HR ASIA BEST COMPANIES TO WORK FOR IN ASIA 2017 HR ASIA BEST COMPANIES TO WORK FOR IN ASIA 2017 HR ASIA BEST COMPANIES TO WORK FOR IN ASIA 2017 HR ASIAHR ASIA BEST COMPANIES TO WORK FOR IN ASIA 2017 HR ASIA BEST COMPANIES TO WORK FOR IN ASIA 2017 HR ASIA BEST COMPANIES TO WORK FOR IN ASIA 2017 HR ASIAstreamlining mall operations allowances to provide for a clear allowance
structure based on job category, job grade, working hours (including shift
allowance), public holiday allowances, meal allowances, replacement
leave and many more. ENCORP also looks into renewing insurance and
medical benefi ts to cover employees and their dependents, streamlining
employees job grades, performance bonuses and increments in line with
the general structure of the property development industry, introducing
a private retirement scheme in collaboration with commercial banks,
introducing Amanah Saham Bumiputera (ASB) salary deductions through
monthly payroll processing, streamlining payroll salary crediting to ease
employee salary management, collaborating with corporate bank to
introduce personal loans at low interest rates and expanding the use of
Human Resource Integrated System (HRIS) for services ranging from
e-Claims to e-Leaves and e-Payroll processing.WORK-LIFE BALANCE / EMPLOYEE ENGAGEMENT
ENCORP conducts a variety of activities and celebrations to foster closer
relationships among employees and encourages stronger and happier
teamwork and friendship. The many activities such as Lunch Talks based
on relevant themes, monthly breakfasts and birthday celebrations for
employees, PPK Shopping Malls Associations Bowling Competition and
Futsal Tournament, ENCORP Run, Festival of Wings a community event
to celebrate biodiversity, including the importance of conserving fauna and
habitats and as well as the activity to Celebrate Unity at ENCORP.EMPLOYER BRANDING By streamlining its recruitment process
with the industry best practices and procedures, ENCORP also promotes
its employer branding by
implementing a career microsite
in collaboration with Jobstreet.
com to advertise vacancies
on the company’s website,
working closely with a number
of universities to establish
internship programmes for young
achievers in order to tap into the
pool of young talent. Our partner
institutions included Universiti
Kuala /umpur, the *erman-
Malaysian Institute, Taylor’s University Lakeside Campus, Universiti
Teknologi MARA and the International Islamic University, Malaysia.
ENCORP also believes in enhancing the quality of our workforce and
improving ethnic and gender representation within the Group. ENCORP
has a total headcount of 151 and women constituted almost half at 74.“At ENCORP, it is about the organisation’s personality, our attitude and
our practices and about how we do things here so that we are aligned to
our common goal. We practice values that instill a sense of belonging, the
feeling that we are all making a difference, feeling recognised, rewarded
and respected and the feeling you are working under inspiring team
leaders. Aligned with the mission, ENCORP aspires to be an organisation
of one big happy family with motivated and well-trained ENCORP Family
Members.”
— Dato’ Haji Zakaria Bin Nordin, Group Chief Executive Offi cer“Over the years, I have seen the growth of the company from strength to
strength. The working environment of the company is very conducive as
I feel that the team worked very close together. We treated each other
with respect like family members. Top Management has always been very
supportive in giving rewards and benefi ts to the deserving staff.”
— Richard Lim, Head of Construction ManagementE
ncorp Berhad’s core business is in property
development and has built a reputation for excellence
by setting new benchmarks in Quality, Standards,
Value and Service (QSVS) through innovative products
and services. Over the years, Encorp has increased
its strength through the delivery of commercial and residential
developments in Malaysia and Australia which have earned awards
and accolades from national and international bodies.
Encorp’s signature properties include ENCORP Strand in
Kota 'amansara, Encorp Cahaya Alam in Shah Alam, E1CORP
Marina Puteri Harbour in Iskandar Malaysia and The Residences
on McCallum Lane in Perth, Australia. Encorp’s commitment is
towards building properties for the future and its developments are
designed to be sustainable and environmentally friendly.
Even with all these achievements, ENCORP continues to
look for opportunities to expand its business and to stamp its mark
as a highly respected company that delivers on the ENCORP
Experience with a mission to transform itself from a Good to Great
Company: to make a real difference to the lives of our customers,
investors and employees by providing products and services which
add value and enrich communities’ lives.
PEOPLE STRATEGY As an organisation, ENCORP wishes to
create a work environment where people are treated with respect
and dignity. ENCORP welcomes people from different cultures,
experiences, ideas, backgrounds, skills, and perspectives to create
a strong foundation for creativity, innovation, new ideas and ap-
proaches that will spearhead ENCORP from just an ordinary com-
pany to an extraordinary company. Our vision is to aspire to be an
organisation of Happy, Highly Motivated, Well-Trained Staff whose
aim is to deliver unbeatable Quality, Standards, Value and Services
(QSVS) in everything ENCORP Berhad does and To Make A Differ-
ence To Our Community.
GROWING WITH THE
WORK PLACE EN-
CORP remains committed
to our workplace philosophy
that growth of the Group
can occur only with strong
and continuous engage-
ment with our employees
and strategies to build their
capacities and capabilities.
In Human Resource at ENCORP Group of Companies, we
believe the diversity of our team has resulted in cross-functional ca-
pabilities and further enhance the strength of our team. With this in
view, our Human Resource strategy and initiatives focus on devel-
oping talent through a new Recruitment process with industry best
practices and procedures to ensure effective end-to-end recruit-
ment, by establishing and implementing a Development Framework
to focus key components such as Leaderships by way of leadership
skills and competencies for employee in lead and managerial role,
focusing on Personal 'evelopment and team effectiveness and effi -
ciency for employees in management, executive and non-executive
positions including Technical Development that focus on employees
to identify technical courses and programmes, as well as to stream-
line Compensation and Benefi ts such as allowances, medical and
insurance benefi ts, Mob grading, performance bonuses, increment
and others. Throughout the year, ENCORP also conducted various
activities and celebrations to initiate Work-Life Balance and Em-
ployee Engagement and also to foster closer relationship within the
organisation and external parties.
EMPLOYEE COMPENSATION AND BENEFITS
E1CORP compensation and benefi ts scheme focuses on