The Genting Group is an equal opportunity employer that embraces diversity in the workplace. We strive to maintain an inclusive work culture that supports diverse talent to contribute positively to the growth and productivity in line with the Group’s vision and mission.

Employees form an integral part of Genting and we remain committed to human resource development. Our global workforce was about 62,000 as at 31 December 2015 with 29% Malaysians comprising Malay (10%), Chinese (16%), Indian (2%) and Others (1%); and the remaining 71% from other countries including but not limited to Singapore, Indonesia, China, United Kingdom, United States and Bahamas. The male to female employees ratio is 66:34; with age below 30 (34%), between 30 to 55 (62%) and above 55 (4%).

The diversity of our workforce from different culture backgrounds has helped our various operational teams, especially in the resort and gaming properties to be responsive in its communication and services to guests from all over the world.

We seek to attract and retain the best talents by fostering a secure and enabling workplace where every individual is valued and empowered to realise his or her full potential. The rights of employees are always respected. In engaging with our people, we exercise impartiality, consistency and transparency, mutually guided by the relevant Human Resource handbooks and manuals that clearly set out the relevant policies, procedures, responsibilities and benefits.

Orientation programmes are organised while on-site induction programmes on job expectations, safety procedures and health aspects are held upon the arrival of new workers, particularly foreign workers to help them adapt to the local culture and work environment.

We stand firm against any form of violence, harassment or discrimination against race, religion, national origin, disabilities, pregnancy, age and gender. A formal grievance procedure ensures complaints, if any, are addressed in a timely manner, systematically and equitably, in accordance with established processes and procedures.

We have in place the Code of Conduct/Practice that outlines the standard of behaviour expected of employees. We also have in place the Whistleblower policy and Grievance Handling Procedures that are designed to guide and create a fair, responsible, prompt and confidential platform for employees to lodge their grievances.

We offer comprehensive remuneration schemes that are in line with industry and market benchmarks and consistent with all applicable collective agreements and minimum wage policies.

We advocate a safe and engaging workplace. Our business properties are accredited with high safety and management standards.

Genting Plantations’ oil palm mills are certified with OSHAS 18001:2007 and MS 1722:2011 occupational health and safety management systems, reinforcing our commitment to safety in the workplace. Genting Plantations ensure that occupational safety and health (“OSH”) standards are applied uniformity across all operating centres and guided by the industry-specific OSH Manual and Guidelines. As a result, Genting Plantations achieved zero fatal accidents in 2015. Statistics compiled from all Genting Plantations’ operating units indicated the average percentage of Lost Time Injury or lost man days caused by accidents at the workplace was as low as 0.03%.

Genting Malaysia is working towards a ‘Zero Accident’ goal through constant improvements in reducing workplace accidents and by building up a more proactive safety and health culture through awareness and education. These initiatives were carried out in line with the Environment, Health and Safety (“EHS”) policy and an established externally certified EHS Management System. Periodical assessments and audits are carried out by EHS specialists on the Occupational Health and Safety Management System (OHSAS 18001) and Environmental Management System (ISO 14001). In March 2015, Genting Malaysia obtained a second-time audit recertification by SIRIM QAS International.

Genting Malaysia regularly engages with its employees to promote a positive safety and health culture. These engagements include organising activities to improve knowledge and skills on safety and health matters; having trained Safety Secretaries for each property or department; conducting monthly Occupational Safety and Health talks to educate employees on safety and health matters and encouraging them to take ownership of their own safety and health at the workplace. Talks and programmes on occupational health, hygiene and road safety campaigns are regularly organised for employees. A total of 72 safety training sessions were conducted in 2015 for Genting Malaysia’s employees and the EHS committee.

We encourage a healthy work-life balance among our employees through various sports, wellness and health activities, blood donation drives, talks, staff trips, celebrations of major religious and cultural festivities, annual dinners and self improvement workshops.

We provide a conducive working and living environment for our employees. Our integrated resort properties provide employees with standard facilities and amenities including cafeterias, free Wi-Fi at designated spots, well-equipped resource centre and library, recreation centres, places of worship, gymnasium and sports or recreational facilities.

Recognition and award appreciation events such as the “Employee of the Month”, “Employee Appreciation Nite” and staff dinners are organised annually for our employees.

Employees are also regularly updated on the ongoing developments and happenings within the Genting Group through internal communication channels such as internal monthly newsletters, intranet and internal notice boards.

Conferences and seminars are organised annually to train and develop our management teams. The 27th Genting Malaysia Senior Managers’ Conference themed “Accelerating Global Brand Success” was held in Resorts World Manila, Philippines from 7 to 8 September 2015 and the 34th Genting Plantations Management Conference was held in Kunming, China from 16 to 19 September 2015. Genting UK organised the Senior Management Conference themed “Game Changing” in March 2015 in London with Sir Clive Woodward as its key note speaker.

Employees are encouraged to participate in professionally conducted training courses to enhance their work knowledge and competencies.

In Malaysia, the training programmes are conducted jointly by Genting Malaysia’s Genting Centre of Excellence and other outsourced training providers, to enhance the competencies and knowledge of the employees in their respective specialisations. Genting Malaysia invested RM3.27 million in 2015 to provide both internal and external training for its employees. Of this amount, RM2.39 million was invested in internal training for all levels of employees across its various departments.

Genting UK continues to build on its Manager Designate programme to source suitably experienced managers from outside the casino industry, who then complete an intensive gaming course to equip them with the gaming knowledge required to progress to Casino Managers within the business. In 2015, Genting UK launched the Genting Academy Prospectus with a choice of courses which can be tailored to individual development needs. A total of 30,996 courses have been completed via Genting Academy on-line since its launch.

64% of Genting UK’s employees completed the Genting Staff Engagement Survey in 2015, which provided the company with valuable feedback from employees in areas such as communication, learning & development, technology and employee benefits to shape and improve the workplace. The local and regional “listening” events provide the opportunity for Genting UK’s management team to engage with its employees further and understand the views on their workplace.

Different business units of Genting UK held team building events in 2015 including General Manager Strategy Days, Marketing Workshops and Slot Workshops. Genting UK provides a Staff Social Fund so that staff social events and team building activities can be held by its casino properties.

Genting UK organised the “Dealer of the Year” competition in May 2015 in which more than 80 of its casino employees participated.

We continue to support and provide educational opportunities to the financially disadvantaged but deserving students. Genting Malaysia Education Fund committee disbursed RM1.3 million in scholarships to scholars undertaking courses overseas and locally in 2015.

Communication channels such as internal monthly newsletters, intranet, internal notice boards, e-Kiosks and regular meetings are provided to keep employees and management up to date.

Genting Malaysia inculcates two-way communication with its employees and regularly seeks feedback through the Townhall Meetings and the Tea Talk sessions which were initiated in 2015. The Townhall Meetings were held to update employees on the current operational performance as well as ongoing initiatives and developments at the resort, in addition to offering employees a platform to voice out their concerns and share their ideas that will contribute to the growth and development of the company. The Tea Talk sessions are an informal communication forum for employees to meet and share their concerns with the top management and to provide feedback for future improvements. These initiatives are in line with the management’s efforts to broaden the channels of communication between employees and the management.

Resorts World Bimini increased housing facilities for its employees in 2015 by completing the construction of two additional employee dormitories, adding another 176 employee living space. Team building events are held regularly such as the Employee and Supervisor of the Month recognition programme, movie nights, birthday celebrations, beach volleyball and sports teams to promote a positive working environment in the resort.

The opening of Resorts World Birmingham in October 2015 created hundreds of new jobs. Various recruitment campaigns were undertaken prior to the opening and the team also worked with the local council and job recruitment centres. Induction programmes were held to cover important topics such as customer service, responsible gambling, first aid, technical systems, food hygiene and money laundering days as well as fun team building events to help the new staff bond together.

As an endorsement of good human resource practices, Genting Plantations and Genting Malaysia were named among the ‘Best Companies to work for in Asia 2015’ by HR Asia, the region’s largest circulation publication for human resource professionals.

Source: Genting Berhad Annual Report 2015


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