About > Sustainability Management
Risk management process includes:
- recognition or identification of risks
- ranking or evaluation of risks
- responding to significant risks
- resourcing controls
- reaction planning
- reporting and monitoring risk performance
- reviewing the risk management framework
Categories and Drivers of Risk
Internally Driven Financial Risks
- Internal Control
- Historical Liabilites
- CAPEX Decisions
- Liquidity and Cash flow
Internally Driven Infrastructure Risks
- People Skills
- Health & Safety
- IT Systems
Internally Driven Marketplace Risks
- M&A Activity
- R&D Activity
- Intellectual Property
Risk Management responsibilities
1) RM responsibilities for the CEO / Board:
- Determine strategic approach to risk and set risk appetite (risk that is acceptable)
- Establish the structure for risk management
- Understand the most significant risks
- Manage the organization in a crisis
2) RM responsibilities for the business unit manager:
- Build risk aware culture within the unit
- Agree risk management performance targets
- Ensure implementation of risk improvement recommendations
- Identify and report changed circumstances / risks
3) RM responsibilities for individual employees:
- Understand, accept and implement RM processes
- Report inefficient, unnecessary or unworkable controls
- Report loss events and near miss incidents
- Co-operate with management on incident investigations
4) RM responsibilities for the risk manager:
- Develop the risk management policy and keep it up to date
- Document the internal risk policies and structures
- Co-ordinate the risk management (and internal control) activities
- Compile risk information and prepare reports for the Board
5) RM responsibilities for specialist risk management functions:
- Assist the company in establishing specialist risk policies
- Develop specialist contingency and recovery plans
- Keep up to date with developments in the specialist area
- Support investigations of incidents and near misses
6) RM responsibilities for internal audit manager:
- Develop a risk-based internal audit programme
- Audit the risk processes across the organization
- Receive and provide assurance on the management of risk
- Report on the efficiency and effectiveness of internal controls
Risk assessment techniques
- Questionnaires and checklists
- Meetings and brainstorming
- Inspections and audits
- Flowcharts and dependency analysis
- SWOT (Strengths Weaknesses Opportunities Threats) and PESTLE (Political Economic Social Technological Legal Environmental) analyses
Stakeholders’ mapping process
Stakeholder mapping is a collaborative process of research, debate, and discussion that draws from multiple perspectives to determine a key list of stakeholders across the entire stakeholder spectrum. Mapping can be broken down into 4 phases:
- Identifying (listing relevant groups, organizations, and people)
- Analyzing (understanding stakeholder perspectives and interests)
- Mapping (visualizing relationships to objectives and other stakeholders)
- Prioritizing (ranking stakeholder relevance and identifying issues)
- Owners (e.g. investors, shareholders, agents, analysts, and ratings agencies)
- Customers (e.g. direct customers, indirect customers, and advocates)
- Employees (e.g. current employees, potential employees, retirees, representatives, and dependents)
- Industry (e.g. suppliers, competitors, industry associations, industry opinion leaders, and media)
- Community (e.g. residents near company facilities, chambers of commerce, resident associations, schools, community organizations, and special interest groups)
- Environment (e.g. nature, nonhuman species, future generations, scientists, ecologists, spiritual communities, advocates, and NGOs)
- Government (e.g. public authorities, and local policymakers; regulators; and opinion leaders)
- Civil society organizations (e.g. NGOs, faith-based organizations, and labor unions)
- Founder Mr.Thaung Tin started from Engineering, Computing, Educational field, and established a private training center in 1986, and then progressed to establish a private company limited in 1990 that focused in ICT education & trainings, and as of 2018 the company had Group of several companies that specialized in Education Trainings, ICT & Mobile products sales & services, Authorized brands distributions, Authorized brands servicing, Enterprise solutions, KMD OEM products sales, Software development.
- Co-Founder Ms.Tyn Tyn Aye started from Computing, Educational field, and co-established a private training center in 1986, and then progressed to establish a private company limited in 1990 that focused in ICT education & trainings, and as of 2018 the company had Group of several companies that specialized in Education Trainings, ICT & Mobile products sales & services, Authorized brands distributions, Authorized brands servicing, Enterprise solutions, KMD OEM products sales, Software development.
Board of Directors
- Board of Directors member Mr Bo Bo Lwin started from Instructor at KMD Computer Center in 1989, and then progressed to Manager, Operation Manager, General Manager, Director and Senior Director, to manage KMD Institute and some management tasks of KMD Group of companies.
- Board of Directors member Ms Thin Thin Soe started from Information Service at KMD Computer Center in 1992, and then progressed to Sales Manager, Director and Senior Director, to manage KMD Sales and some management tasks of KMD Group of companies.
Broad spectrum of customers are involved with KMD Group of companies for ICT Education Trainings, ICT & Mobile products sales & services, Authorized brands distributions, Authorized brands servicing, Enterprise solutions, KMD OEM products sales, Software development. Customers include computer users, students, teachers, PC users, mobile smartphone users, private & public companies and corporations, government agencies, embassies, business organizations, civil society organizations, community organizations.
Suppliers and business partners
Suppliers and business partners are from both local and overseas institutions, companies, corporations and enterprises. They relate businesses with KMD Group of companies for ICT Education Trainings, ICT & Mobile products sales & services, Authorized brands distributions, Authorized brands servicing, Enterprise solutions, KMD OEM products sales, Software development.
Industry, Community and Civil society organizations
KMD Group of companies had involved with major organizations of the industries such as UMFCCI (Union of Myanmar Chamber of Commerce & Industry), MCF (Myanmar Computer Federation), MCPA (Myanmar Computer Professionals Association), MCIA (Myanmar Computer Industry Association), MES (Myanmar Engineering Society).
ISO 9001:2015 Quality Management System qualified company. The UN Global Compact participant company.
Circular Economy | Environmental issues | Zero Emission
The development of re-X (reduce, reuse, recycle, refurbish, resale, re-production, re-model, re-change, remanufacturing, etc.) technology and practices is one of the focuses KMD is considering to leverage this technology & practices for the transition towards a Circular Economy, environmental issues, and Zero Emission concept.
The reference mentioned that, Circular business models can be defined as business models that are closing, narrowing, slowing, intensifying, and dematerializing loops, to minimize the resource inputs into and the waste and emission leakage out of the organizational system.
Business Models for a Circular Economy
|1| Procurement||– Sell renewable energy and renewable materials
(e.g. Solar power, Inverter, UPS, PowerBank @ KMD Sales)
– Use renewable energy and renewable materials inside the company
(e.g. LED light, Solar power, Inverter, UPS, Copier @ KMD Offices)
|2| Collection and Recycling||– Collect products whose service lives have ended
(e.g. used computers & accessories @ KMD Offices)
– Collect waste and by-products that are generated in the company’s processes & operations
(e.g. used computers, old record books/papers @ KMD Offices | donation of computers to schools)
|3| Extend product service lives||– Recover used products
(e.g. regular maintenance of computers, office equipment, power generators, vehicles @ KMD Offices)
– Collect and resell used products
(e.g. used computers & accessories, office equipment, etc. @ KMD MRS)
– Get profits by upgrading and changing/repairing disposal parts
(e.g. upgrade computers, mobile devices @ KMD Service)
– Focus on customers who prefer premium quality, and make products that will last long time
(e.g. selling premium quality products, providing quality services, that last long time @ KMD Sales)
– Make earning models such as pay-per-service (cost is incurred in accordance with the amount used)
(e.g. computers rental, service contract @ KMD MRS)
|4| Convert from ownership to sharing||– Make more efficient use of products/services possible by means of lending, borrowing, sharing, exchanging products, and take full advantages on products & services
(e.g. Server & network, printer @ KMD Offices | donation to schools)
|5| Change products into services||– Make the model where people only pay for the amount of products & services that they use as Pay-as-you-go, lease, rental, performance contracts, etc.
(e.g. education training, computers rental, service contract @ KMD Institute, KMD MRS)
The concept of zero emissions is based on improving technologies and processes to the point of maximum resource productivity and virtually no waste. This goal can be approached in a number of ways, including technological innovation, pollution prevention, cleaner production, by-product synergy, or industrial ecology. All of these are ways of eliminating wastes or turning wastes into profitable resources, while preventing harm to environmental and human health.
Materiality analysis is an approach to identifying critical economic, environmental and social issues, which may either reflect a significant impact on the company’s business performance or substantively influence the assessments and decisions of its stakeholders.
The analysis was conducted in 4 steps:
- Issue identification
- Assessment of societal concerns
- Assessment of impact on company
- The results were presented on a materiality matrix
Issue identification: Product Quality, Customer Services, Emerging Market Strategy, Competitiveness, Sustainability, Employee Development, Employee Engagement, Health & Safety are important matters for KMD business performance and sustainability.
Assessment of societal concerns: Public and society are interested to have better Customer Services, best Product Quality, Competitive price, Health & Safety.
Assessment of impact on company: Product Quality, Customer Services, Competitiveness, Employee Engagement, Employee Development are major focuses for KMD business performance and sustainability.
OUR QUALITY POLICY
“We are dedicated, and will always be devoted to satisfy, gratify or fulfil our customers’ needs in sustainable and financially manageable manners by:
- planning strategically, tactically, and operationally;
- providing products & services competitively, and beneficially for both parties;
- reviewing them practically and regularly without bias;
- and taking corrective actions timely and effectively;
So that all our providing of products, services, and quality can be continually improved time after time.” Our company’s policy is communicated to all employees and continually reviewed for suitability.
CEO of the company approved the company mission statement and quality policy. In order to ensure that it is understood and implemented at all levels throughout the company, the Quality Policy is displayed at all operating sites, translated in local language, and awareness sessions are conducted to train the employees.
Code of Conduct
KMD has a Management Committee which consists of management executives, directors, senior managers, internal verifiers and occasional external consultants. This committee periodically plans, implements, reviews the policies & procedures; makes suggestions; amends necessary changes; reviews the changes; and re-plans, organizes, administers, and moderates all of them, in order to reflect the Company’s missions, visions and procedures with the actual working business environment.
This Code of Conduct includes below policies:
- Human Rights Policy
- Labour Policy
- Environmental Policy
- Anti-Corruption Policy
- Employment / Equal Opportunity Policy
- Work/Sexual Harassment, Gender Discrimination Policy
- Health & Safety Policy
- Complaints Policy
- Malpractice Policy
Human Rights Policy
KMD believes that all 30 Articles mentioned in the Universal Declaration of Human Rights are the common standard of achievement for all peoples and all nations. Common understanding of these rights and freedoms are the great importance for us.
Our Policies and Goals include:
- To require our employees, business partners, suppliers, and our customers to understand, respect, support, and adhere to the principles of Universal Declaration of Human rights.
- To address Human Rights risk, discover incidents of Human Rights abuse within the company and to act upon the Human Rights related issues.
30 Articles mentioned in the Universal Declaration of Human Rights are as below.
|Article 1||All human beings are born free and equal in dignity and rights. They are endowed with reason and conscience and should act towards one another in a spirit of brotherhood.|
|Article 2||Everyone is entitled to all the rights and freedoms set forth in this Declaration, without distinction of any kind, such as race, color, sex, language, religion, political or other opinion, national or social origin, property, birth or other status. Furthermore, no distinction shall be made on the basis of the political, jurisdictional or international status of the country or territory to which a person belongs, whether it be independent, trust, non-self-governing or under any other limitation of sovereignty.|
|Article 3||Everyone has the right to life, liberty and security of person.|
|Article 4||No one shall be held in slavery or servitude; slavery and the slave trade shall be prohibited in all their forms.|
|Article 5||No one shall be subjected to torture or to cruel, inhuman or degrading treatment or punishment.|
|Article 6||Everyone has the right to recognition everywhere as a person before the law.|
|Article 7||All are equal before the law and are entitled without any discrimination to equal protection of the law.All are entitled to equal protection against any discrimination in violation of this Declaration and against any incitement to such discrimination.|
|Article 8||Everyone has the right to an effective remedy by the competent national tribunals for acts violating the fundamental rights granted him by the constitution or by law.|
|Article 9||No one shall be subjected to arbitrary arrest, detention or exile.|
|Article 10||Everyone is entitled in full equality to a fair and public hearing by an independent and impartial tribunal, in the determination of his rights and obligations and of any criminal charge against him.|
|Article 11||Everyone charged with a penal offence has the right to be presumed innocent until proved guilty
1. according to law in a public trial at which he has had all the guarantees necessary for his defence.
2. No one shall be held guilty of any penal offence on account of any act or omission which did noconstitute a penal offence, under national or international law, at the time when it was committed. Nor shall a heavier penalty be imposed than the one that was applicable at the time the penal offence was committed.
|Article 12||No one shall be subjected to arbitrary interference with his privacy, family, home or correspondence, nor to attacks upon his honor and reputation. Everyone has the right to the protection of the law against such interference or attacks.|
|Article 13||1.Everyone has the right to freedom of movement and residence within the borders of each state.
2.Everyone has the right to leave any country, including his own, and to return to his country.
|Article 14||1.Everyone has the right to seek and to enjoy in other countries asylum from persecution.
2.This right may not be invoked in the case of prosecutions genuinely arising from non-political crimes or from acts contrary to the purposes and principles of the United Nations.
|Article 15||1.Everyone has the right to a nationality.
2.No one shall be arbitrarily deprived of his nationality nor denied the right to change his nationality.
|Article 16||1.Men and women of full age, without any limitation due to race, nationality or religion, have the right to marry and to found a family. They are entitled to equal rights as to marriage, during marriage and at its dissolution.
2.Marriage shall be entered into only with the free and full consent of the intending spouses.
3.The family is the natural and fundamental group unit of society and is entitled to protection by society and the State.
|Article 17||1.Everyone has the right to own property alone as well as in association with others.
2.No one shall be arbitrarily deprived of his property.
|Article 18||Everyone has the right to freedom of thought, conscience and religion; this right includes freedom to change his religion or belief, and freedom, either alone or in community with others and in public or private, to manifest his religion or belief in teaching, practice, worship and observance.|
|Article 19||Everyone has the right to freedom of opinion and expression; this right includes freedom to hold opinions without interference and to seek, receive and impart information and ideas through any media and regardless of frontiers.|
|Article 20||1.Everyone has the right to freedom of peaceful assembly and association.
2.No one may be compelled to belong to an association.
|Article 21||Everyone has the right to take part in the government of his country, directly or through freely chosen representatives. Everyone has the right of equal access to public service in his country. The will of the people shall be the basis of the authority of government; this will shall be expressed in periodic and genuine elections which shall be by universal and equal suffrage and shall be held by secret vote or by equivalent free voting procedures.|
|Article 22||Everyone, as a member of society, has the right to social security and is entitled to realization, through national effort and international co-operation and in accordance with the organization and resources of each State, of the economic, social and cultural rights indispensable for his dignity and the free development of his personality.|
|Article 23||1.Everyone has the right to work, to free choice of employment, to just and favorable conditions of work and to protection against unemployment.
2.Everyone, without any discrimination, has the right to equal pay for equal work.
3.Everyone who works has the right to just and favorable remuneration ensuring for himself and his family an existence worthy of human dignity, and supplemented, if necessary, by other means of social protection.
4.Everyone has the right to form and to join trade unions for the protection of his interests.
|Article 24||Everyone has the right to rest and leisure, including reasonable limitation of working hours and periodic holidays with pay.|
|Article 25||1.Everyone has the right to a standard of living adequate for the health and well-being of himself and of his family, including food, clothing, housing and medical care and necessary social services, and the right to security in the event of unemployment, sickness, disability, widowhood, old age or other lack of livelihood in circumstances beyond his control.
2.Motherhood and childhood are entitled to special care and assistance. All children, whether born in or out of wedlock, shall enjoy the same social protection.
|Article 26||1.Everyone has the right to education. Education shall be free, at least in the elementary and fundamental stages. Elementary education shall be compulsory. Technical and professional education shall be made generally available and higher education shall be equally accessible to all on the basis of merit.
2.Education shall be directed to the full development of the human personality and to the strengthening of respect for human rights and fundamental freedoms. It shall promote understanding, tolerance and friendship among all nations, racial or religious groups, and shall further the activities of theUnited Nations for the maintenance of peace.
3.Parents have a prior right to choose the kind of education that shall be given to their children.
|Article 27||1.Everyone has the right freely to participate in the cultural life of the community, to enjoy the arts and to share in scientific advancement and its benefits.
2.Everyone has the right to the protection of the moral and material interests resulting from any scientific, literary or artistic production of which he is the author.
|Article 28||Everyone is entitled to a social and international order in which the rights and freedoms set forth in this Declaration can be fully realized.|
|Article 29||1.Everyone has duties to the community in which alone the free and full development of his personality is possible.
2.In the exercise of his rights and freedoms, everyone shall be subject only to such limitations as are determined by law solely for the purpose of securing due recognition and respect for the rights and freedoms of others and of meeting the just requirements of morality, public order and the general welfare in a democratic society.
3.These rights and freedoms may in no case be exercised contrary to the purposes and principles of the United Nations.
|Article 30||Nothing in this Declaration may be interpreted as implying for any State, group or person any right to engage in any activity or to perform any act aimed at the destruction of any of the rights and freedoms set forth herein. KMD also agrees and supports The United Nations Global Compact’s 2 principles on Human Rights.|
Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights; and
Principle 2:make sure that they are not complicit in human rights abuses.
We KMD believe that UN Global Compact’s 4 principles on Labour reflects the International Labour Organization’s Fundamental Conventions, and the ILO Declaration on Fundamental Principles and Rights at Work, adopted in June 1998, highlights this set of core Labour principles endorsed by the international community. The Declaration covers 4 main areas.
Our Policy and Goals include:
- To require our employees and our business partners to understand, to respect, to support, and to adhere to the 4 principles on Labour.
- To monitor and resolve Labour-related risks within the company.
- To periodically review and promote human resource development.
- To periodically review and promote employee welfare policies, allowances, bonuses and employee benefits.
4 principles on Labour (The United Nations Global Compact)
Principle 3: Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining;
Principle 4: the elimination of all forms of forced and compulsory Labour
Principle 5: the effective abolition of child Labour; and
Principle 6: the elimination of discrimination in respect of employment and occupation.
Employment / Equal Opportunity Policy
KMD Group of Companies understands and supports that the equal opportunity policies are important for employment, and it brings the fairness among employees and diverse talents to the company.
The following policy guidelines were adopted.
- It is our commitment to a policy of equality of opportunity in all our employment practices, and to eliminating discrimination within the company whether on grounds of gender, marital status, race, color, national or ethnic origins, disability, age, sexual orientation, political associations or religion.
- We aim to promote practices and procedures which ensure equality of opportunity and to eliminate any practices which may unfairly discriminate directly or indirectly.
- If their complaint has not been resolved informally, they can ask to speak to the next upper level (or) Manager and inform to make a formal complaint.
- All employees’ recruitment data will be kept as evidence to reflect our equal opportunities policy.
- All our staff involved in recruitment, training, assessment and support will be aware of our equal opportunities policy and will actively implement this in meeting the needs of employees.
- All our resources that are relevant for employee’s nature of work will be accessible for relevant employees.
Work/Sexual Harassment, Gender Discrimination Policy
KMD Group of Companies is committed to providing a safe environment for all its employees free from discrimination on any ground and from harassment at work including sexual harassment, LGBTQ (lesbian, gay, bisexual, transgender, queer/questioning) discrimination. KMD Group of Companies will operate a zero tolerance policy for any form of work or sexual harassment, gender discrimination in the workplace, treat all incidents seriously and promptly investigate all allegations of these harassments. Any person found to have harassed another will face disciplinary action, up to and including dismissal from employment. All complaints of these harassments will be taken seriously and treated with respect and in confidence. No one will be victimized for making such a complaint.
Anyone, including employees of KMD, clients/customers, suppliers, business partners, contractors, casual workers, or visitors who harasses another within KMD premises will be taken action in accordance with this internal policy.
All harassments are prohibited whether it takes place within KMD premises or outside, including at social events, business trips, training sessions or conferences sponsored by KMD Group of Companies.
The victim or any person can make either a formal complaint or an informal complaint to his/her superior.
The person who initially received the complaint will refer the matter to a senior human resources manager to initiate a formal investigation. The senior human resources manager may deal with the matter him/herself, refer the matter to an internal or external investigator or refer it to the Management Committee of KMD.
Required to comply with the code
All directors, senior management and employees are required to comply with this set of code of conduct.
Any employee can feel free to report or complain to HR Management, Senior Management, and Top
Management, if someone from KMD doesn’t comply with this set of code of conduct, and it will be solved with
case-by-case for seriousness of cases.
The following policy guidelines were adopted.
- KMD welcomes comments on the quality of its service and encourages those with concerns to raise them sooner rather than later, so that matters can be resolved at the earliest possible opportunity.
- If customers or employees are not satisfied with the way they have been treated, explain the problems to the member of staff with whom they are dealing. (Many complaints can be easily resolved at this stage without the need to make a formal complaint.)
- If their complaint has not been resolved informally, they can ask to speak to the next upper level (or) Manager and inform to make a formal complaint.
- If in doubt, Customer Service staff can advise customers to whom customer should address complaint. Complaint can be done by letter, telephone, email or in person.
- All complaints at this level will be dealt with within 2 working weeks.
HR Management Senior Management keep all these complaints as confidential, and treated it as only need
to know basic for essential Management group, in order to protect an employee/person who complains or who
reveals illegal/unethical behavior from retaliation of other person.
Contact Address – email@example.com, firstname.lastname@example.org