careers in cmc group
Creating Talents from Within
Through our Talent Management & Development department, the company’s talent value strategy was designed to focus on 5 key objectives;
Attracting strategic talents to the company.
Embracing the company’s core values and developing competencies.
Identification and development of the company’s high talent pool.
Retaining the high-profile talents within the company, and
Nurturing the strategic and leadership mindset of the high talent potentials.
These key objectives are derived from the company’s mission to instil a high-performance culture among its employees as part of its long-term business strategy. The employees have been and will remain the company’s greatest assets who had been continuously motivated and developed with driven working environment where people with a passion for excellence can thrive.
In harnessing our employees’ true talents and potential in their career, personnel engagement and individual development is crucial to ensure continuous success and growth for everyone. The Talent Development Framework which was established to provide a clear development path and guidance contributed vastly in our employee’s career development. This followed with a competency-based Performance Management System that was done rigorously throughout the year to measure how our employees subscribes to the company’s core values and demonstrate identified competencies that are critical for achieving their KPIs.
The High potentials (Hi-Po) programme started this year when 20 employees were identified to be enrolled under the Skills & Technical Advancement Roadmap (STAR). The company believes high-potential employees are critical to any organization’s current and future success. The 20 employees were categorized under 3 different groups; High Assets, Promotable and Expert Resources and each group defines every employee potential in their own development areas. The programme is being carried in tandem with a structured long-term incentives and retention plan; a reward system that encourage and compensate the employees to achieve their individual targeted development plan and ensuring commitment to the Hi-Po programme.
Training is important for the employee’s career development. We provide our employees opportunities for internal and external training courses that are critical for company business.
Orientation training is the process of giving new employees the information they need in order to do their work comfortably, effectively, and efficiently. Through Orientation training will help new employees gain basic information related to their job and become productive sooner. It also helps to reduce the nervousness and uncertainty of new employees, and helps them develop a positive attitude by boosting job satisfaction, and so they are less likely to quit. Employees with positive attitudes are more likely to do good work.
CMC practices ‘On-the-Job Training’ where teaching the job while trainer and trainee do the job at the work site. This training involves working alongside an experienced person who shows the trainee how to do the various tasks involved in a job or trade. For technical group, we will get our technology partners to give CMC in house courses on their product to familiarize
our staff with their products.
CMC sends employees for external training on a regular basis. The intended course is based on the job competencies requirement. We also send employees for other specialised type of training such as Corporate Finance training, Cisco competencies training, Quality training etc.
In-House Training / Knowledge Sharing Session
CMC also provides in-house training or knowledge sharing session. It is conducted by our own staff. The training is either one-to-one training as well as classroom training such as basic management theory, English communication and basic business letter writing, etc. Basic Health, Safety, Environment and Quality (“SHEQ”) awareness courses are done internally with the help of our consultant.
Coaching & Mentoring
In order to help employees maintain and use skills they have acquired, the management takes on the role of coaching and mentoring. This is done informally to support the more formal training process. The steps include observing the employee’s performance and providing feedback, praising proper use of skills, and pointing out mistakes. This nature of training program is especially important for management in CMC to encourage employees to participate in decision making and teamwork.
To those interested to pursue a rewarding career with the Group, please e-mail us your resume at firstname.lastname@example.org