Page 34 - Continental Reinsurance 2022 Annual Report

32 Our People

“ We also embraced mentorship,
cross-location work placements,
and training attachments in
reputable reinsurance companies

and brokers, and we partnered

with top-tier executive training

institutes to provide our employees

with world-class technical and

leadership training.procedure that ensured cordial employee relations by

”providing direction, resolving conflicts, and nurturing a
company in its business operations. It implemented multiple
channels of communication, such as face-to-face interaction,

positive work environment. virtual meetings, social media platforms, newsletters, notice

boards, intranet, e-mails, and other appropriate

Through town hall meetings, staff meetings, and one-on-one communication platforms with appropriate feedback

engagements, employees are continuously involved and between employees and the Company's leadership. This

encouraged to participate in the decision-making process of strategy encourages employee participation in decision-

every aspect of the business. These activities provide making, increases employee engagement, and motivates the

employees with opportunities to deliberate and participate in achievement of the company's strategic goals.

decision-making regarding issues influencing the company

and employee interests. Conclusion

By focusing on talent acquisition, employee development,

Employee remuneration and talent management engagement, and well-being, the Human Resources

The compensation policy of Continental Reinsurance is Department played a vital role in supporting the

performance-based and seeks to ensure that employee organization's strategic objectives. Despite the challenges

compensation is both internally equitable and externally posed by the unfavorable macroeconomic environment, the

competitive. company was successful in implementing initiatives to foster

employee growth and establish a positive work environment.

The Company has implemented a number of initiatives to In the future, the organization will continue to adapt and

support a robust talent management framework that directs evolve to meet the changing requirements of its workforce

how the Company attracts, develops, and retains individuals and contribute to Continental Reinsurance's overall success.

with the competencies necessary to achieve its strategic

objectives. This has allowed the company to strengthen its Diana Ussher-Eke,

leadership bench and create the flexibility to adapt to swiftly Group Head, Human Resources

changing market conditions and increased competition.

Internal communications
Various communication best practices are utilized by the