Yinson Annual Report 2020

82 MANUFACTURED FINANCIAL NATURAL SOCIAL & RELATIONSHIPS HUMAN ORGANISATIONAL Yinson Holdings Berhad SECTION 4 OUR CAPITALS Reinforcing Yinson’s corporate culture We realise that in order to continue our success as an organisation, it is vital that our team be aligned in how we think and make decisions. Thus, Yinson’s corporate culture - comprising our Mission, Vision and Core Values - continues to underpin everything that we do. Relaunched in 2018 with corporate culture workshops and team building activities, FYE 2020 has seen a structured and deliberate integration of our corporate culture into daily life at Yinson, including the following measures: • Integration of corporate culture and Core Values into Yinson’s brand, flowing through to all internal and corporate communications Group-wide communication platforms Alongside the strengthening of IT systems to improve our communication infrastructure, Yinson took several steps in FYE 2020 to establish avenues to enable employees to communicate better and have their voices heard. Of particular significance was the launch of Yinson’s corporate intranet in October 2019. Named YNet by popular vote, this is a vibrant, interactive space for Yinsonites to read and post updates, connect to one another, and access the latest documents and resources. YNet is designed to encourage employee engagement and bridge communication gaps between teams, employee levels, geographical locations and cultures. Company Culture and Communication GOALS SET FOR FYE 2020 PROGRESS GOALS SET FOR FYE 2021 Reinforce corporate culture • Corporate culture sessions for all Yinsonites completed • Corporate culture component integrated as onboarding process for new joiners • Integration of Core Values into hiring and appraisal system • Integration of Core Values into everyday life at Yinson • Corporate culture emphasis campaign • Brand awareness workshops across the Group Establish effective Group-wide communication platforms • Corporate intranet and collaboration platform launched groupwide • Group-wide town halls implemented • Enhanced collaboration across the Group Establish Project Communications team • Projects Communication team established • Increase projects communications across the Group and externally • Restructure of appraisal process so that employees’ KPIs are directly linked to their understanding of, and how they utilise the Core Values in their decisions and actions • Restructure of hiring process to put forward the potential candidate’s alignment with our Core Values as a key consideration • Leadership and human development training events to develop skills aligning to our Core Values • Establishment of various communication channels, tools and platforms to encourage the Core Value, ‘Open’ • Significant investment into aligning our business processes with the Core Value, ‘Sustainable’. Recruitment and retention (pg 84), Personal and professional development (pg 86), Performance recognition (pg 88)