The Talent Management and Succession Plan Policy The Talent Management and Succession Plan Policy guides our efforts to strengthen our leadership pipeline, accelerate leadership readiness, and attract and retain top talent. We proactively identify and develop successors for key positions within FGV that are critical for our business performance. This process is driven by the immediate supervisors of the potential successors, enabling focused development to address specific skill gaps and prepare them for future responsibilities. Talent Development Talent development ensures that our workforce remains skilled, adaptable, and aligned with evolving business needs. Building future-ready capabilities across all levels enables us to drive innovation, respond to emerging challenges, and sustain long-term competitiveness. WHY IS IT IMPORTANT? Our policies, governance structures, and development frameworks support clear succession planning, career progression, and a positive workplace culture. Guided by our PRIDE Core Values—Partnership, Respect, Integrity, Dynamism, and Enthusiasm, we strengthen workforce planning, maintain strong oversight, and implement a well-defined rewards system to align talent development with business needs and industry best practices. WHAT IS OUR APPROACH? PARTNERSHIP Collaboration ENTHUSIASM Action Orientated RESPECT Effective Communication DYNAMISM Adaptability INTEGRITY Accountability P E R D I PRIDE CORE VALUES Succession Planning Our Board Charter Version 10.0 outlines the Board’s responsibility in ensuring succession planning for both the Board and top management. The Nomination and Remuneration Committee oversees the selection, training, compensation, and transition of key leadership roles to maintain business continuity. Employee Development To attract, develop, and retain top talent, Group Human Capital (GHC) implements a comprehensive rewards system. This includes participation in the annual Mercer Malaysia Salary Survey and conducting a Total Compensation Review with an external consultant, under the guidance of the Nomination and Remuneration Committee. Fostering A Positive Workplace Culture Employee engagement is strengthened through Employee Roundtable sessions led by Chief Executive Officers (CEOs), Division Heads, and Workplace Heads. These sessions provide a platform for discussions on departmental matters and career development, fostering a workplace culture that encourages continuous learning, collaboration, and professional growth. Building on this foundation, our strategy focuses on succession planning, employee development, and workplace culture. This structured approach mitigates skill gaps, strengthens leadership pipelines, and enhances employee engagement to create a workforce that is prepared for evolving business challenges. 138 FGV Holdings Berhad | Annual Integrated Report 2024 Social
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