Developer champions growth and development in the workplace.
Gamuda Berhad is a global engineering, property and infrastructure company based in Malaysia. Established in 1976, Gamuda has grown to become Malaysia’s leading infrastructure and property developer.
Gamuda partners with local businesses around the world to contribute to the construction and infrastructure landscape. Their differentiated strengths and expertise underscore their growth over four decades. The Group conceptualizes, designs and delivers innovative engineering solutions. The cornerstone of its delivery capabilities relies on a commitment to understanding the environment and positive contribution to societies through its projects.
Gamuda’s global business diversification leverage on its capability in railways, metro systems, tunneling, roads, bridges, dams, water treatment plants, airports, townships, high-rise buildings and digital Industrialized Building System (IBS). Gamuda currently operates in nine countries, namely Malaysia, Taiwan, Singapore, Australia, United Kingdom, India, Vietnam, Bahrain and Qatar.
With a workforce 3,615 strong, Gamuda puts much emphasis on human capital, their development and well-being. Guided by Gamuda’s Diversity and Inclusion policy, they adopt a flexible and responsible recruitment strategy, which caters to the Group’s various hiring needs for different business units, projects and country offices. This is provided for in the Human Resources’ policy on Recruitment and Selection where equal employment opportunity is stressed so as to ensure an all-inclusive workforce free of any discrimination.
Since 2018, the Gamuda Women Empowerment Network (GWEN) was established to support women employees by providing opportunities for development and career advancements. Through the Women@Work Initiative, women are provided extended maternity leave and flexible working arrangements to support the needs of working mothers.
Gamuda recognizes that their success is heavily dependent on engineering excellence and expertise, which come from the competencies and experience of their workforce, and that new methodologies, ideas and innovation stem from within. Hence, ensuring a high-calibre and professional talent pool is essential in driving their technological capabilities and retaining their position as a leader in the engineering, construction and property industry.
As such, they have put into place various continuous development programmes for their workforce and industry partners, such as Gamuda plant operator school, tunnelling training academy, construction training centre, building information modelling academy and Gamuda learning centre, among others.
Gamuda also has several programmes for career transition based on the need, situation or opportunity. They have rolled out Cross Industry Placement for their talents to be placed at partner organizations to enrich their skills while experiencing work from different perspectives. This helps develop their capabilities in innovation, creative thinking and multitasking, thus making their talents more rounded and multi-skilled.
In addition, the Group also runs the Gamuda Graduate Programme (GGP) where high potential fresh graduates are accelerated in their development to take on key positions within the organization. Throughout their early career journey, they will be rotated to various related departments in their chosen field to experience and appreciate the complexities of interrelated aspects of work, projects and teamwork. To broaden the scope and capabilities of their talents, Gamuda also takes on an unstructured approach where the Company will support employees who want to transition to different businesses within the Group.
The Group increased the entry level pay for fresh graduates from RM3,300 to RM3,500 for engineers, and from RM3,000 to RM3,200 for non-engineering graduates. For foreign workers, their minimum wage has also been increased from RM1,200 to RM1,600. The Group continues its long-standing policy to provide accommodation to foreign workers at purpose-built centralised labour quarters (CLQs) at no cost to them.
In April 2021, Gamuda further enhanced its employee benefits programme, Flexi-Wellness Benefits (FWB) to cover family members for Covid-19 diagnostics tests. They also revised their compensation policy to ensure an adequate minimum payout to the beneficiaries upon the death of an employee, and streamlined the benefit entitlement criteria for different demographics.
The pandemic further accelerated the implementation of flexible working arrangements, where remote working became a key aspect. In FY2021, they included new benefits such as home internet connectivity and provision of home-office furniture to support their employees in making their homes more productive for work.
“Gamuda has taken on a length and breadth of care that resounds well with an organization which puts its people first. They have put the same care and diligence into forming their people as they have into the development projects. I particularly laud the move their Gamuda Women Empowerment Network (GWEN) and Women@Work Initiative, where female employees are provided extended maternity leave and flexible working arrangements to support the needs of working mothers.”
