SUSTAINABILITY REPORT Cont’d Career Development Programmes We believe that our development programmes will provide our employees with the opportunity to develop their skills and build their professional network. In FY2022, our employees spent a cumulative total of 13,709 hours under the career development program, with engineering development programs achieving the highest number of training hours. Career Development Programme Number of trainings Training hours Leadership 5 141 EngDp 45 6,811 ExDp 14 3,269 SupDp 36 3,488 Note: Aggregated data from our midstream (PMBtu). Youth Development Programmes In FY2022, we have provided a total of 99 internships and management trainee opportunities and retained 46 management trainees and eight (8) interns. Internship and Management Trainee Programmes FY2022 Number of Internships Provided 51 Number of Interns Retained by Press Metal/ Operating Companies 8 Number of Management Trainees 48 Number of Management Trainees Retained by Press Metal/ Operating Companies 46 Note: Aggregated data from our midstream (PMBtu) and downstream (PMBA and PMI) facilities. LABOUR RELATIONS Our Approach Press Metal is committed to minimising any potential negative impact resulting from significant organisational or operational changes. We achieve this by conducting thorough risk assessments and providing advance notice to our employees, at a minimum of one (1) month notice. Any changes to benefits or working conditions are communicated to our employees at least one (1) month in advance for transparency and clarity. At Press Metal, we understand the importance of making our employees feel valued, heard, and connected to their workplace as it positively impacts their productivity and job commitment. To facilitate this, we have established a direct line of communication with elected worker representatives for employees to express their concerns. Our CoC emphasises our management’s commitment to non-retaliation, which stipulated that our employees have unfettered access to file complaints and voice their concerns about working conditions without fear of reprisal. This approach is vital in protecting the well-being and rights of our employees. Additionally, we take proactive steps to engage with employees effectively and meaningfully through various communication channels. Platform Implementation Town Hall • HRD hosts town halls to discuss issues and provide inputs on the areas for improvement. • Town halls are participated by employee representatives. • Information shared is transparent. Employee Representative Meeting • At our Sarawak Operations, this meeting is held monthly with the involvement of foreign employees. • Issues raised during the session are brought to Management’s attention for further action. ANNUAL REPORT 2022 170
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