Employee Well-Being Health and Safety
Our Approaches, Strategies, Targets & Initiatives
SAMEE Group is committed to providing a safe, healthy,
and supportive work environment for all employees.
SAMEE Group views occupational safety and employee
well-being not merely as regulatory requirements but
as foundational elements of operational integrity and
workforce sustainability. The Group’s approach to health
and safety balances strict regulatory adherence with
proactive risk management, aiming to foster a workplace
culture where safety awareness, accountability, and
continuous improvement are deeply embedded in
daily operations across all locations. This philosophy
is reflected in policies and practices that go beyond
compliance to create a safe, resilient, and supportive
working environment.
The Group’s health and safety strategy is anchored
on five key principles: full compliance with Malaysia’s
Occupational Safety and Health Act and applicable
safety legislation in Singapore and Thailand; group-wide
adoption of standardised EHS procedures supported
by regular audits; annual review and refinement of
Hazard Identification, Risk Assessment, and Risk Control
(“HIRARC”) documentation and Job Safety Analyses
(“JSA”) to reflect evolving operational risks; development
of competent internal safety committees and EHS officers
to manage site-level implementation; and continuous
improvement of leading safety indicators, such as
near-miss reporting and safety engagement scores,
to proactively address hazards before they manifest
into incidents. This strategic framework is periodically
reviewed by the Risk and Sustainability Committee and
updated in response to shifting regulatory landscapes and emerging site-specific risks.
In FY2025, SAMEE Group reaffirmed its commitment
to proactive health and safety management through a
series of targeted initiatives. Risk profiles and HIRARC
documentation were updated across all operational sites
in Malaysia, Singapore, and Thailand to reflect current
work conditions and emerging hazards. A culture of
safety participation was actively promoted, encouraging
employees to report near misses, unsafe conditions,
and ergonomic concerns. These reports were formally
integrated into the Group’s risk registers, enabling timely
corrective actions and process improvements.
To extend the scope of health support, SAMEE
Group maintained access to panel clinics, conducted
regular health screenings, and offered voluntary
medical surveillance by qualified occupational health
professionals. These efforts were complemented by
routine fire drills, evacuation exercises, and internal
safety inspections conducted by cross-functional teams
to reinforce preparedness and emergency response
capabilities.
Through these integrated efforts, SAMEE Group
continues to strengthen its safety culture, ensuring that
every employee operates within a secure and health
conscious environment that supports long-term well
being and operational excellence.
Labour Practices and Rights
Our Approaches, Strategies, Targets & Initiatives
SAMEE Group recognises that fair labour practices, respect for human rights, and continuous employee development
are fundamental to building a resilient, inclusive, and high-performing organisation. We adopt a holistic approach to
workforce management that goes beyond compliance, actively fostering a workplace culture rooted in dignity, equity, and
opportunities for growth.
Our labour policies are aligned with applicable labour laws in Malaysia, Singapore, and Thailand, as well as international
standards such as the International Labour Organisation (“ILO”) conventions. We uphold a zero-tolerance stance against
discrimination, forced or child labour, and any form of inhumane treatment. SAMEE Group is committed to providing fair
and transparent employment terms, ensuring freedom of association where applicable, and promoting equal access to
training and career advancement. These principles are operationalised through structured Human Resources procedures,
formalised in transparent employment contracts, and supported by accessible and confidential grievance mechanisms.
Employee engagement remains central to our labour strategy. We conduct regular employee satisfaction surveys, exit
interviews, and structured feedback sessions to identify areas for improvement and ensure our employment practices
remain responsive to evolving expectations. In parallel, we extend our labour standards to contractors and key suppliers,
assessing their performance against our ethical expectations through internal evaluations and third-party reviews where
applicable.
By embedding ethical labour practices, proactive employee engagement, and strong governance mechanisms into our
operations, SAMEE Group fosters an inclusive, respectful, and resilient workplace. These measures help mitigate labour
related risks, enhance workforce stability, and support our long-term commitment to upholding human rights across the
value chain.
Figure 4: Labour Rights Upheld at SAMEE
Employee Learning and Development
Our Approaches, Strategies, Targets & Initiatives
SAMEE Group views continuous learning and development as a strategic enabler of workforce agility, innovation, and long
term business continuity. We invest in structured, inclusive training programmes to future-proof our talent and ensure that
our workforce remains responsive to evolving industry demands.
Employee Learning initiatives are delivered through a blend of on-the-job training (“OJT”), external certifications, and
our internal digital learning platform: SAM University. This platform offers accessible, self-paced modules that support
technical, leadership, soft skills, and compliance training across all job levels and geographies. Our development framework
is guided by five key pillars: alignment with business priorities, core competency development, leadership and succession
planning, digital and functional agility, and engagement through meaningful learning pathways.
In FY2025, SAMEE Group implemented mandatory training in areas such as EHS compliance, Anti-Bribery and Corruption,
emergency preparedness, and digital transformation, including ERP system training. Soft skills modules covering critical
thinking, innovation awareness, and stakeholder management were also rolled out through SAM University.
To ensure training effectiveness and alignment with organisational goals, we conducted an annual Training Needs Analysis
(“TNA”) to identify skills gaps and refine development plans. These insights informed the rollout of targeted programmes
such as new hire induction, cross-functional learning, and leadership development tracks that support integration,
progression, and mobility. All training activities are tracked through our internal learning management system, providing
full visibility into learning outcomes, participation, and compliance.
Through these initiatives, SAMEE Group is committed to cultivating a high-performing, future-ready workforce capable of
driving sustainable growth and operational excellence.
Our Progress
Attracting, Developing, Rewarding and Retaining Employees
Our Approaches, Strategies, Targets & Initiatives
SAMEE Group’s approach to human capital management is grounded in the principles of fairness, transparency, and long
term career development. We recognise that our people are our most valuable asset, and we are committed to creating
a workplace where every employee feels valued, empowered, and equipped to succeed. Our human capital strategy
is designed to support workforce resilience, enhance operational effectiveness, and contribute to long-term business
sustainability.
Our Group-level HR framework provides standardisation across Malaysia, Singapore, and Thailand, while maintaining
flexibility to adapt to local labour market dynamics and cultural contexts. This balanced approach allows us to align global
best practices with local relevance, ensuring consistency in policies while supporting workforce diversity and inclusion.
To strengthen our talent pipeline and contribute to national development goals, SAMEE Group actively partners with local
polytechnics, vocational institutions, government agencies, and industrial training providers. These collaborations not only
support youth development but also ensure that our workforce remains equipped with future-ready skills.
SAMEE Group continued to refine its talent strategy by implementing structured local and foreign worker
recruitment protocols aligned with the RBA Code of
Conduct. We also scaled up learning access through digital
tools, strengthened career development frameworks,
and implemented mechanisms to better understand and
respond to employee expectations.
We are committed to creating a dynamic, inclusive,
and future-ready workplace where employees at all
levels feel empowered, valued, and connected to the
Group’s long-term vision. In FY2025, we implemented
a broad spectrum of initiatives focused on deepening
engagement, enhancing transparency, and reinforcing our
talent development and retention strategies. Employee
engagement is not transactional but transformative,
fostering not just satisfaction but commitment, belonging,
and a shared sense of purpose. The strong performance
in this year’s engagement survey validates our efforts
to attract, develop, and retain a resilient and motivated
workforce across all operations.
In FY2025, SAMEE Group made significant strides in strengthening employee development, engagement,
and retention across our operations in Malaysia,
Singapore, and Thailand. We continue to build a work
culture centred on inclusivity, merit-based progression,
and long-term career support. To reinforce employee
development, 100% of our employees received regular
performance and career development reviews in FY2025
through the standardised Employee Appraisal Form,
which is distributed internally. These reviews provide an
opportunity to identify strengths, set development goals,
and align individual contributions with the company’s
strategic objectives.
By embedding human capital development into our
organisational DNA, SAMEE Group builds a skilled,
motivated, and future-ready workforce that drives
innovation, supports business continuity, and upholds our
long-term sustainability ambitions.
Labour Practices and Rights
Contractors and temporary staff made up 16% of the total workforce. We successfully hired new employees, while
experiencing a turnover of 450 employees, primarily among those aged below 30 years old, reflecting industry trends among
younger talent segments. SAMEE Group continues to promote inclusive hiring practices. We will continue to enhance our
tracking mechanisms for the composition of our total workforce, including contractors and temporary staff.
Turnover was tracked closely for permanent employees by category:
- Management: 25 employees
- Exempt staff: 148 employees
- Non-exempt staff: 277 employees (on valid work visas)
Retention remained strong for critical technical roles, supported by enhanced onboarding frameworks and opportunities
for cross-functional exposure. SAMEE Group also prioritised internal promotions and local hiring, maintaining institutional
knowledge and ensuring workforce continuity.
To foster stronger employee engagement, SAMEE Group implemented a variety of staff bonding and appreciation
initiatives, including:
- Annual Team Building events and Quarterly Bonding Sessions
- Long-Term Service Awards, Festive Celebrations, and the popular Fruit Fiesta @ Durian Party
- Employee Appreciation Dinners across key manufacturing sites
These initiatives significantly contributed to team cohesion and helped SAMEE Group maintain high employee engagement
levels, with especially positive feedback from non-exempt staff.
Community and Educational Initiatives
SAMEE Group also prioritised future talent development through a range of community and education initiatives:
- Expanded the Titian Harapan (Bridge of Hope) Programme which provides financial aid and sponsorship programmes for 307 underprivileged students, including employees’ children and local youth.
- The Vocational College Sponsorship Programme included:
- Up to 12 months of sponsorship for final-year students
- Minimum 6-month internships
- Employment (subject to terms)
To further strengthen our STEM outreach, SAMEE Group actively participated in YES! Rock the School Mega Pulau Pinang
2024, engaging with over 450 students and 150 educators through career talks and hands-on demos. The event was co
organised by TalentCorp, USM, and key ministries, and supported by dignitaries such as the Governor of Penang and the
Minister of Human Resources.
A key FY2025 milestone was the SAMEE Group and Academia Strategic Alliance MOU Signing Ceremony, held on 24
October 2024 at SAM Aviatron. The alliance formalised collaboration with six academic institutions (USM, UTeM, TAR UMT,
ILP Perai, PSP, and PSDC) focusing on R&D, knowledge sharing, and structured talent pipeline development. The event was
officiated by SAMEE COO, Eric Kong, and marked a major step forward in SAMEE Group’s efforts to bridge academia and
industry.
Community Investment
SAMEE Group recognises that long-term business
resilience is inherently tied to the well-being of the
communities in which we operate. In FY2025, our
community investment strategy was guided by a dual
commitment: to uplift underserved populations through
targeted financial support, and to activate employee
participation in meaningful volunteer initiatives. These
efforts exemplify our role as a purpose-driven organisation
committed to shared prosperity, social inclusion, and
education equity.
In FY2025, SAMEE Group invested a total of RM125,550
in Malaysia and THB 240,000 in Thailand (~RM31,500
equivalent), benefitting 307 underprivileged students and
1 school through direct financial assistance and structured
education programmes. Our flagship SAM Titian Harapan
programme in Malaysia and vocational sponsorships
in Thailand are core to our long-term goal of nurturing
future-ready talent and breaking cycles of disadvantage.
As part of SAMEE Group’s commitment to inclusive
growth and community empowerment, the Group has
undertaken a range of education-focused initiatives
that support both internal and external stakeholders.
Through the SAM Titian Harapan programme, the Group
continued to ease the financial burden on employees
while fostering a culture of academic excellence. Through
this programme, a total of RM57,350 was disbursed to
support 207 primary and secondary school students,
primarily through Back-to-School Assistance, the
presentation of Academic Excellence Awards and Value
added Achievement Awards. These efforts are designed
not only to alleviate cost-of-living pressures but also to
cultivate a high-performance culture within the workforce.
Beyond internal support, the Group extended its
commitment to education through targeted community
outreach initiatives in Malaysia and Thailand. A total
of RM53,800 was channelled to six external schools
in Penang, enabling 84 students from low-income
households to benefit from academic excellence
incentives and Back-to-School Assistance. In support of
technical education, the Group invested RM14,400 to
sponsor six diploma students at Politeknik Seberang Perai,
contributing to the development of a skilled workforce
aligned with Malaysia’s technical and engineering needs.
Internationally, SAMEE’s outreach extended to Thailand,
where THB 180,000 (~RM23,500) was allocated to fund
10 students enrolled in Higher Vocational Certificate
programmes, enhancing access to vocational education.
Furthermore, the Group contributed THB 60,000
(~RM8,000) to the “Colouring Your Dreams” initiative at
the Wat Arun Rangsi School, aimed at improving learning
environments while actively engaging SAMEE employees
through volunteerism. These initiatives reflect SAMEE
Group’s strategic focus on social investment, aligning with
its EESG priorities and reinforcing its role as a responsible
corporate citizen dedicated to sustainable community
development and educational advancement.
In
parallel with financial contributions, employee
engagement was further enhanced through structured
Corporate Social Responsibility (“CSR”) programmes,
encouraging staff to give back to society. In FY2025,
employees contributed a total of 1,532 hours to CSR
activities across three key initiatives: Charity Lunches,
Mangrove Planting and STEM Educational Program.
These volunteer programmes foster a strong EESG
culture internally while delivering tangible benefits to
local communities. The mangrove planting initiative,
for example, contributes to coastal resilience and
ecosystem protection, while the STEM program reflects
our commitment to quality education and workforce
empowerment.
By embedding social impact into our economic value
distribution framework, SAMEE Group not only fulfils
its corporate responsibilities but also builds long-term
community trust, operational resilience, and regional
talent capacity.
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CONTENTS
CORPORATE OVERVIEW
PERFORMANCE REVIEW
SUSTAINABILITY
