中文
NURTURING OUR PEOPLE
At NagaWorld, we are committed to empowering and cultivating our workforce, where striving for excellence becomes ingrained into our corporate culture.
Anchored in our comprehensive four-pronged framework – Start With Us, Grow With Us, Engage With Us, and Stay With Us – we strive to build our reputation as an employer of choice and provide an environment for individuals to build successful careers and develop their full potential. Through targeted programmes, up-skilling initiatives and a focus on employee well-being, we endeavour to foster a culture of growth, inclusivity, and professional fulfilment, ensuring our workforce thrives and excels in an ever-evolving world.
1. Start With Us
We adhere to all pertinent laws and regulations outlined in the Cambodian Labour and Employment Law. The legislation mandates that we establish a comprehensive legal framework for employment contracts in Cambodia, governing the employment relationship between the Company and our employees, irrespective of age, race, gender, religion, social status, or disability. The law also protects trade unions and Shop Stewards while prohibiting workplace discrimination. We maintain a resolute commitment to eradicating child and forced labour within our operations.
Our primary focus is to attract highly skilled professionals who can contribute to our business goals and build lasting careers at NagaWorld. We are dedicated to ensuring that every new addition to our team embarks on a path to success from their first day with us.
1.1 Diversity, Equality and Inclusion
Our hiring process is merit-based and we uphold ourselves as an Equal Opportunity Employer, where discrimination is strictly prohibited. We prioritise internal promotions whenever feasible, nurturing the growth and development of our employees from within the Company.
As of 31 December 2023, our workforce comprised 6,038 employees, all of whom are full-time employees. Our hiring strategy to focus on local hiring is reflected in our employee demographics – 93% of our workforce were locals; the remaining 7% represents a diverse array of expatriates from 35 nationalities. During the Year, we also employed 87 casual workers to support seasonal labour demand for our F&B services and as part-time teachers for our language programmes.1
We are proud to have a gender-balanced workforce. Women accounted for 50% of our workforce, and men were almost equally represented in 2023. At the manager level and above, 31% were women and 23% were locals holding leadership roles.
By age group, 28% of our workforce was under 30; 68% were within the 30 to 50 age bracket and 4% continued to contribute their invaluable expertise beyond 50.
1 We started tracking the number of casual workers from Q3 2023. Moving forward, we will enhance the tracking to improve data quality and accuracy.
1.2 New Hires
We practise responsible recruitment from the start. We refrain from creating job descriptions that discriminate, emphasising skills over biases. Diverse recruitment channels ensure opportunities for candidates from varied backgrounds. Our interviews are structured to eliminate prejudices and to promote merit-based selection.
To support local talent development in the hospitality industry, we partnered with local vocational institutions such as the Don Bosco Technical School, the World Youth Tourism and Hospitality School and the Academy of Culinary Arts Cambodia. Such partnerships allow us to scout promising young talents to join NagaWorld. For instance, we transitioned 16 interns into valued full-time team members in 2023.
During the Year, we welcomed 454 new members into our workforce. Notably, 89% of these new hires were Cambodians, underscoring our commitment to nurturing local talent. 41% of the new hires were women. In comparison, 59% were men, illustrating our continued efforts to achieve a gender-balanced and inclusive team.
To expand our reach for talent and make recruitment opportunities more accessible, we sustained our commitment to hosting weekly walk-in recruitment fairs at our NAGA Academy. Job seekers could find available job openings, submit resumes, and be interviewed on the spot. In 2023, we attracted an average of 70 participants each week at our recruitment fairs.
2. Grow With Us
At NagaWorld, our unwavering commitment to employee growth and sustainability revolves around enhancing the capabilities and fostering the continuous development of our people. Our employees are our most valuable asset, and their growth is at the core of our organisational success.
We equip them with the skills, knowledge and competencies needed to thrive in their careers and as a collective force within our vibrant organisation. By nurturing their growth, we ensure a dynamic and resilient workforce fortified for innovation and success in an ever-evolving business landscape. Our dedication to employee growth and sustainability is the cornerstone of our path toward a brighter and more sustainable future for our employees and the Company.
2.1 Skills Defined for Success
Throughout the Year, we were dedicated to enhancing the skills and knowledge of our workforce through a series of focused training programmes. We continued to launch the mandatory anti-corruption online training as a refresher course on ethical behaviour and our zero tolerance for fraud, bribery and corruption. We also launched a mandatory online training programme – Child Protection Programme – to raise our staff’s awareness of child exploitation, the ChildSafe Movement, and how the tourism industry can be mobilised to prevent child exploitation.
In response to our customer demographics, we are expanding our language programmes for staff to include Korean and Japanese starting in 2024.
2.2 Leadership Series 1.0
In 2023, we rolled out the comprehensive Leadership Series 1.0 training programme. It attracted nearly 800 employees in the Executive, Assistant Manager, and Manager job roles spanning all departments.
The programme covered crucial skills such as Time Management, Critical Thinking, Decision Making, Problem Solving, Effective Communication in the Workplace, and Delegation. It represented a significant undertaking to equip our workforce with the tools and knowledge to be effective in their roles
2.3 Training Hours
As of 31 December 2023, our workforce achieved 190,105 training hours. On average, each employee clocked 31 training hours throughout the Year.
3. Engage With Us
We firmly acknowledge the pivotal role of employee engagement as a competitive advantage in attracting talent in the competitive hospitality sector.
In 2023, the Human Resources (“HR”) department programmed an array of employee engagement initiatives focusing on interdepartmental interactions and cultivating creativity and talent. The major events include the NagaWorld Olympians, NagaWorld Children’s Day and the NagaWorld Football Championship. These initiatives fostered camaraderie, encouraged teamwork and celebrated the contributions of our dedicated workforce.
3.1 NagaWorld Olympians
The fourth edition of the NagaWorld Olympians took place on 7 September 2023. A highly-anticipated competition for our service staff to pit their skills, talents and creativity, the event recognises the outstanding talents in our workforce. It also serves to elevate our product and service offerings to greater heights.
The competition saw 75 talented finalists participate in categories such as table games, bedmaking, table setting, floral arrangement, pastry art and culinary. Some of the winners went on to represent NagaWorld at the CamFood and CamHotel 2023 competition.
3.2 NagaWorld Football Championship
The inaugural launch of the NagaWorld Football Championship garnered enthusiastic reception as participating staff members, accompanied by their families and friends, rallied together in support. Beyond the thrill of competition, the sports competition served as a catalyst for building team spirit, fostering a deeper understanding among colleagues, and promoting a culture of healthy living. A remarkable 25 teams spanning various departments actively participated, creating a vibrant tapestry of camaraderie.
3.3 MyPortal Mobile Application
Due to the nature of certain job functions (e.g. casino dealers, F&B, housekeeping and security), most of our service staff do not require a work computer or email address. To ensure that our workforce receives company-wide announcements promptly, on top of their department’s daily briefings, and has access to their employment information, we developed a mobile application called MyPortal in 2020.
Through their mobile phones, staff are directed to retrieve their digital payslips, apply for leave and access mandatory training modules. Staff can also directly register for CSR events and provide their feedback or grievances to HR. MyPortal is available in Khmer and English to cater to local and expatriate staff.
Since the launch of MyPortal, we have enjoyed several successes with employee engagement. Notably, our workforce remained nimble during the COVID-19 pandemic as they could receive updates on safety precautions and operational changes through MyPortal.
In 2023, we leveraged MyPortal to step up on employee engagement initiatives.
- Live-streamed NagaFM edutainment podcasts in MyPortal
- Word of the Day – to improve staff’s English vocabulary at work
- Invited staff’s participation in the 5Rs Campaign’s waste management contests
4. Stay With Us
Our compensation and benefits philosophy is rooted in our commitment to sustainability and employee well-being. We recognise that fair and competitive compensation and comprehensive benefits are fundamental in ensuring our workforce’s economic stability and overall quality of life.
4.1 Compensation that Cares
We take pride in delivering compensation that not only competes but also cares. Our merit-based approach fosters a work environment where talent is valued and rewarded equitably, irrespective of gender.
Our employees enjoy the following benefits
- 18 days of paid annual leave (increases based on the length of service)
- 14 days of paid sick leave annually
- 90 days of fully paid maternity leave, above the legislated 50% wage entitlement
- Three days of fully paid paternity leave
- Free medical care through two dedicated in-house clinics
- Free laundry and dry-cleaning services for work attire
- Accident and life insurance
- Employer contribution to employees’ National Social Security Fund (“NSSF”)
- 300% pay for working on public holidays, above the statutory requirement of 200%
- Monthly cash incentive for enhancing language skills
In 2023, 203 female staff members utilised their maternity leave; equivalent to 17,462 salaried days. For paternity leave, 154 male employees utilised their entitlement, amounting to 456 salaried days.
The NSSF protects our employees’ healthcare and retirement provisions. It ensures comprehensive social security coverage for private sector workers. Operating on a co-funding model between employees and employers, we make monthly contributions to our employees’ pensions, underscoring our commitment to their long-term financial well-being.
In adherence to the Cambodian Labour and Employment Law, we ensure that a standard workweek does not extend beyond 48 hours. Additionally, overtime work is strictly consensual with our employees.
4.2 Labour Relations
We uphold the fundamental right of our employees to freely join a trade union of their choice, without any fear of intimidation or reprisal, aligning with Cambodia’s Labour and Employment Law. To uphold workers’ rights and promote workplace unity, we established non-discriminatory policies and procedures concerning trade union organisation, membership and activities, encompassing various aspects, from applications for employment to decisions on advancement, dismissal or transfer.
In 2023, 23% of our employees exercised their right to join unions. These unions are duly registered with the Ministry of Labour and Vocational Training.
4.3 Workforce Attrition
We recognise that cultivating human capital extends far beyond the recruitment phases. It encompasses nurturing talent, ensuring a harmonious work environment, and ultimately fostering long-lasting careers for our team members. Our commitment to this endeavour is evident in our efforts to manage and reduce turnover, as it directly impacts the well-being, growth, and success of our employees and our organisation.
As of 31 December 2023, 814 employees left our organisation, resulting in a turnover rate of 13%.
