Case study: How Cenviro promotes employee growth
Cenviro is Malaysia’s leading waste management company, known for its sustainable performance and integrated solutions. Through its employee training and development programmes, Cenviro seeks to foster a workforce that is armed with the skills, expertise and multinational mindset needed to advance Cenviro’s industry.
This case study is based on the 2018 Sustainability Report by Cenviro published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.
Abstract
Cenviro is committed to investing in its employees’ skills and career development Tweet This!, fostering the next generation of waste-industry professionals with the necessary skills and expertise to drive the innovation Cenviro needs. In order to promote employee growth Cenviro took action to:
- provide competency training
- offer leadership training
- conduct performance appraisals
- enhance internal processes
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With this case study you will see:
- Which are the most important impacts (material issues) Cenviro has identified;
- How Cenviro proceeded with stakeholder engagement, and
- What actions were taken by Cenviro to respect and promote human rights
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What are the material issues the company has identified?
In its 2018 Sustainability Report Cenviro identified a range of material issues, such as ensuring health and safety at the workplace, achieving customer satisfaction, data security and privacy, human rights, managing emissions and addressing climate change. Among these, promoting employee growth stands out as a key material issue for Cenviro.
Stakeholder engagement in accordance with the GRI Standards
The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:
Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.
Key stakeholder groups Cenviro engages with:
| Stakeholder Group | Method of engagement |
| Shareholders
| · Board Meetings · Site Visits · Townhall Sessions |
| Customers
| · Customer Satisfaction Survey · Customer Hotline · Website · Open Day · Roadshows · Exhibitions · Customer Visit · Customer Audits |
| Government, local authorities and regulators | · Regular Meetings · Progress Updates · Compliance Reports · Seminars and Forums · Collaboration Programmes · Visits and Inspections |
| Local communities and the public
| · Community Programmes · Public Dialogues · Education Programmes · Environmental Engagement Campaigns · Branding Awareness Programmes · Social Media Platforms |
| Suppliers and contractors | · Meetings with Health, Safety and Environment, and Procurement Departments · Contract Management Programme · Vendor Development Programme · Surveys |
| Industry and business partners | · Committee and Members Meetings · Collaboration Programmes · Seminars · Forums and Workshops |
| Employees | · Surveys · Safety Briefings · Training · Townhall Sessions · Focus Groups · Campaigns · Kelab Sukan Kualiti Alam Programmes |
| Media
| · Interviews · Media Briefings · Press Releases |
How stakeholder engagement was made to identify material issues
To identify and prioritise material topics Cenviro engaged with its stakeholders through a web-based survey, receiving responses from 245 stakeholders.
What actions were taken by Cenviro to promote employee growth?
In its 2018 Sustainability Report Cenviro reports that it took the following actions for promoting employee growth:
- Providing competency training
- Cenviro strives to make sure that its employees are suitably equipped with the necessary knowledge and competencies to handle scheduled waste. Cenviro’s target is to go beyond minimum compliance by maintaining a high number of certified competent employees across all competency areas. In line with this target, in 2018, Cenviro sent 19 of its employees for Certified Environmental Professional in Scheduled Waste Management Training organised by the Environmental Institute of Malaysia (EiMAS). A further 17 employees, including 2 who attended the EiMAS training, participated in competency trainings to secure one-year competency certificates in various technical aspects of health and safety, and an additional 16 employees secured full competency certificates.
- Offering leadership training
- Cenviro’s strength relies on the quality of leadership delivered by Cenviro’s management and, to ensure this quality, and to help its leaders remain focused and productive, Cenviro provides training to people managers, on an ad hoc basis. In 2018, Cenviro held 12 trainings, which were attended by 69 members of management.
- Conducting performance appraisals
- In order to provide its employees with valuable career feedback, Cenviro carries out bi-annual performance appraisals. In 2018, 95% of Cenviro’s employees were appraised, compared with 87% in 2017. Employees who did not receive performance reviews included those serving probationary or notice periods and those reaching retirement. In 2018, Cenviro also introduced a peer review programme for senior employees, which includes an evaluation by three peers of an equivalent level of seniority.
- Enhancing internal processes
- In order to support its workforce with future-ready internal processes, in 2017, Cenviro moved to integrate its information systems using SAP (Systems Applications and Products in Data Processing) suite on HANA enterprise software. With SAP providing industry-specific solutions, sound data tracking and group-wide access to information through a centralised system, Cenviro’s employees are able to streamline their workflow and improve Cenviro’s operational efficiency. The cloud-based system has also offered direct environmental benefits by reducing both Cenviro’s energy requirements and paper consumption. Phase 1 of the SAP implementation process went live in 2018 and, in order to familiarise employees with the new system, classroom-based trainings were held in 2017 with additional one-on-one sessions also offered to employees in 2018. Employee uptake of the programme was also evaluated later in the year through a survey that determined departments requiring additional instruction and by exploring areas for improvement. Through the completion of the survey, Cenviro was able to identify and assist two departments in need of additional support.
Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?
The GRI Standards addressed in this case are:
1) Disclosure 404-1 Average hours of training per year per employee
2) Disclosure 404-2 Programs for upgrading employee skills and transition assistance programs
Disclosure 404-1 Average hours of training per year per employee corresponds to:
- Sustainable Development Goal (SDG) 4: Ensure inclusive and equitable quality education and promote lifelong learning opportunities for all
- Business theme: Employee training and education
- Sustainable Development Goal (SDG) 5: Achieve gender equality and empower all women and girls
- Business theme: Gender equality
- Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
- Business theme: Employee training and education
Disclosure 404-2 Programs for upgrading employee skills and transition assistance programs corresponds to:
- Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
- Business theme: Employee training and education
Disclosure 404-3 Percentage of employees receiving regular performance and career development reviews corresponds to:
- Sustainable Development Goal (SDG) 5: Achieve gender equality and empower all women and girls
- Business theme: Gender equality
- Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
- Business theme: Employee training and education
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References:
1) This case study is based on published information by Cenviro, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:
http://database.globalreporting.org/
2) https://www.globalreporting.org/standards/gri-standards-download-center/
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