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PROGR E S S AGA I NS T R E PORT E D TARG E T S I N 2 0 1 0 – WORKP L AC E
Targets set for FY2011
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The 7 HR Pillars will continue as the foundation of HR’s services
to the people. The programmes will be reviewed and improved
on a regular basis.
Flexi Time has benefited many of our employees in terms of managing their
time at work and their personal lives. This initiative will continue.
This initiative continues. In FY2011, we introduced “Go home
early Wednesdays” to further encourage work-life balance.
To continue with Health Talks, sports / recreational activities, and
‘Fruit of the Month Programme’ to reinforce our commitment to ensuring
healthier lifestyles and well-being for all our employees.
We will continue to introduce employee engagement activities at department
level / organisation wide level.
We held six lunch and learn sessions in FY2011.
The ICON magazine will be published once in two months and it will continue
to be the “voice of employees”. HR4U will be published
every quarter, staggered with the ICON.
The ICON magazine is now a quarterly publication, incorporating
HR communications. We have also introduced the quarterly
townhalls to encourage more robust and open communication.
We will continue the regular breakfast meetings with the MD.
Over time, all GAB staff will have the chance to sit in on these
breakfast meetings.
We held six breakfast meetings in FY2011,
attended by 55 employees.
The 13th Collective Agreement (CA) covers FY2009 and FY2010.
• HR will continue to uphold the Fair and Reasonable Pillar
in the next CA negotiation, scheduled in FY2011.
• HR will also engage the Executive Union in negotiating their
first CA in FY2011.
CA negotiations are on-going.
We intend to attract talent at entry and mid level through a revised
Management Trainee Programme in FY2011. Training and Development
will continue to be a main focus of HR.
We had a Management Trainee intake in Q1 of FY2012.
We aim to ensure that everyone is equipped with the correct set of
competencies to carry out their jobs. We will pay particular attention to
functional skills. Our future leaders will be sent to leadership training.
Training and development is on-going.
We will be conducting another Values Survey in FY2011.
The results will be shared with all employees.
The Values survey was conducted in May 2011.
Fully achieved Partially achieved Not achieved
Best Practice in the Workplace
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G U I N N E S S A N C H O R B E R H A D
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