annual report - Tenaga Nasional Berhad

Operational SummaryIn order to meet its current andfuture business needs, TNB hasto ensure that its leadershippipeline is able to supplycapable and competent leaders.Towards achieving this goal, theGroup’s talent pool size had beenincreased to 288 candidates asa result of continued focus ontalent identification and theirdevelopment. More importantlythe search for potential talenthas delved deeper into thelower level hierarchy of TNBexecutives. In the mean time,the Division continued to adoptformal development programmessuch as Progem (Programme forGeneral Managers) conductedby the National University ofSingapore.The short ter m and longterm development plans andplacement in the Talent ReviewProcess have been made aper manent agenda at theManagement Breakout, TNB’sbiannual management retreat.The Leadership DevelopmentAudit conducted by an externalconsultant had rated TNB ashaving a commendable standardof talent management.The Specialist Career PathScheme continues to createopportunities for aspiring anddeserving candidates. To datethe number of specialists andtechnical experts has increased totwo and twenty four respectively.This alternative career path forengineers has partly contributedto the retention of technicalexcellence in TNB.Ir. Sazali P. Abdul KarimFlashover Analysis Tool whichis his brain child has beenpatented and put in displayat World Intellectual PropertyOrganization (WIPO)Mohamed Fuad FaisalAuthor of Power QualityGuidebook“I was impressed with thePower Quality Guidebooksubtitled Voltage SagSolutions for industrialCustomers” Alex Mc Eachern– Power Standards Lab, USA.(No. 1 Power Quality Guru inthe world)[ Tenaga Nasional Berhad ] [ Annual Report 2008 ]79