To ensure sustained quality leadership and organizational performance, a solid pipeline of talent is essential. We have a well-structured and consistent procedure in place that generates qualified applicants with specific growth plans who are ready to fill openings. Succession Planning Objectives Succession Planning Methodology Succession Planning Ambition Alignment with key business objectives Determine key positions for succession based on organizational demands Review of talents based on consistent performance and potential Targeted development plans 1 2 3 4 Succession Planning Progress Expand the scope of succession planning to cover about 1,000 leadership positions by 2023. In 2021, we had already created a leadership pipeline of 516 successors for about 266 senior and middle management positions. SUCCESSION PLANNING Identify a deep pool of potential successors, each with an individual development plan Identify and accelerate the development of future talents Mitigate the risk and impact of losing experienced leaders, including when leaders assume different roles within the organization Support employee engagement and talent retention Promote diversity 148 INDORAMA VENTURES PCL. VISION - TO BE A WORLD-CLASS SUSTAINABLE CHEMICAL COMPANY MAKING GREAT PRODUCTS FOR SOCIETY. EMPLOYEE PERFORMANCE REVIEW All eligible IVL employees meet formally with their supervisors to review their performance and development opportunities. Performance reviews and development plans are a part of a global talent management system, which is designed to effectively utilize and advance employees across all regions. In 2021, 66.7%of our employees received performance reviews. Chief Strategy Officer Message Chairman of the ESG Council Message Key Achievements 2021 CEO Message IVL’s Sustainable Value Creation for Stakeholders Home
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