GHL System Berhad Annual Report 2019

G H L S Y S T E M S B E R H A D 1 9 9 4 0 1 0 0 7 3 6 1 ( 2 9 3 0 4 0 - D ) 26 DESIGN AND MARKETING OF PRODUCTS AND SERVICES (Cont’d) With this in mind, GHL obtained a money lending licence to manoeuvre main problems faced by SMEs and the unbanked households – that is to bridge the payment and credit gap, while educating this group about the financial well-being. The money-lending licenses were issued by the Ministry of Housing and Local Government (Money Lending Licence under the Moneylenders Act 1951) and Bank of Thailand (Nano Finance Licence) for GHL’s operating units in Malaysia and Thailand, respectively. Reaching over 138,800 TPA payment touchpoints across ASEAN, this puts GHL in a position to devise an optimum financing plan for merchants. The micro-lending product is just one of many solutions that will be followed by more SME and micro-entrepreneur - centric financial products in order to provide more value-added services, in addition to just payment acceptance. CUSTOMER EMPOWERMENT EVENTS The emergence of Fintech is the most exciting development of today and will very well be the solution to broaden the financial inclusion. While the urban population is thrilled to ride on this Fintech wave, GHL perceives that the bigger challenge lays in upgrading the financial literacy among the suburban and rural crowds. GHL embraces the challenge and poise to play an important role in changing that stigma by sharing knowledge and expertise across. In August, GHL had the pleasure of receiving Sen Heng Group, who were very keen to learn more about GHL’s business diversification, management structure, and to emulate GHL’s best practices. Sen Heng Electric Sdn. Bhd. - one of GHL’s valuable customer, have long adopted e-wallet and MyDebit payment acceptance, as well as e-pay services. They brought a delegation of 30 people, comprising their top management members as well. In September, Chief Executive Officer, GHL Malaysia, Kevin Lee, shared his views with SMEs on Embracing Digital Payment at the In4tech: Food Innovation Conference at KLCC. GHL was thrilled to be part of the drive to converge the untapped ASEAN potential cash merchants to cashless. As part of the effort, 300 of GHL’s payment acceptance devices (Android Smart All-in-One terminal) were given out to selected lucky SMEs during the talk. The conference was in conjunction with the Food and Hotel Malaysia (FHM) national trade exhibition. In November, however, Chief Executive Officer, GHL Philippines, Rey Chumacera, had the honour to share his views on business transformation through innovation and digital transformation, as one of the panelists during the Philippine National Bank (PNB) 2019 Transforum. Known as the first PNB Transforum held at the Clark Marriot Hotel in Luzon last year, it aims at bridging the gap between PNB’s clients and partners to drive business growth. HUMAN RESOURCE The Group values employees as key assets for the sustainable success of its operations and acknowledges that having a quality working environment develops employees’ efficiency, effectiveness, and quality of life. Human Resource (“HR”) Policies and Procedures comply with relevant legislations to ensure that the Group embraces equality, diversity, and innovation. Talent Attraction and Retention The Group believes that employees’ professional contribution plays a major role in influencing the performance of the business, and considers it vital in hiring the best employees, investing in their personal and professional growth. The Group also promotes these GHL Values - “ Teamwork ” and “ Boleh Attitude ” by empowering employees to deliver and take ownership of results. In the effort of promoting both values, the Group continuously motivates and develops the workforce by encouraging employees to seek self-improvement through training programmes which could offer opportunities for career development. Specific initiatives and customised development plans have also been put in place to support growth of high-potential staff within the Group. The HIPO (High Potential) Programme focuses on talent development and talent retention by identifying high potentials for key leadership positions to meet the Group’s current and future requirements. Selected candidates will be assessed, monitored, and reviewed with proper guidance in which help accelerate candidates’ readiness to assume more challenging and complex roles and responsibilities. In 2019, the Group has successfully identified 20 high potential employees to enroll in the one (1) year programme. SUSTAINABILITY STATEMENT CONT’D