102 YINSON HOLDINGS BERHAD | INTEGRATED ANNUAL REPORT 2023 Governance Yinson’s HR Governance oversees and leads the Human Capital strategy in the aspects of policies and results. This includes risk management, policy and programme governance, internal oversight and management of our HR strategies, HR business model, as well as the organisation, measurement and management of the HR function. This portfolio is led by our Group Chief HR Officer and each of our business units appoints an HR lead accountable to support the overall Group HR Governance framework. Our HR Governance is also subjected to internal and external audits that the Group or business units participate in. Following the Employee Engagement Survey held in early 2022, focus group sessions were held with employees across our country offices throughout 2022 to gain deeper insights into employee concerns. One of the key actions arising from these focus groups was a decision to move away from the once-a-year employee engagement survey to a more agile, real-time temperature check across the business which will ensure active listening from managers and build leadership accountability. To achieve this, we are looking to have an easy-to-use, data-driven online pulse and temperature check tool. The tool aims to have inbuilt questions based on research on drivers of employee engagement, such as motivation and performance. The temperature checks will be quick and anonymous, and have an analytics dashboard to scientifically digest and interpret responses. From the responses, we aim to have a real-time monitoring heatmap which points out key dimension areas to engagement in both wider and smaller groups. We are currently evaluating potential solution providers, and aim to have the new tool rolled out by the end of 2023. CHAMPIONING HUMAN RIGHTS & HUMAN CAPITAL DEVELOPMENT We have identified our key deliverables against the following areas of transformation outlined which are: Technology We established a four-year HR Technology Roadmap in 2020 which supports the HR Transformation Plan. The roadmap outlines our aspiration for employees to embrace digital transformation through various work aspects including engagement and experience, digital competence and leadership, social learning and gamification, people analytics and big data, automation and tools as well as digital workplace and mobility. Digital technologies are employed across all HR focus areas according to the short, medium and long-term goals. In 2022, we identified and implemented HR systems in line with the roadmap. The long-term goal is to see us going fully online with digitally-savvy employees. Recent achievements Rolled out new modules in addition to our Employee Central module: • Performance and Goals Management – streamlined quality and consistency of performance management experience especially for onshore employees globally. • Recruitment – replaced manual, admin-heavy practices with a single and consolidated talent platform for employees’ easy access to the internal career site for global career opportunities applications. • Onboarding – enhanced experience to better manage on-boarding, cross-boarding and off-boarding. • Compensation – automated process that facilitates fair and transparent compensation planning. Rewards Rewarding and recognising our people is an important way for us to acknowledge the contribution of Yinsonites towards the success of our business. We believe that a fair system also increases productivity, creates healthy organisational culture and better teamwork and helps boost employee morale. Our Total Rewards Strategy Project is one of the key pillars of our HR Transformation Plan to further strengthen our philosophy, benchmarks, and evaluation methodology to better define our plans and achievements. This formed the foundation of our Future Reward Framework which includes a Job Family/Job Role Framework that determines our approach to job evaluation, collating, and analysing benchmark data. Recent achievements We applied a job levelling methodology, which allows a structured and consistent approach to job evaluations and standardisation of assessment across the Group. It also supports the Compensation module in Successfactors, for fair, and transparent compensation planning via a systematic process.
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