AIA Cambodia is a wholly owned subsidiary of AIA Group Limited, the largest independent publicly listed pan-Asian life insurance group. AIA Group Limited and its subsidiaries (collectively “AIA” or the “Group”) has a presence in 18 markets in Asia-Pacific.

At AIA, equipping our employees for success is vital to serving our customers and enabling our communities to live Healthier, Longer, Better Lives.

Our vision to be the world's pre-eminent life insurance provider is supported by our many employees and agents. Guided by our Operating Philosophy of "Doing the Right Thing, in the Right Way, with the Right People... the Right Results will come", we focus on recruiting, developing and retaining capable, engaged and high-performing employees who can continuously learn and grow while delivering their best work.

Our aim is to ensure we win, develop, and retain the right talent and shape an environment in which our people can thrive and what they do is with purpose and passion every day. To achieve this, we have put in place numbers of policies, procedures.

Our Culture and Conducts

Leadership Essentials (LE) The AIA culture is shaped by our leaders who embrace the three essentials of leadership – clarity, courage, and humanity. They possess clarity of vision, purpose, and our business direction, demonstrate courage in their actions, and consider the human element of everything we do because our business is truly a people business.

The Leadership Essentials are brought to life every day where clear expectation and behaviours have been clearly articulated at different leadership passages. LE behaviours are embedded in employee’s career touch point from recruit/selection to performance and recognition.

Employee Engagement Employee Engagement is one of the measures of the strength of the AIA Culture. At AIA, we believe Employee engagement is critical to achieving our Vision, Purpose and Strategic priority as when employees are engaged in AIA, each employee feels “the best of me is called, and the best of me is able to respond, every day” which will enable them to make a difference and contribute to better financial performance of the company.

On an annual basis, Cambodia together with all other AIA’s entities, participate in the employee engagement survey, which is independently run by Gallup, centrally coordinated by Group and locally executed by engagement lead in each entity.

The survey is not a transactional activity that happens once a year, but it is an initiative which provide us regular checkpoint to understand employee’s engagement level/feedback and provide us the opportunities to act on it. Accountability are clearly defined where functional engagement champions are identified to drive functional engagement responsibilities and support them in the impact planning process.

Employee Conduct The AIA Code of Conduct provides clear guidance on how to conduct business at all times and applies to all AIA employees.

It is the foundation of what we believe is important, how we want to behave, and how we make decisions every day.

Fundamental to all our inclusion efforts is zero-tolerance for discrimination in any form, across all aspects of diversity, including gender, race, nationality and sexual orientation which are supported by the following policies including Anti-Harassment, Grievance & Disciplinary Management.

Employer Branding

The AIA Employee Value Proposition differentiates a career in AIA and provides employees with a supportive environment where they can bring their career ambitions to life.

• I feel connected and proud of AIA.
• I grow professionally and personally during my time here.
• I respect and learn from my leaders.

Develop our People

At AIA, we focus on Leadership Development Curriculum where we developed learning opportunities and programmes for leaders to acquire the leadership capabilities needed for successful delivery. Training needs assessment is conducted on an annual basis to understand the capability gaps of the business. Training offering is developed in responding to those needs.

In addition to that the Organisation and People Review (OPR), an annual process, is in place aiming to assess our current and future leadership needs as well as our ability to meet those needs. The review encourages a proactive approach to resourcing, development and succession planning to ensure leadership continuity for the future.

Reward our People

Our Total Rewards Strategy is developed in the context of AIA’s business strategy, culture, brand and employee value proposition. It is formulated to drive the right behaviours and to motivate our workforce to achieve our business objectives through our operating philosophy.

Financial Rewards:

• Fixed Pay: Provided to an employee for pay and any allowance.
• Variable Pay: Form of short-term or sales incentives and long-term incentives (if applicable) that are based on company performance.

Beyond Financial Rewards:

• Performance and Recognition Programmes: A recognition framework was designed to recognize the right behaviours of our people aligned with our Leadership Essential including the instant recognition, monthly, quarterly, semi-annual and annual recognition.
• Investment in Development Opportunities: The Company invests significantly in development programmes to enable learning experiences and career opportunities designed to enhance employees’ technical and leadership competencies.
• Work-life balance & benefit offerings: To support employees in their work and life needs, at AIA we put in place numbers of flexibility these include flexible working arrangement, special leaves bereavement, marriage, and paternity leave, leave without pay, sick leave…etc. In addition to this, we also offer medical insurance coverage to the employees and their dependent for both in and out patience, accident, and death benefit to the employees. Employee Provided Fund (EPF) together with the Employee Share Purchase Plan (ESPP) are also additional benefit offerings.