74
ahigh-performanceculture
LearningandDevelopment
In driving a learning culture, we are providing more opportunities for staff to be certified and
accredited. This is part of our shift towards the 70:20:10 learning philosophy (experiential/
networking and guidance/formal learning). We want to put our customers’ needs first by
providing staff with the skills, knowledge and expertise that they require. In 2012, a new
accreditation programme was launched to provide staff with additional training. Overall, 119
Maybankers in 2013 received their accreditation in the following:
• Pasaran Kewangan Malaysian Certificate (PKMC)
• Certificate in Anti-Money Laundering and Counter Financing of Terrorism
• Certification in Internal Auditing for Financial Institutions
• Certified Credit Professional (CCP) for both Consumer and Business
Average training hours per staff continues to increase from 34.5 hours in 2009 to 45.31 hours in 2013.
Learningresource@MaybankLibrary
In 2013, the Maybank library was given a significant facelift to provide a conducive space for
learning, research and collaboration. The library is equipped with new ergonomically designed
furniture, desktop computers and a large meeting room that can accommodate 40 people. The
library serves as a space to promote a learning culture where staff can gain access to quality
resources.
RewardsandRecognition
Maybank’s compensation package is competitive in the market, with salary schemes tailored to
reward high performers. Staff are incentivised through our performance-driven culture. Minimal
wages are strictly observed in all country operations and there is no gender parity in pay. Further,
our ‘Total Rewards’ policy focuses on appropriately balanced fixed and variable elements. A
holistic view of staff compensation factors includes base salary, benefits, short-term variable
bonus and long-term benefits like the Employee Share Scheme.
In 2013, the Group offered two new business specific incentive plans bringing a total of 16 such
plans to recognise exceptional performance. Maybank also paid an ex-gratia to the clerical and
non-clerical staff, on top of their contractual bonus and offered its third Employee Share Scheme
in April 2013.
Today, our rewards management implementation has shifted from being HR-led to Line
Manager-led, empowering Line Managers in the total rewards management decision making.
AFamily-friendlyorganisation
Apart from standard benefits, we have a range of financial assistance and subsidies, for eligible
staff and their children which supports our aim of being a family-friendly and caring organisation.
Some of these benefits are:
-
Staff sundry loans (e.g. maternity and back-to-school expenses)
-
Childcare subsidy
-
Back to school financial assistance
-
Financial assistance for staff’s children entering boarding schools
and institutions of higher learning
-
Staff Educational Assistance Scheme
-
Maybank Group Staff’s Children Academic Excellence Award
-
Scholarships (staff and staff’s children)
OURPEOPLE
0
10
20
30
40
50
60
Hours
2009
2010
2011
2012
2013
Year
AverageTrainingHoursPerEmployee
G4-LA9
Maybank Library
ENTRY LEVEL PROGRAMMES
GlobalMaybankApprentice Programme
• 1+1 year programme with attachments at
Branch, cross function, short term International
Assignment and sector specialisation
Investment Analyst Programme
• Maybank Investment Bank
• 1 year programme with 1 month training before
placement in Investment Banking departments
Maybank EY-MAProgramme
• Provide on-the-job attachment at EY and
professional accounting certification sponsorship
BranchManagement Entry Level Pipeline
• 20 weeks training and those with potential to be
identified for Branch Management pipeline
Credit Pipeline Programme
• 18 weeks curricular
• Attachment in various business centres and
departments across Malaysia
GlobalMarket Trainee Programme
• 6 months in Malaysia before being deployed to
other markets
Our Entry Level Pipelines provide greater talent coverage, preparing top
fresh graduates for senior officer roles
