At MegaChem, our people are central to the Group’s long-term success. We remain committed to strengthening human capital governance, developing internal capabilities and building leadership continuity across our multi country operations. In 2025, the Group focused on enhancing performance alignment, leadership sustainability and governance discipline across key people processes to support sustainable growth. REWARDS & PERFORMANCE GOVERNANCE The Group reviews its compensation framework periodically to ensure internal equity, market competitiveness and alignment with performance contribution. During the year, targeted market benchmarking was conducted for selected leadership roles to support governance oversight and competitiveness. Incentive and allowance structures were also reviewed to reinforce accountability and cost discipline. A structured KPI-based performance framework was implemented to enhance alignment between individual objectives and Group priorities, strengthening performance transparency and accountability across entities. Digital HR workflows were further enhanced during the year to improve process efficiency, documentation control and governance visibility. CAREER & LEADERSHIP DEVELOPMENT In 2025, the Group developed a formalised Career Pathway framework to provide clearer role progression guidelines, defined competency expectations and structured development milestones across departments. Phased implementation is planned to support capability building and long-term workforce planning. The Group also strengthened its Succession Management framework through structured key position identification, competency benchmarking and readiness assessment for critical leadership roles. This enhances leadership continuity and organisational resilience. Efforts were made to strengthen cross entity alignment of HR policies and governance standards across the Group’s operating countries. LEARNING, EDUCATION & TALENT PIPELINE Continuous learning remains a priority across the Group. Structured training initiatives and orientation enhancements were implemented to support functional competency development. The Higher Learning Education (“HLE”) programme continues to provide financial assistance to eligible employees pursuing recognised professional qualifications relevant to their roles. MegaChem also supports early talent development through internship placements and Management Trainee opportunities, contributing to long-term talent pipeline sustainability. SUSTAINABILITY, COMPLIANCE & EMPLOYEE ENGAGEMENT HR actions during the year focused on strengthening sustainability alignment, regulatory compliance and workforce risk governance. This included supporting EcoVadis reassessment initiatives, reinforcing fair and progressive employment practices, conducting structured HR risk assessments, reviewing selected policies and procedures, and strengthening compliance oversight in collaboration with relevant departments. Employee engagement initiatives, including the Employee Opinion Survey and recognition programmes, were introduced to promote feedback culture, transparency and positive workplace engagement across the Group. Through these initiatives, MegaChem continues to build a resilient, accountable and future-ready workforce to support sustainable growth and long-term value creation. MEGACHEM LIMITED ANNUAL REPORT 2025 24 OUR HUMAN CAPITAL
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