GHL System Berhad Annual Report 2020

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 SUSTAINABILITY STATEMENT CONT’D CUSTOMER EMPOWERMENT EVENTS (Cont’d) Below were some of the occasions where the Group was granted the opportunity to share insights through numerous programmes in collaboration with Malaysian Digital Economic Corporation (MDEC): (Cont’d) 2. July 2020 – The Group was one of the solution providers invited to share success stories during a virtual event, co-organised by Malaysia Digital Economy Corporation (MDEC), Islamic Development Bank (IsDB), SME Corporation Malaysia, Investment Account Platform (IAP), and United Nations Capital Development Fund (UNCDF), aimed at sharing Malaysia’s experience in supporting MSMEs recovery from the COVID-19 crisis. 3. November 2020 - ‘ Reinventing Malaysia’s Digital Economy ’ was an online event organised in conjunction with Malaysia Tech Month, a month- long curation of the very best in digital and technology keynotes, workshops, and discussion. The Group also took centre stage by participating in TECHFEST 2020 . The three-day event took place in Penang, Malaysia, bringing an array of activities centred around technology and innovation, discussion panels, talk shows, virtual exhibitions, and more. 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 adheres to these Core 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. In 2020, the biggest adjustment that all staff had to master was working remotely, a necessity for business continuity. To allow and promote productive remote working, the Group ensured that all equipment and tools needed were enhanced to support the new remote work requirements. Old devices such as laptops were either upgraded or replaced to improve efficiency. The Group’s video conferencing capability was also upgraded to ensure seamless connectivity throughout the remote working period. Understanding that employees are the most valuable asset, the Group took immediate and proactive action to protect all employees by insuring them against the threat of COVID-19. Health and safety contingency plans addressing the risk of COVID-19 were laid out, which included monitoring health of employees, following strict adherence to Standard Operating Procedure (SOP), and supplying face masks as well as personal/common hand sanitizers. By taking care of employees’ well-being, the Group further aided in promoting employee retention. Specific initiatives and customised development plans were also 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 were assessed, monitored, and reviewed with proper guidance in which helped accelerate candidates’ readiness to assume more challenging and complex roles and responsibilities. In 2020, 17 high potential employees successfully graduated in this one (1) year programme. Employee Training Learning and development initiatives have been implemented across GHL Group to upskill and reskill employee capabilities, ranging from enhancing knowledge on compliance, building technical, and professional abilities to soft skills and leadership competencies. During the year, 156 employees attended trainings, which involved 1709.5 hours at a total cost of RM 85,341.57. The method of training was shifted from physical classes to online sessions, due to most employees resorting to remote working because of the pandemic.