Datasonic Group Berhad Annual Report 2021

2021 ANNUAL REPORT 43 TRAINING HIGHLIGHTS As a responsible corporate citizen, Datasonic continually seeks ways to provide resources to the communities in which it operates. In FY2021, Datasonic has extended its monetary contributions to various charities and philanthropic activities. These donations reached out to underprivileged groups such as old people, single mothers, orphans and victims of natural disaster. The Group also held a three-week donation drive from 18 January to 13 February 2021 to raise money for flood victims in Malaysia, which was channelled to MERCY Malaysia’s Flood Relief Fund to be converted into hygiene kits and food packs for the benefit of the affected families. Datasonic believes in cultivating a culture of inclusiveness, innovation and education amongst our diverse workforce. We also seek to create a safe, healthy, engaging and supportive workplace where employees can thrive. Competitive Benefits Datasonicmanages remuneration, salary and wages fairly by considering factors such as qualifications, experience, job grade, position, responsibility and individual performance. After benchmarking our salary rate against similar businesses in the industry, our benefits and remuneration packages are currently on par and / or above the market rate. This commitment resulted in a healthy turnover rate with the most recent being 5.11%. Datasonic will continue to ensure fair compensations for all our employees. Local Expertise, Global Strategy The Group’s Hiring Policy does not formally prioritise locals. However, we engage locals for certain business operations due to the high sensitivity and security considerations of our products and solutions such as: • MyKad, passports and other forms of secure identification; and • Financial products including credit and debit cards. Datasonic continued to provide direct local employment with 99.5% of the workforce being local in FY2021. Apart from offering industrial job training, we are also working with the government to build local skills and expertise through our involvement in the Protégé Programme. Talent Management Investing in diverse, high-potential employees helps build a culture of inclusion. Special coaching and training programmes support retention, development and promotion. The Human Resource Department conducted a Training Needs Analysis / Identification (TNA / I) on employees of all grades within Datasonic and its subsidiaries. This exercise identified performance gaps, training needs and programmes to address those needs. Employees were required to estimate their current competency level for each skill, the significance to their job and additional training requirements. Career development programmes held throughout the year included training on security, production, quality analysis, management information systems, software and project engineering and management. SOCIAL: SOCIETY PEOPLE SUSTAINABILITY STATEMENT FY2019 FY2020 FY2021 Average training hours per year per employee 4 8 4 Number of training hours 2,463 5,523 2,605 Number of attendees 170 263 325