Male Female 51% 49% 1.0% 52% 47% Below 30 30-50 Above 50 New Hires by Gender New Hires by Age Group (ii) Talent Attraction and Retention After the Covid-19 pandemic, the industry is now at a recovery phase. The Group has been focusing on specific initiatives to attract and retain talent post-pandemic to help strengthen our Employee Value Proposition. We have revised our overall talent strategy to focus on a holistic approach focusing on catering to our Allstars profile specific to diversity, equity and inclusion focusing on three main areas: Employee Engagement, Employee Benefits, Training and Development. New Hires and Attrition Rate All new hires undergo an onboarding programme through which they are introduced to the Group’s values, culture and policies and are familiarised with our procedures and processes. During the reporting year, we hired 815 new Allstars. Our attrition rate, meanwhile, was 15.4%, considerably lower than the 24.2% recorded in the previous year. Local Hiring In our non-Airlines businesses, such as airasia Super App and Teleport, priority is given to internal employees and local candidates when hiring. In 2021, 364 open positions were filled by internal candidates. Foreign hires are considered only when we are unable to find suitable local candidates. All expatriate hiring follows procedures set by the relevant local authorities, such as Malaysia Digital Economy Corporation (MDEC) for airasia Super App. For example, we advertise all positions with basic salaries below RM15,000 per month on MYFutureJobs portal. Should no suitable candidate be found after one month, we will apply for an exemption letter from MDEC for an expatriate hire. Employee Benefits We offer all our Allstars competitive remuneration and, along with their eligible dependents, packages that include travel and medical benefits. Apart from hospitalisation and medical care coverage that is comparable with industry standards, we also provide parental leave and flexi work options. We are also looking to add other benefits from the coming year. Full-time employees are provided with free financial and emotional well-being programmes, a recognition programme, employee assistance programme, daily subsidy for the in-house cafe, and facilities such as a creche, gym, rehabilitation centre, clinic and gaming stations. Since the pandemic, we have instituted flexible work arrangements such as work-from-home where operationally feasible. 1 4 6 C A P I T A L A B E R H A D Social (cont’d.)
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