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Statement on Internal Control1.4 Assignment of Authority and Responsibility• Policies and ProceduresDocumented policies and procedures arenow in place for all major aspects of theGroup’s business and these are regularlyreviewed and updated to ensure that theyremain effective and continue to supportthe organisation’s business activities at alltimes as the organisation continues to grow.These policies are supported by clearlydefined delegated authorities for itsoperating and capital expenditures, businessplan and budget, and procurement of goodsand services.• Limits of Authority (LOA)In 2009, the Board approved a clearlydefined and documented LOA which are tobe used consistently throughout the Group.These are regularly updated to reflectchanging risks or to resolve operationaldeficiencies. It establishes a sound frameworkof authority and accountability within theGroup, which facilitates timely, effective andquality decision-making at the appropriatelevel in the Group’s hierarchy.Axiata’s LOA document clearly sets out thematters reserved for Board’s considerationand decision making, the authority delegatedto the President & GCEO, including the limitsto which the President & GCEO can executethe authority and provides guidance on thedivision of responsibilities between theBoard and Management.1.5 Commitment to Competency• Competency FrameworkThe Group appoints employees of thenecessary competencies to ensure that thepeople driving key operations are sufficientlyskilled and exert the required qualities ofprofessional integrity in their conduct.• Performance ManagementThe Group is committed to attract andretain competent, dedicated and loyalemployees. Programmes and initiatives havebeen undertaken to ensure that the Group’shuman capital is equipped with the qualitiesand skills to drive the Group to greaterheights through ongoing emphasis onperformance management and employeedevelopment.The Group has in place a Key PerformanceIndicator System (KPI) as prescribed undert h e G o v e r n m e n t - L i n k e d C o m p a n yTransformation (GLCT) programme to linkperformance and compensation in order tocreate a high performance work culture.This system also seeks to provide clarity,transparency and consistency in planning,reviewing, evaluating and aligning employeeactions and behaviours to that of theGroup’s vision and mission.• Training and Development FrameworkIt is the Group’s policy to train employeesat all levels so that they would be able toperform competently in their present jobsand also to train those employees who areconsidered to have the potential to performduties with wider responsibilities so thatthey may be ready to assume them whenneeded. Programmes are also implementedto ensure that employees receive continuoustraining in various areas of work such asknowledge, health and safety, technicalt r a i n i n g , l e a d e r s h i p a n d f u n c t i o n a ldevelopment.Axiata Group Berhad • 082