workplace excellence
Developer of Talent
Building our capabilities
To make GAB a great place to work we need
to strengthen our capabilities as a developer
of talent in the broadest sense. In FY14 and
FY15, we continued to expand both our
technical training programmes as well as
focused on soft skills such as leadership,
interpersonal aptitude and communication.
We rolled out a Career Conversation Toolkit
that enables employees at all levels to
better manage their career progression
and be proactive about their personal and
professional development. The toolkit
provides guidance such as questions and
checklists for managers and employees to
prepare for a meaningful conversation.
We have also established a mentoring
programme to provide access for our key
talents to learn and have exposure with
the Management Team. This programme is
also supplemented by a Mentoring toolkit
to enable a structured approach towards
building an effective mentoring relationship.
Big Win: Talent development for
leadership
Strengthening leadership
We believe that leadership development
is a critical part of achieving our aspiration
of creating a Great Place to Work. With the
right knowledge and skills aligned with our
Values, an effective leader at GAB would be
able to build engagement among the team
members and produce the desired results. In
FY15, we launched compulsory programmes
for our entire leadership team. These
included ‘Managing through Conversations’,
a programme that could potentially lead to
recognition by the International Coaching
Federation (ICF). We have also focused on
building leadership skills among our junior
line managers through leadership awareness
sessions. Both programmes aim to ensure
the rapid advancement of strong leaders
across the organisation, and we continue to
test their acceptance and success.
For FY16 and FY17, we will be strengthening
our leadership development capabilities
with the launch of a completely new GAB
Leadership Curriculum. This will be tailored
to level-specific development needs. For
example, junior managers will learn how
to lead themselves, middle management
will cover leadership of others, and senior
managers will further develop their team
leadership and influencing abilities.
Our ongoing success depends on putting
effective leaders on the production floor
as well as in the boardroom. We want to
replicate a similar hiring approach as with
our Management Trainee programme
when selecting our technical officers, by
hiring best-performing Diploma holders. To
achieve this, we have created a dedicated
Supply Chain Technical Trainee Programme.
The course spans 18 months and includes a
strong focus on career development.
SUPPORTING INTERNATIONAL
LABOUR STANDARDS
Labour practices and human rights
We are committed to upholding the human
rights of our employees, and to treat them
with dignity and respect as understood
by the international community. We
adhere to the basic principles enshrined
in international labour and human rights
law. These include the Core Conventions
and Recommendations issued by the
International Labour Organisation and the
Universal Declaration of Human Rights and
its covenants.
Non-discrimination
GAB has a zero-tolerance policy towards
discrimination of any form. Our Onboarding
Programme covers the Code of Conduct
and Sexual Harassment Policy. We did not
receive any complaints about discrimination
in the FY14 and FY15 period.
Freedom of Association
In January 2015, GAB signed a collective
bargaining agreement with the Union
of Beverage Industry Workers (UBIW),
which represents 104 GAB employees
from six departments The negotiation
was concluded amicably due to the good
working relationship established between
GAB management and the UBIW. The 15
th
Collective Agreement between GAB and
UBIW was signed in one sitting.
GAB is currently finalising a collective
agreement with the Beverage Industry
Executive Staff Union (BIEU). Formally
recognised in 2009, BIEU membership
comprises 41 supervisory level employees
in the Supply Chain department. Once
signed, this will be the second collective
agreement between GAB and BIEU.
Ensuring fair pay
TheMalaysianGovernment definesminimum
wage as between RM800-900 per month,
depending on region. Our standard entry-
level wages are well above this, starting from
RM1,600 for manual workers.
Bonded labour and child labour
At GAB, we identified zero risk of forced or
bonded labour during the FY14 and FY15
period. Nor did we employ any foreign
workers. The vast majority of our employees
are on a permanent contract, with only 6%
employed on a temporary basis.
GAB does not and will not employ any
person below the age of 18. Nor will we
allow any contractor to employ underage
workers while on assignment for GAB.
GUINNESS ANCHOR
BERHAD
pg
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