Shareholders’ Information OUR SUSTAINABILITY STATEMENT Role-based Development We continue to support our employees’ career development by collaborating with external training and certification providers such as the Asian Institute of Chartered Bankers, Iverson, and the Asian Banking School, which is the largest specialised provider of training programmes for the banking sector in the ASEAN region. We also continue to provide our employees with the ESG and sustainability-related skills and expertise they need to be able to advance our sustainability agenda. A total of 2,449 employees took part with 3,615.5 training hours logged in 2022, covering the topics of climate-related risks, ESG, and sustainability. In collaboration with UNGC, we implemented two (2) sustainability courses via Kenanga’s Learning Management System, including ‘How to Understand and Take Action on the Global Goals’, and, ‘Translating Human Rights into Business Practice’ which received a 95% completion rate from Kenanga employees on average. In 2022, we supported nearly 160 employees in obtaining professional certifications from various certification programmes including certification in ‘ESG & Impact Investing’, ‘Sustainability Reporting Practitioner’, ‘Integrity Officer’, ‘Fraud Examiner’, and specialised qualifications for Banking Experts amongst others. Additionally, our remisiers attended 39 sessions of in-house CPE courses which covered topics such as ‘The Future of Money-Blockchain’, ‘Cryptocurrencies & IEOs’, ‘Digital Leadership for Sustainable Business in Industry 4.0’, ‘12th Malaysia Plan - Challenges and Opportunities’, ‘Fundamentals of ESG Investing’, ‘The Evolution of The Internet: The Metaverse & Decentralised Finance’, in order to keep them abreast with new development and rapidly changing consumer market needs. Leadership Development The Kenanga Talent and Succession Management Framework outlines our strategy of maintaining a strong talent pipeline to fill key positions within the Group. Additionally, we have implemented a new approach to measure talent potential based on ability, commitment, and engagement. To assess these components, we have developed new guidelines that provide a more standardised and objective approach to employees evaluations. E-learning at Kenanga The LMS offers orientation programmes for new hires, along with annual regulatory seminars, AMLA and ethics training, as well as programmes in leadership and personal development. In 2022, we conducted 17 online courses, which were attended by 14,845 enrollments and logged 16,158 hours of e-learning. Talent Management Performance Management at Kenanga We have ongoing Performance Management Cycles starting from the first (1st) quarter of the year, which is followed by progressive reviews and performance appraisals for employees at all levels in the fourth (4th) quarter of the year. Employees are guided by the Performance Management Matrix and Development Guidelines as approved by the Board. The results of these performance appraisals are the basis for reward distribution, talent management, as well as learning and development. In the event of underperformance, a performance improvement plan will be implemented. Future Outlook We commenced development of Individual Development Plan (“IDP”) in 2022 with the aim for all employees to have their IDP completed by 2023. The IDP is to support personalised learning path for our employees through blended learning activities which includes relationship-based and experiential learning. For more information on how we continue to empower our workforce and our future plans, please refer to page 75 of our Sustainability Report 2022.
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