Investing in leadership is at the core of Myanmar Yang Tse Copper Limited - MYTCL’s approach to recruiting and retaining diverse talent to operate a responsible and successful business. The success of our company is directly connected to the talent and expertise of our employees. MYTCL has, in fact, integrated professional development into our business model. We promote this philosophy: We are always experimenting and constantly learning. We have a healthy disregard for the impossible and 'the way things are always done'. We also consider the cost of NOT developing our people.
Our company’s strategy is to recruit, hire and internally develop people who can handle the challenges of manufacturing a product in a highly regulated and restricted environment, while striving each day to operate responsibly. We believe the challenges associated with a career at Myanmar Yang Tse Copper Limited can’t be found in most other companies or industries.
Long-term individual development is still the responsibility of the potential employee. But we at MYTCL believe that once the individual has been hired, professional development becomes the responsibility of our organisation. Although the employee was hired with a certain set of knowledge, skills and abilities, if the roles and responsibilities of the position change, and they will, MYTCL maintains a 'corporate social responsibility' to invest in our human capital. Employees are investing in MYTCL by working longer hours, by handling evolving tasks and assuming increased responsibilities. So we practice building on Human Capital as an investment for both our company, as well as for the future of our employees.
MYTCL understands the true value of professional development, culture, innovation and creativity, and also recognises the value of continuously educating our employee base. Our organisation acknowledges that by providing individual development that we will be better positioned to adapt to the rapidly changing demands of today's work environment. Incorporating professional development within the overall corporate strategy is the challenge we offer all of our employees.
We recruit and develop talented leaders through a four-step process that focuses on both what we do and how we do it. Our approach to developing leaders focuses on:
We believe this process enables us to identify, hire, retain and advance people that have the capability to reach their full potential as leaders within our company.
This framework is not a discrete, linear process. Instead, it is an interconnected set of processes and elements in which each component affects the other.
We can’t properly develop and retain our people if we aren’t listening to them. We take a deliberately qualitative and actionable approach to engaging with our employees through a variety of mechanisms, including town halls, leadership conversations, small focus groups and formal and informal surveys. We also provide our employees with mechanisms to raise issues and report compliance concerns, including through our Open Door Policy.
This multi-faceted approach enables us to process what our people are saying and take action to foster a productive, safe, satisfying and inclusive work environment.
We are proud to offer a work environment where our people can do their best and where we reward excellence through top-tier compensation and benefits and career development and advancement opportunities. We offer employees at all levels the opportunity to take charge of both their personal and professional development. We encourage our people to pursue internal and external enrichment opportunities including conferences, seminars and accredited education programs that help them grow as people and contribute to our company’s success.
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