four (4) perspectives, which are financial, customer, internal process and learning and growth. Human Resource Management and Development The TNB Ways of Working (TwoW) that promotes flexible working arrangements has been implemented across the Group in the year under review. This strategic decision seamlessly aligns with the amendments to the Employment (Amendment) Act 2022, particularly in embracing and enacting flexible working arrangements. This way of working aims to inspire and add value to employees, create an agile workforce and foster a culture of wholehearted dedication, underpinned by three (3) fundamental principles of trust, empowerment, and mindfulness. Job descriptions and responsibilities of approved positions are clearly defined and communicated through the internal online platform, People Matters Better Brighter. Workforce requirement planning is carried out and led by the Group HumanResource, mirroring the budget planning cycle with the aim of optimising staffing levels and increasing productivity. Employee training needs are regularly assessed and various programmes are in place to address competency gaps. Moreover, effective succession management improves organisational ability to maintain continuity of operations with minimal disruption and benefits both the employees by preparing them to be strong talents and the organisation by facilitating smooth transitions. The TNB Succession Management Framework aims to ensure the succession management strategy is agile and in line with current and projected business objectives by defining critical positions, nominating and evaluating talents, identifying development needs, and reviewing and adapting to business needs. Healthcare & Wellness Management TNB is committed towards elevating the standard of healthcare for its employees, retirees, and dependents. A key initiative introduced in the year under review is the Medication Delivery Services (MDS) to facilitate seamless procurement and delivery of long-term or chronic medications through three (3)