CAHYA MATA SARAWAK SUSTAINABILITY REPORT 2015

33 CAHYA MATA SARAWAK SUSTAINABILITY REPORT 2015 TechnicalTraining Soft Skills Training • Civil engineering • Mechanical engineering • Electrical engineering • Project management • Chemical engineering • Road construction/engineering • Property development (modular construction for residential and commercial buildings) • Keeping abreast with industries' latest technologies, machinery and products • Technical visits overseas • Green building • Specific skills training • Leadership • Human resources management • Communication • Train the trainer • Secretarial and administration • People management • Senior Management development plans such as attending the Harvard programme or BFM • Public speaking • BURSA training • Sales and marketing Social: Labour Practices and DecentWork CMS’ Safety Month was launched by the respective Heads of Divisions in October 2015. It began with the handover of banners and buntings to Business Division managers and safety representatives. Other health and safety programmes held in 2015 included: • Daily site walkabouts to ensure that workers comply with OSHA 1994 and FMA 1967 regulations. The inspection covered all building operations and engineering works; • Daily mosquito prevention by clearing the water ponding and treating with larvicide; • Weekly joint inspections by the site safety supervisor, safety and health officer and site supervisor; • Weekly toolbox meetings; and • Temporary dry riser testing by BOMBA Tabuan Jaya on 15 September 2015. Training and Education We provide each employee with training and career development opportunities. This approach produces a highly-skilled workforce for CMS to retain. Executives, managers and above must attend an average of 24 hours of training per year while non-executives must undertake an average of 18 hours of training per year. In 2015, a total of 2,442 employees attended training sessions, including teambuilding sessions. CMS Training Budget and Hours Training Unit 2015 Average training budget per employee RM 1533 Average number of hours of training per year per employee Hours 17 In-House Training Capability (ITC) Our ITC programme covers critical processes and procedures of the Head Office’s key functions. This role adds value to the corporate office’s role as a policy maker and advisor, and also removes uncertainties in procedures or processes. The ITC programme is managed by Group HR, which is responsible for selecting, coordinating and evaluating the training. Group HR also identifies the best trainers from amongst staff and monitors employee development. Other Training Programmes The following tables cover the various types of training programmes undertaken by our staff in 2015. CMS Cement’s Plant Assessment Visit In early March, a team from CMS Cement Sdn Bhd together with representatives from CMS Head Office, visited a clinker plant in China. This plant assessment visit was led by the Head of the Cement Division. The team was particularly impressed by the plant’s green energy initiative. The plant invested heavily in constructing a waste heat recovery power generation plant to reuse waste heat energy from the clinker production process. The team left China with a broader knowledge of production processes and possible green initiatives. Succession Planning Succession planning is essential to ensure business sustainability and long- term growth. This approach is seen as necessary to help CMS meet its long- term sustainable growth objective. Management conducts succession planning annually and focuses on: • Creating a talent pool for critical positions; • Devising a customised development and mentoring programme for potential successors; • Monitoring the performance of potential successors; • Annual mentoring through a one-to-one interview with the Group Managing Director on the availability of potential successors; • Setting a timeframe for potential successors to fill critical positions; and • Alternative options to support the succession plans. Management Trainee Development Programme (MTDP) The MTDP attracts and develops executive-level talent as part of the Group’s succession plans. We provide trainees with 12 months of structured training in core corporate functions and specialised functions at various Business Divisions. The MTDP supports CMS’ long-term strategy to build and maintain high-quality technical and non-technical skill sets that are critical to the organisation. The programme also addresses manpower gaps resulting from business growth and natural attrition such as resignations and retirement. Upon completion of the MTDP, the trainees are assessed on their overall performance. Their respective mentors also consider behavioural and technical competencies before considering them for employment.