Yinson Annual Report 2020

85 Annual Report 2020 Recruitment and retention of high-quality employees and crew Yinson focuses on recruiting employees who align to our Core Values, and we prioritise this ‘team’ mindset highly alongside the potential hire’s skillset and experience. With the uptake in the global FPSO industry, we are cognisant that the competition for talent is fierce, and Yinson must invest on being an employer of choice to deliver on our commitments to all our stakeholders. Yinson’s steady growth of employee numbers correlates with the Group’s growth, as we build our team according to the needs of the projects we undertake. As part of our strategy to retain our employees, the Group first looks inwards for internal transfers to fill new job positions before looking outwards. For our offshore crew, our achievements for FYE 2020 are as follows: • Successfully recruited and manned all offshore crew for FPSO Helang to support transfer from projects into operations • Recruitment and manning of all offshore crew for FPSO Abigail- Joseph is underway and on track for transfer from projects into operations in FYE 2021 • Successfully supported ongoing operations in Ghana and Nigeria for FPSO JAK and FPSO Adoon • Successfully recruited for all Headquarters and base offices. FYE 2021, we will continue to support ongoing operations in Ghana, Nigeria and Malaysia, while also recruiting pre-ops crew for our asset under construction, FPSO Anna Nery. Yinson welcomed its first batch of two apprentices to join us under L.E.A.P in October 2019. During the 2.5-year programme, our apprentices have a chance to rotate to all departments within the Corporate Advisory Office, including one month of shadowing and mentorship with a member of Yinson’s C-suite. We are planning to expand L.E.A.P to attract engineering graduates in our Singapore office in the near future. Yinson also ran trainee programmes for our Ghana and Nigeria operations and continued to build partnerships with local tertiary education institutions. own set of challenges including impacts on corporate culture, staff engagement and attrition rates. Yinson’s recruitment and retention strategy focuses on reinforcing company culture and Core Values, talent management and performance recognition. We ran two Group-wide employee surveys in FYE 2020. The first survey covers office-based employees on their engagement levels, whilst the second is a 360 survey for our leadership team, from team leaders to our MC. 227 employees completed the first survey, representing 79% of employees. Yinson’s overall engagement score was 63%, placing us in the ‘moderate’ zone. The survey highlighted key strengths of Yinson as ‘Diversity and inclusion’, and ‘Empowerment and autonomy’. Meanwhile, results also pointed to opportunities for the Group to invest in infrastructure and improve on how we recognise and reward our employees. An action plan has been developed and has begun to be implemented. We hope to see engagement levels rise to at least 67% when the survey is repeated in FYE 2021. Localisation (pg 89), Local communities (pg 110) While we celebrate the growth of the Group, we are aware that this same growth brings its