04 SUSTAINABILITY STATEMENT STATEMENT SUSTAINABILITY DATASONIC GROUP BERHAD 66 TALENT MANAGEMENT WHY IS THIS IMPORTANT? Our employees are not just an asset; they are the very core of the Group. They possess the skills, knowledge, and dedication that bring our vision to life and fuel our success. Recognising this, we develop talent management strategies that builds and nurtures top performers. By attracting, developing, and retaining these individuals, we strongly believe that we have the skilled workforce necessary to adapt to evolving needs and fuel longterm sustainability for Datasonic. OUR APPROACH Talent Attraction Datasonic implements a talent acquisition strategy that attracts a diverse pool of qualified candidates across all experience levels. This approach leverages digital platforms, including our employer branding webpage, career portals, and online networking sites. Additionally, we actively participate in physical recruiting events such as PERKESO’s MYFutureJobs – Career Job Fair. Furthermore, we recruit young talents through human resources initiatives aimed at recent graduates, such as the Professional Training and Education for Growing Entrepreneurs – Ready-To-Work (“PROTÉGÉ-RTW”) programme. We also offer internship programmes that provide undergraduates with industry experience and equip them with the skills necessary to thrive in their future careers. Developing our Talent At Datasonic, we equip our employees with the tools and resources necessary to navigate their own career paths and contribute to long-term growth. This guarantees they have the necessary tools to stay ahead of the curve and contribute to Datasonic’s long-term sustainable growth. Datasonic offers a Professional Certification Development Programme (“PCDP”), accelerating professional development for our employees. This programme provides employees with the opportunity to pursue relevant certifications that deepen their expertise and elevate their qualifications. We actively invest in employee development by covering all associated expenses, including training costs, exams, assessments, and travel expenses. Employee eligibility for training opportunities is determined based on the training needs analysis (“TNA”) undertaken during the annual performance review. Heads of Departments will recommend training programmes that address identified skill and knowledge gaps of each employee. The programme’s approval is subjected to management discretion, to maintain its alignment with Datasonic’s business needs and requirements. Rewarding our Talent To further spur employee attraction and retention, we also offer competitive remuneration packages and a wide range of benefits to our employees. Our remuneration packages and benefits are regularly reviewed to ensure they remain competitive and in line with industry standards. In addition, we maintain compliance with all legal requirements pertaining to minimum wage and overtime pay, including the Employment (Amendment) Act 2022, which is in line with guidelines set by the International Labour Organization (“ILO”). Annual Leaves Special Leaves Including Paternity & Compassionate Leaves Maternity Leaves Sick Leaves Group Hospitalisation and Surgical Insurance Plan Group Personal Accident Insurance Plan Group Term Life Insurance Plan Medical Coverage for Outpatient Medical Attention and Treatment Dental and Optical Benefits Travelling Allowance Handphone Allowance Contribution to SOCSO, EPF, and EIS Employee Benefits at Datasonic
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