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We also set annual key performance indicators for our employees that reflect critical success factors in their career
development. This formal performance and career development reviews which take place once a year at the end of the
financial year serves as an effective communication platform between employer and employee for feedback, sharing ideas,
identify avenues for improvement and to recognise individual training and development needs. Based on performance and
contribution, the employees are rewarded through increments, bonuses and/or promotions.
How does your role in PTNJL differ to the one in IFC?
In PTNJL, I handled all the maintenance work for to machines
and buildings, e.g. machine fabrication, building of stores,
elevator to transfer kernels to kernel silo tanks and tank oil. I
also repair and service vehicles, genset overhauling and turbine
servicing.
In IFC, I coordinate workplans develop and review staff reports
related to engineering activities.
I’ve also learnt, and am familiar with, the requirements of
GMP, HACCP, SSOP, LACF and the PNG Fisheries Standard
Requirements.
What are the challenges you’ve encountered in IFC?
On the personal front, the greatest challenge would definitely
be homesickness - being away from my wife and family as I
only get to see them once a year. Workwise, there has been
some challenges in supervising as well as coaching the local
engineering staff here but I consider that to be part and parcel
of working life anywhere.
SAMSUL Halimung
Currently a Mechanical Engineering Executive in IFC, 34-year-old
Samsul worked in PTNJL for 7 years before his transfer to IFC in 2016.
What has been some of your memorable
moments in IFC so far?
I can speak English and understand PNG’s
national language, Tok Pisin.
I have made many new friends
from all over the world - Australia,
New Zealand, Fiji, Pakistan, to name
a few. My cooking skill has improved
tremendously and I can make really good
fish curry! I also made it to the final
round of a badminton tournament
for Lae in an open game.
On the Job
Spotlight Story
Performance
Management
System
Identification of:
• Jobs at risk
• Suitable successors
• Readiness level of successors
• Development plans
• External recruitment
Succession
Planning
Identification of:
• Promotions and inter
company/department
transfers
• Group talents
Career
& Talent
Development
Pay decisions are based on:
• Performance rating
• Competency rating
Compensation
and Benefits
Identification of:
• Long term development plans
• Competency based
training needs
• Business focused training needs
Learning and
Development
Sustainability : Social
kumpulan Fima Berhad
(197201000167)(11817-V)
Annual Report 2020
77