Sustainability report 2018

Human capital relations

Hektar follows the principle of equal opportunity in regards to its hiring and promotion procedures.

Work place

Equal opportunities

Hektar follows the principle of equal opportunity in regards to its hiring and promotion procedures. As an equal opportunity employer, we do not discriminate based either on race or gender and we are required to give everyone an equal chance, be it in hiring or promoting employees, both of which are done purely on performance and merit.

In Hektar Asset Management, as at 31 December 2018 we have a total of 24 staff altogether. More than 57% of our employees are women in HAMSB’s corporate office.

In Hektar Property Services, as at 31 December 2018 we have a total of 318 staff altogether across 6 offices nationwide and 46% of the workforce comprise women employees, holding executive level and senior management positions in the company.

Safety and health

At Hektar, we have maintained zero fatality from workplace incidents since we began our operations more than 12 years ago. We undertake measures to ensure that our customers, tenants and employees are safe and taken care of at our premises.

The Management has in place, adequate safety and health measures to avoid any potential safety hazards in our centres. We periodically review the procedures to comply with all relevant Acts and regulations under the Department of Occupational Safety and Health (DOSH) in line with current requirements and make the necessary changes, if needed, to mitigate any long term risk to maintain a zero accident track record. Apart from regular maintenance work on our facilities, periodical inspection of lifts, escalators, fire system, electrical switch gears and other electrical equipment are also carried out regularly. At our centres, employees are required to attend refresher training programs conducted by Bomba and DOSH on safety and health will. Fire drills are also conducted regularly with the respective mall stakeholders.

The safety aspect is paramount in all that we do particularly when designing retail space and when we prepare for the commencement of Asset Enhancement Initiatives, renovation or routine maintenance works. As a safety procedure, we ensure that all contractors and their workers go through safety briefings before any renovation and fit out works are allowed to commence. This is to ensure that they follow all mandatory safety regulations to safeguard the safety of tenants, visitors and shoppers. All fit out works are carried out in a safe and socially responsible manner, based on approved drawings which comply with regulations and fitting-out guidelines. Regular on-site meetings and inspection are held to discuss the progress and related issues with the tenants and contractors to ensure safety and compliance.

Diversity

In relation to diversity, Hektar acknowledges that it is crucial to practice mutual respect for qualities and experiences that are different from our own. Understanding diversity means recognising that personal, cultural and institutionalised discrimination between any party creates and sustains privileges for some while creating and sustaining disadvantages for others. We do not tolerate any form of discrimination. Diversity in Hektar includes, but are not limited to age, ethnicity, class, gender, physical abilities/qualities, race, sexual orientation, as well as religious status, gender expression, educational background, geographical location, income, marital status, parental status, and work experiences.

Long service award

In recognition of their commitment and dedication that they have put forward throughout the years of their service, this year Hektar awarded 13 employees with appreciation certificates, and valuable gifts as a gesture to express their gratitude for their loyalty to the company. The Long Service Award is given to employees who have exercised continuous employment with Hektar for at least 10 years. The award which, includes a gift of high quality up to the value of RM2,000 and a certificate of appreciation per employee was introduced in 2013 with the intention to promote a positive sense of loyalty and commitment amongst the employees.

Hektar tries hard to create a workplace environment where employees feel valued, and inspired to work every day. We are happy to discover that as at 31 December 2018, one fifth of the workforce comprise employees who have been loyally serving us for more than 10 years.

Work life balance

Hektar REIT encourages a balanced lifestyle as well as promotes healthy interaction among employees as much as possible. Every centre organises casual outings, friendly bowling tournaments, birthday and festive season celebration at the office or outside for the enjoyment and participation of all. It is not uncommon to hold Hari Raya ‘Open House’, annual Chinese New Year ‘Yee Sang’ tossing or to have a ‘Secret Santa’ gift exchange programs during Christmas in our offices. Hektar provides parental leave, medical insurance for the employees and their families and also allows early release prior to festive days to ensure that employee morale remain high. We have created a ‘Chill out’ area in certain malls, which is specially designed to be fun and open to encourage brainstorming and discussion, equipped with a TV and reading corner, a pantry area where employees often have lunch together in comfort and training rooms. Hektar encourages and supports its employees to enter friendly inter-mall competitions held by Malaysia Shopping Malls Association (PPK Malaysia) and other organisations to foster strong team spirit and togetherness. This year, Group Marketing along with the representatives from other centres organised a three day trip to Genting Highlands where they had their team building and strategy planning session for the upcoming year.

Staff retention

Staff retention strategies include ensuring staff salaries are fair, that staff are given chances to learn or strengthen their skills and to positively contribute to their respective departments. Content and motivated employees translate to better workplace performance, greater productivity and better quality of output. These factors will inevitably contribute to our financial performance and ultimately, unitholder returns. To attract the right talent and to retain our current star employees, we try our best to ensure the competitiveness of our employees’ remuneration through market benchmarking and employee surveys.

Training and development

The Company puts strong emphasis on developing the careers of its employees as it believes that continuous learning is a fundamental building block towards their growth as they become more adept at carrying out their responsibilities. Group Human Resource has been tasked to develop strategic development programs to further develop the employees’ career. The trainings and courses the staff attended included job specific trainings such as operations, marketing, leasing, facilities management, finance and legal courses as well as general, leadership and soft skill programs. For 2018, the average minimum training hours per employee is 18.5 training hours, with a total investment of approximately RM43,000.

This year, a total of 10 key employees from the Corporate, Leasing and Marketing departments went on a study and observation trip to Japan, which was organised by PPK Malaysia. The purpose of the trip was to expose the participants to international best practices and benchmarks. During the trip, the participants were exposed to a variety of shopping centres layout, interior design, space utilisation, tenancy mix, tenancy zoning, expression and visual merchandise display, store concepts and shopping culture. The team also had the opportunity to have knowledge sharing sessions with shopping centre operators from Japan together with the participants from other shopping centres from Malaysia. In 2018, 100% of the confirmed staff as at 31 October 2018 underwent their annual reviews and were successfully appraised based on their performance. As at 31 December 2018 , we have a total of 342 employees both at the REIT Manager and Property Manager.

Social relationship capital

Community and charity

Hektar supports the community through its shopping centres. A full account of the activities during 2018 can be found in the Corporate Social Responsibility section in this annual report.

Economics

At Hektar REIT, we believe it’s our duty to support the local communities. We do so in an array of ways. One of our growth strategies is to provide customers with vibrant and relevant tenancy mix, offering a wide range of retail brands both local and international. Running a retail centre business means creation of several thousand stable jobs, increase in tax revenue, and promoting population growth in the surrounding area. Approximately one third of Hektar shopping centre tenants comprises local retailers from neighbouring areas which helped stimulate the local economy via employment opportunities and outsourcing of various operations such as cleaning, maintenance and construction projects to local companies to share the economic effects on a wider scale.