CIMB Group Holdings Berhad has announced a significant step forward in its commitment to building a resilient and future-ready workforce, aligning closely with the Malaysian Government’s GEAR-uP initiative aimed at ensuring fair and market-based compensation for employees.
The Group confirmed that all its permanent employees in Malaysia are now earning above the national living wage threshold of RM3,100 per month, as set by the Employees Provident Fund’s Belanjawanku Expenditure Guide.
This move positions CIMB as one of the leading government-linked companies in supporting the Ministry of Finance’s call for equitable pay practices, ensuring that every employee has access to a dignified standard of living.
In addition to this, CIMB is accelerating its investment in employee training and development, with over RM100 million allocated for 2025 alone. The funding is focused on preparing employees for the future of work, particularly in key areas such as digital skills, artificial intelligence (AI), data literacy, and sustainability.
As of 2024, the Group has delivered 2.66 million hours of learning, with a significant emphasis on upskilling in digital and data capabilities to meet the evolving needs of the financial services industry.
To build a strong leadership pipeline, CIMB is continuing its Signature Leadership Programmes in collaboration with world-renowned institutions including IMD Business School, Melbourne Business School, Asia School of Business, and the Global Institute for Tomorrow. These programmes are designed to cultivate agile leadership at all levels of the organisation.
In support of internal career mobility, the bank has introduced a personalised career platform known as “Navigating My Career”, which helps employees assess their skills and plan their long-term growth within the organisation.
Since 2024, the Group’s Regional Mobility programme has enabled 167 employees to take on cross-border assignments, while its graduate programme “The Complete Banker” offers high-potential young talents regional exposure through job rotations across ASEAN markets.
CIMB’s focus on employee wellbeing is also reflected in its flexible benefits programme, which allows employees to tailor their benefits according to their personal and family needs, including mental health support, medical coverage, and childcare options.
Flexible working arrangements such as hybrid work models, community time-off, and dedicated support for working mothers have also been implemented to enhance work-life balance.
Additional support includes access to counselling services, targeted financial assistance, and preferential loan rates for staff.
These efforts have resulted in a strong employee engagement rate, with CIMB maintaining a top-quartile score of 84% in its Organisational Health Index across the ASEAN region. The Group credits this performance to improved productivity, better wellbeing, and a more empowered workforce.
Group Chief Executive Officer of CIMB, Novan Amirudin, emphasised that the bank’s approach to employee rewards goes beyond salary. He reaffirmed CIMB’s commitment to holistic and fair compensation practices under its Total Rewards framework, which includes equitable remuneration structures and benefits that reflect the contributions of its people.
According to him, empowering employees both professionally and personally is critical to driving organisational success and contributing to broader societal progress.
As one of ASEAN’s leading focused banks, CIMB recognises its employees as its greatest asset. Through sustained investment in talent development, skills enhancement, and inclusive employment practices, the Group aims to ensure that its workforce is prepared for the future while supporting both individual advancement and national development.
Shahriena Shukri is a journalist covering business and economic news in Malaysia, providing insights on market trends, corporate developments, and financial policies. More about Shahriena Shukri.
