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Kumpulan Fima Berhad (11817-V) •
Annual Report 2018
SUSTAINABILITY REPORT 2018
performance
management
system
Compensation
and benefits
Pay decisions are based on:
• Performance rating
• Competency rating
Learning and
Development
Identification of:
• Long term development plans
• Competency based training
needs
• Business focused training needs
Career & talent
development
Identification of:
• Promotions and inter company/
department transfer
• Group talents
Succession planning
Identification of:
• Jobs at risk
• Suitable successors
• Readiness level of successors
• Development plans
• External recruitment
Employee Turnover
Head
Office
Plantation Manufacturing Food Bulking
Senior
Management
3
-
-
1
1
Management
1
2
2
2
-
Executive
2
6
5
2
-
Non-Executives
2
355
62
122
7
Average Total
Headcount
72
1,521
304
1,017
154
Division Turnover
Rate (%)
11.2% 23.9% 22.7% 13.5% 5.3%
Employee turnover in the Plantation Division relates primarily to abscondments and
expiry of fixed-term contract employees. The majority of employees who absconded
are engaged in physical labour where traditionally the employee turnover has been
high. The Manufacturing Division had reduced the size of its total contract workforce
given the present lower levels of economic activity. In other cases, the Group
believes that the high rate of non-executive employees leaving voluntarily across the
divisions has to do with the mobility of labour.
Human Rights and Workplace Relations
We respect our employees’ right to freedom of association, to join unions as well as
the right to collective bargaining in accordance with local laws. We are committed to
working honestly and transparently with labour unions and we undertake negotiations
in good faith. As at 31 March 2018,11% of our employees are represented by labour
unions. Our collective bargaining agreements with these representative groups
contain provisions covering grievance and discipline processes, paid time off,
paid maternity leave and collectively bargained severance and separation benefits.