·

Corporate Centre

·

Performance Management

The Group is committed to attract and

A Corporate Centre has been established

retain competent, dedicated and loyal

to:

employees. Programmes and initiatives

-  protect and oversee the interest of

have been undertaken to ensure that the

Axiata and its shareholders across the

Group's human capital is equipped with

Group

the qualities and skills to drive the Group

-  formulate strategy for the Group and

to greater heights through ongoing

assist in the implementation; and

emphasis on performance management

-  play an advisory role to add value to

and employee development.

the Group at varying engagement

levels.

The Group has in place a process of

Besides engaging continuous day-to-day

implementing the Key Performance

communication between subsidiaries and

Indicator (KPI) System as prescribed under

the Government-Linked Companies

the Group functions, Corporate Centre

Transformation (GLCT) programme to link

also gives appropriate input on group best

performance and compensation in order

practices and constant sharing of the Group

to create a high performance work culture.

guidelines and best strategies to minimise

This system also seeks to provide clarity,

risk exposure and increase the efficiency

transparency and consistency in planning,

and effectiveness of business operations.

reviewing, evaluating and aligning

employee actions and behaviours to that

1.4 Assignment of Authority and

of the Group's vision and mission.

Responsibility

·

Training and Development Framework

·

Policies and Procedures

It is the Group's policy to train employees

The Group has documented policies and

at all levels in order that they should be

procedures that are regularly reviewed

able to perform competently in their

and updated to ensure that it maintains

present jobs and also to train those

its effectiveness and continues to support

employees who are considered to have

the organisation's business activities at all

the potential to perform duties with wider

times as the organisation continues to

responsibilities so that they may be ready

grow. These policies are supported by

to assume them when needed. Programmes

clearly defined delegated authorities for

are also implemented to ensure that

employees receive continuous training in

its operating and capital expenditures,

various areas of work such as knowledge

business plan and budget, and procurement

health and safety, technical training,

of goods and services.

leadership and functional development.

1.5 Commitment to Competency

There is a process in place for the

·

Competency Framework

identification of the corporate talent pool

The Group appoints employees of the

within the organisation and to manage the

necessary competencies to ensure that

development of the potential talent. A

the people driving key operations are

Corporate Policy is also in place to ensure

sufficiently skilled and exert the required

that the President and GCEO and top

qualities of professional integrity in their

management succession planning is in

conduct.

place.

81