We believe our people are the driving force behind our achievements. With the increasingly competitive environment in which we operate and in order to realise our ambitious growth strategy, building the skills, knowledge and expertise of our employees is today our foremost priority.
By large, the overall objective is to implement a systematic approach to the talent development pipeline and move our employees up the knowledge curve. To realise our development strategy, we follow a 70:20:10 rule, which entails 70% on-the-job (OTJ) training, 20% mentoring and guided learning; and 10% formal training.
On-the-Job (OTJ) Training – comprises workplace assignments, projects, on-site and off-site exposure (local and abroad), and Performance Management System (PMS) evaluations which consist of a regular feedback mechanism, tailored career development plan and one-to-one discussions. Gamuda has a structured Understudy Programme that seeks to enable key competencies to be systematically transferred from seniors to younger staff members.
Coaching and Mentoring – is a two-way learning partnership designed to help accelerate our employees’ personal and professional growth. Every employee is strongly encouraged to have a mentor. Mentors play an important role in accelerating their mentees’ career and personal growth. Besides coaching on work-related matters, mentors assist mentees on various fronts to help them achieve their fullest potential. These include expanding their mentees’ professional network, enhancing their personal confidence, providing new perspectives and exposures, and being a role model in life and at work. In order for coaching and mentoring to be effective, our senior management themselves are trained in the art of knowledge sharing and guiding younger employees. Towards this end, we provide Coaching and Mentoring workshops to equip senior management with the requisite skills. This not only enhances the Coaching and Mentoring programme but also serves to sharpen the leadership skills of our top echelon. To date, there are approximately 830 pairs of registered mentoring partners in the Group.
TUNNELLING TRAINING ACADEMY (TTA)
Demand for tunnelling is rapidly increasing worldwide as the process of urbanization necessitates underground infrastructure to meet public transport needs. At the same time, the niche sector requires a workforce with highly specialised technical skills and knowledge. The TTA provides just such skills for young Malaysians. A key objective of TTA is to develop a sustainable pool of specialists, technicians and skilled labour to support the rollout of the KVMRT and similar projects around the world. More than 500 tunnel and technical crew employed at various underground worksites have trained at TTA, the first of its kind in the world. By 2017, the academy will have trained 1,000 skill workers capable of operating tunnel boring machines (TBMs). Training facilities at TTA include an actual-size tunnel boring machine cutting wheel, shotcrete mould, testing unit for annular gap filling and grouting, testing unit for foam production, erector simulator, lab equipment and safety gears.
KVMRT TRAINING CENTRE
The KVMRT Training Centre in Sungai Buloh was set up in early 2015 to develop skills needed to deliver the KVMRT efficiently, with a strong focus on workers’ safety and health. Every personnel involved in the KVMRT project will be required to undergo training at the Centre and to obtain a Safety Passport certifying a high level of knowledge of safety processes and procedures for all MRT workers.
Diversity and Inclusion
The Group firmly believes in instituting social equity and gender balance in the composition of its employees. Special attention is brought to increase the participation of women and Bumiputera in our workforce, with efforts taken ranging from recruitment to identification of talents for career development at every level. Our diversity approach in talent management cuts across visible diversity traits such as race, gender, physical abilities and age; as well as invisible diversity traits including religion, socio-economic status, education, and family background. Complementing our diversity rule is our inclusion rule, where all employees are treated fairly, with each given equal access to opportunities and resources, and are able to contribute.