Page 110 - Bank Muamalat_AR24

108 BANK MUAMALAT MALAYSIA BERHAD

SOCIAL

2. Building a Strong and Future-Ready Workforce 3. Employee Well-being and Engagement

Bank Muamalat remains focused on strengthening its A key priority for Bank Muamalat is to foster a workplace
human capital as a strategic priority. In 2024, the Bank culture where employees feel valued, supported,
achieved a meaningful reduction in the employee and empowered to perform at their best. Our holistic
turnover rate to 9.87 percent, down from 12.91 percent approach to employee well-being recognises the
in 2023 and 14.01 percent in 2022. This continued importance of physical health, mental resilience, career
progress underscores the effectiveness of our approach fulfilment, and a healthy work-life balance.
in attracting, engaging, and retaining talent.
In 2024, we deepened our investment in employee
Key initiatives that contributed to this improvement welfare through the following initiatives:
include: • Expanded physical and mental wellness programmes,
• Refinement of recruitment strategies to attract providing employees with access to mental health
high-quality candidates, supported by robust resources and wellness-related initiatives that
selection processes, strengthened employer branding, encourage a culture of care and self-awareness.
and competitive compensation packages. • Structured development and career growth pathways,
• Implementation of targeted retention efforts, focusing offering various training programmes, leadership
on succession planning, career mobility, and leadership development tracks, and mentorship opportunities to
development to build long-term career pathways and support professional advancement within the Bank.
deepen employee commitment. • Feedback and engagement channels, which enable
• Enhancement of collective agreements in collaboration ongoing communication between employees and
with employee unions, ensuring fair, market-aligned management, fostering trust, inclusivity, and a more
remuneration and benefits that support both financial connected workforce.
security and employee well-being.
• Ongoing engagement through the Employee
Engagement Survey (EES), enabling the Bank to
gather actionable insights, strengthen communication,
and shape a responsive talent strategy aligned with
employee expectations.