Page 33 - Demo

33 About Strategy and Governance Our People Our Business Our Outcome AppendixRecognition is a vital part of our approach to retaining talent. In addition to providing training, on-the-job opportunities for growth, and internal mobility, DKSH celebrates employees who embody our company purpose, values, and People DNA through the DKSH Fantree Awards. We encourage employees and teams to nominate colleagues at the market level. At town hall meetings, we recognize and celebrate awards, which are presented by members of senior management.Along with these local awards, in 2023 we handed out six corporate-level awards to honor extraordinary contributions. The winners presented their success stories during a ceremony at a Board of Directors meeting. Our team in Myanmar received a special recognition award. Despite the immense challenges that our DKSH Myanmar team has faced over the past two years, it has spared no effort to continue keeping products on the shelves, getting medicines to people, supporting local communities, and enriching people%u2019s lives every day. In 2023, we were able to honor the Global Fantree Award winners in person again at our October Board of Directors%u2019 meeting in Kuala Lumpur, Malaysia. Performance and Feedback Culture Employee performance is measured against mutually agreed quantitative and qualitative objectives and is linked to remuneration. All employees use SAP SuccessFactors as a common tool for objective-setting and performance management. This allows alignment between our values, priorities, individual targets, and development plans. Regular conversations between managers and employees on their development objectives, including constructive feedback, are also a part of their growth journey at DKSH. We emphasize the importance of creating and following up on meaningful personal development plans, especially for managerial employees. In 2023, 73 % of managers created a development plan (72 % for female managers and 73 % for male managers).DKSH also recognizes the importance of assessing our managerial bench strength. To this end, we hold an annual evaluation campaign to identify high-performing and high-potential employees who are anticipated to be able to take on future leadership roles with increasing levels of complexity. We categorize these employees as %u2018Talent%u2019. In 2023, the percentage of employees in this category was 31% (compared to 35% in 2022). We have set ourselves the target of keeping this rate steady at 25%, which we identified as being the optimal rate for DKSH. All decisions related to appraisals, development opportunities, and promotions uphold our commitment to equal opportunities, and we track gender completion of career conversations and personal development plans to ensure focus on building our pipeline of women for senior leadership roles.%u2023 GRI 404-3We are both developing our in-house talent and bringing in new talent. This dual approach allows our HR employees to better support our business leaders in building high-performing teams and setting meaningful performance objectives.DKSH conducts surveys to gather employee feedback on engagement, onboarding, and exit experiences. Our employee engagement survey, YourVoice@DKSH, is conducted annually. The survey includes 34 questions on topics from general satisfaction to feeling cared about as a person, and believing that DKSH is an equitable employer. In 2023, 92 % of more than 22,000 targeted online and offline employees participated in the YourVoice@DKSH survey. Their feedback provides valuable insights to measure our progress in building a high engagement and performance culture. We evaluate the results of this survey against industry benchmarks. Our engagement score16 has continued to increase since we started the survey in 2021 and rose to 77 points out of 100 in 2023 (2022: 75 out of 100). We aim to reach a score of 78 points by 2024 and 81 points by 2027. More importantly, scores for all people- and manager-related metrics increased over the last two years. To ensure further progress, our managers work with their teams to understand the results and prioritize and implement activities that will address any opportunities for increased engagement. The survey found that our top organizational strengths are learning from our mistakes, taking accountability, and having a sense of purpose.In some markets, we also conduct onboarding and exit surveys. The onboarding surveys help us fine-tune the experience for new employees, especially identifying where we could better set expectations about job requirements before people join DKSH. The exit surveys focus on voluntary leavers and provide us with useful, candid insights into their experience at DKSH.Welcoming New Hires to DKSHHR business partners forecast our hiring needs in partnership with Business Unit Managers locally by Business Unit and Function. Where hiring needs are identified, they will be reviewed by the Global Heads of the Business Units, who ultimately approve the creation of new roles. At DKSH, we have an open, transparent, and merit-based recruitment process that is guided by our Global Recruitment Policy and conducted via SuccessFactors. This Policy sets out guidelines for the entire recruitment process. It applies across all markets and all levels of employees, and ensures the quality of the recruitment process. 16 The engagement score is calculated by aggregating the average score of the two questions %u201cHow happy are you working for DKSH?%u201d and %u201cI would recommend DKSH as a great place to work%u201d from the YourVoice@DKSH engagement survey.