Our Capitals and
Financial capital refers to the pool of funds that is available to our organisation.
• Internal – Shareholders
• External – Debt providers.
• To align the shareholders’
and business’s expectations
on matters that relate to the
business’s strategies, governance,
purpose and values;
• To create and protect shareholder value in a sustainable and responsible manner;
• To ensure business resilience through good governance and strong organisational fundamentals;
• To manage strategic and key business risks to ensure the achievement of the business’s strategic objectives;
• To share business results and business developments on a periodic basis and in an open and transparent manner;
• To ensure a sustainable level of dividends pay-out;
• To guarantee a maintainable level of debt service cover ratio.
• Establishing a well-structured
Group with a relevant and
structure that oversees and
supports the management team;
• Creating a formalised and structured 3-year strategic plan which enables CJ to allocate its resources in the most efficient way;
• Regularly monitoring the status of strategic objectives by CJ management to ensure its achievement;
• Hosting quarterly Board meetings to review the Group’s performance, progress on strengthening organisational effectiveness and business development;
• Maintaining and growing a diversified portfolio of investment for the on-going value creation of the Group;
• Adjusting our strategies through constant monitoring of technological and environmental changes impacting our businesses...
Net profit after tax
Human capital refers to how we value and engage our people.
• Internal stakeholders –
management, staffs and
• External stakeholders – external consultants (i.e. Hay Group, RBL Group, Aon Hewitt), recruitment agencies (local and international), training institutions (local and international) and government bodies (including the Ministry of Labour, HRDC, Data Protection Office, MRA and MQA).
• Pay and Benefits
• Market-related terms of employment and benefits;
• Fair reward for performance.
• Collaborative and comfortable working conditions.
• Professional growth and career development opportunities.
• Clear responsibilities and expectations through a structured Performance Management Process.
• Collaborative culture;
• Employee engagement;
• Fair and transparent processes and interactions.
• Adherence to established HR policies and procedures including Code of Conduct