EMPLOYEE TRAINING AND DEVELOPMENT
As the Group grows and achieves its business objectives, we want our people to similarly advance their careers with us and achieve their professional objectives. Such a commitment empowers us to develop a loyal, competent and committed workforce that will enhance the sustainability of our business in the long term.
We thus utilise a strategic KNOW, GROW, FLOW approach to talent management that enables us to assess the strengths of our talents (KNOW), develop their competencies in alignment with their ambitions and our business objectives (GROW), and subsequently, expand our organisational strength and resilience by providing these next-generation leaders with career progression opportunities across the Carlsberg Group, both domestically and internationally (FLOW).
To identify and assess talent capabilities and uncover potential successors in business-critical roles, we undertake a structured talent review process at both the Group-wide and functional levels. Through understanding and assessment of performance, ability and aspirations, we can delineate the readiness of employees into four categories – Ready Now, Ready Later, Future Potential and Interim Successor – and undertake personalised initiatives to accelerate their development accordingly. From a management perspective, this enables all departments to have a clear understanding of all their talents’ capabilities and arm themselves with the knowledge required for succession planning and/or expansion activities.
Inculcating a learning culture is a key priority, as we believe it is crucial that the individual talent remains in the driver’s seat when it comes to their own career. We thus advocate and enable a wide array of initiatives to meet their diverse needs, such as setting individual learning hours targets for each employee, providing regular bite-sized learning opportunities via our Learning Bites programme, encouraging self-learning via access to LinkedIn Learning, holding leadership sharing forums for talents to inspire them and instilling a culture of continuous coaching and open feedback.
When first-time managers commence their position at Carlsberg Malaysia Group, whether they are promoted internally or hired externally, they are given special attention to help them succeed.
Under the umbrella of our Leadership Excellence Accelerated Development (LEAD) framework, we provide special courses to boost their knowledge of Carlsberg fundamentals, personal coaching by their very own line managers, e-learning courses on leadership related topics and continuous and constructive feedback to ensure that they are best equipped for long-term success.
Talent development is also a key priority for us, and while our Carlsberg LEAD Business Diploma and Carlsberg Management Trainee Programmes were put on hold due to the pandemic, we continued to undertake various other initiatives. These included the Carlsberg Apprenticeship Programme and our internship programme.