中文
NURTURING OUR PEOPLE
Our journey at NagaWorld has been defined by our steadfast commitment to our people. With the theme “Shaping Tomorrow, Together”, we envision growth, innovation, and shared success guided by our four foundational pillars.
- Start with Us
- Grow with Us
- Engage with Us
- Stay with Us
We strive to build our reputation as an employer of choice and provide an environment for individuals to build successful careers and develop their full potential. Through targeted programmes, up-skilling initiatives and a focus on employee well-being, we endeavour to foster a culture of growth, inclusivity, and professional fulfilment, ensuring our workforce thrives and excels in an ever-evolving world.
1. Start with Us
We adhere to all pertinent laws and regulations outlined in Cambodia’s Labour and Employment Law, as a minimum. The legislation mandates establishing a comprehensive legal framework for employment contracts in Cambodia, governing the employment relationship between the Company and our employees. The law also protects trade unions and Shop Stewards and prohibits workplace discrimination.
We are committed to fostering an equitable workplace through non-discriminatory labour practices, ensuring all employees receive fair treatment regardless of age, race, colour, gender, religion, social status, disability, sexual orientation or union affiliation.
1.1 Workforce Demographics
As of 31 December 2024, our workforce had 6,062 full-time employees. Our hiring strategy of focusing on local hiring is reflected in our employee demographics. 93% of our workforce are Cambodians, while 7% consist of a diverse mix of expatriates from various nationalities. Our international team members represent 33 nationalities spanning Asia, Europe, the Americas, Africa, and Oceania.
We are proud to maintain a gender-balanced workforce. In 2024, women comprised 50.2% of our total workforce, and men represented 49.8%. Women held 33% of managerial roles and 51% of non-managerial roles.
1.2 New Hires
In 2024, we welcomed 458 new team members. Our commitment to developing local talent remained strong, with Cambodian nationals representing 91% of our new hires, and 9% joining us from other locations.
Our NAGA Academy continued to serve as a vital hub for talent acquisition through our weekly walk-in recruitment fairs. We provided job seekers with direct access to employment opportunities, offering a streamlined process where candidates could explore vacancies, submit applications, and participate in preliminary interviews. In 2024, these recruitment fairs demonstrated strong community engagement, attracting an average of 81 participants weekly, highlighting the effectiveness of this accessible recruitment channel.
Our internship programme continues to serve as a vital gateway for young talents to begin their careers in the hospitality industry. We welcomed interns from various educational institutions, including the World Youth Tourism and Hospitality School (“WYTH”), the Royal University of Phnom Penh (“RUPP”), Norton University, and local high schools.
Extending Our Reach for Talent at Career Fairs
In September 2024, we participated in the Pour un Sourire d’Enfant (“PSE”) Career Fair, one of Cambodia’s leading youth employment events. The event attracted around 80 partner companies and 400 students.
We showcased NagaWorld’s internship programmes and career development opportunities for youths interested in pursuing careers in hospitality. Our involvement in the PSE Career Fair underscored our commitment to nurturing future hospitality professionals while supporting PSE’s mission of empowering youths through improved employment opportunities in Cambodia.
2. Grow with Us
At NagaWorld, our unwavering commitment to employee growth and sustainability revolves around enhancing the capabilities and fostering the continuous development of our people. Our employees are our most valuable asset, and their growth is at the core of our organisational success.
We equip them with the skills, knowledge and competencies needed to thrive in their careers and as a collective force within our vibrant organisation. By nurturing their growth, we ensure a dynamic and resilient workforce fortified for innovation and success in an ever-evolving business landscape. Our dedication to employee growth and sustainability is the cornerstone of our path toward a brighter and more sustainable future for our employees and the Company.
2.1 Training Hours
In 2024, we delivered 205,043 hours of targeted training across the Company, an 8% increase from 2023. Female employees completed an average of 39 training hours, and male employees averaged 29 training hours.
2.1.1 Mandatory Learning Programmes
To maintain the highest corporate governance and social responsibility, we rolled out three mandatory online courses for our workforce in 2024 – Anti-corruption, Anti-money Laundering and Environmental Awareness.
2.1.2 Leadership Series 2.0
Building on the foundation of our self-curated Leadership Series in 2023, we launched the Leadership Series 2.0, which was the flagship executive development initiative in 2024. The eight-month Leadership Series 2.0 welcomed 495 executives and managers, who clocked 2,904 training hours. The programme delivered four comprehensive modules. Business Acumen enhanced strategic thinking and decision-making capabilities; Change Management equipped leaders with transformation tools; People Development strengthened talent management and coaching skills; and Roles and Responsibilities clarified leadership expectations.
3. Engage with Us
Creating meaningful connections and celebrating the vibrant tapestry of our people stands at the heart of our employee engagement philosophy. From mindful moments in our yoga classes, the exhilarating spirit of NagaRun, to showcasing hidden talents at Naga’s Got Talent, we foster a workforce where well-being and inclusivity thrive.
3.1 MyPortal Mobile Application
MyPortal remains a vital bridge in how we connect with our workforce. Since its launch in 2020, the self-developed mobile application has evolved beyond its inception as a communication tool during the COVID-19 pandemic, into a comprehensive digital work companion for our employees. Through digitalisation, MyPortal has transformed how our workforce connects, learns, and grows together, exemplifying our dedication to leveraging technology for enhanced employee experience and development.
Its bilingual interface in Khmer and English continues to serve our diverse workforce effectively, enabling digital payslip retrieval to leave applications. Employees can conveniently manage their work shifts through the Virtual Roster system, while a streamlined menu system provides quick access to essential HR resources and policies.
In 2024, the MyPortal mobile application clinched Bronze at the HR Excellence Awards 2024 (Singapore edition) in the “HR Innovation” category.
3.2 Labour Relations
We respect and protect our employees’ freedom to join trade unions, as established by Cambodia’s Labour and Employment Law. All employment decisions, from hiring to promotions and transfers, follow clear, non-discriminatory policies that ensure equal treatment regardless of union membership status.
In 2024, from our total workforce of 6,062 employees, 7% chose union membership, while 93% were without union affiliation. Each union operating in our workplace are registered with the Ministry of Labour and Vocational Training (“MoLVT”), meeting all regulatory requirements.
3.3 Shop Stewards Election
In April 2024, we marked a significant milestone with our 6th Shop Stewards Election by introducing electronic voting. The digital approach, replacing traditional paper ballots, streamlined the voting process at our Grand Ballroom from 5am to 4:30pm. The election proceeded seamlessly under the supervision of our Group Human Resources team, with official observers from the MoLVT and union representatives, ensuring transparency and regulatory compliance.
59 Shop Stewards and 59 Assistant Shop Stewards, representing 17 departments across our operations, were elected. Following their appointment, these representatives received official endorsement from the MoLVT for their two-year mandate.
3.4 Shop Stewards Meetings
In 2024, we held two meetings with the newly elected Shop Stewards committee. The first meeting took place on 27 August 2024, where we introduced the representatives, outlined their roles and responsibilities, and communicated expectations for their mandate.
The second meeting was held on 4 December 2024. During the meeting, we provided updates on the Company’s activities and achievements in 2024, as well as a preliminary calendar and agenda for 2025 meetings. The Shop Stewards also had the opportunity to share their feedback and raise any concerns or suggestions.
Moving forward, we will hold quarterly Shop Stewards meetings to address workplace conditions, employee welfare, safety measures, and reviews of the company’s internal rules. To enhance their effectiveness, Shop Stewards will receive additional training aimed at improving their knowledge and skills in representing employee interests.
4. Stay with Us
We adopt a comprehensive approach to compensation and benefits. We recognise that meaningful rewards extend beyond competitive remuneration to encompass benefits that enrich their well-being. Through thoughtful design of our remuneration plan, we continue to prioritise employee well-being and satisfaction.
4.1 Parental Leave
Our parental leave policy supports employees during significant life transitions. In 2024, 384 employees (239 females and 145 males) utilised parental leave entitlements. We recognise that pregnancy can present workplace challenges for expectant employees in operational roles. Our adaptive approach includes job redesign for pregnant employees in positions such as Housekeeping and F&B, ensuring they can be reassigned to less strenuous work.
4.2 Contribution to Social Security Schemes
We maintained our commitment to employees’ long-term social security through contributions to national pension and social security schemes that apply to our workforce. With the majority of our workforce based in Cambodia, the National Social Security Fund (“NSSF”) plays a crucial role in safeguarding our employees’ well-being by providing essential healthcare benefits and retirement security.
4.3 Employee Retention
Our employee retention rate improved in 2024, as employee turnover rate decreased to 7%. Among the 434 departures in 2024, there was fairly balanced gender representation, with female and male turnover forming 46% and 54%, respectively. Most of the turnover occurred at the non-managerial positions (93%), while managerial positions (7%) showed stronger retention.
