freedom to grow learning curve 2011 profit 2012 from small beginning 2010 profit & grow 2013 Our People

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1 Our People Vierlines Asia Group is now recognised as a clear vision leader in integrated maritime and logistics services sector. Since, The Group has grown at an exceptional pace and has matched this with a very strong vision and clear vision, We pride ourselves in our ability to attract, retain and develop outstanding talent. This is demonstrated by our staff turnover which has been less than 1% per annum over the last 3 years.in this section of our corporate website you will discover why VAG is a great place to work.

2 People Vision & Strategy Vierlines Asia Group has a clear vision and a consistent strategy, an integral part of which are our core values. (1) Our people vision and strategy are fully aligned with achieving VAG vision, executing our Group s strategy and living our values. Our strategy is to: (2) Provide a safe, healthy and stimulating work environment which encourages innovation and ideas for improvement so that everyone can make a difference (3) Successfully recruit, retain and develop our employees to realise their full potential (4) Recognise and reward employee performance and commitment (5) Appreciate and respect the contribution of our employees at every level and location throughout the organisation Maintain our position as one of the best companies to work for in all countries where we operate; and Celebrate success at an individual, team and regional level.

3 Culture & Engagement Vierlines Asia Group is a performance driven organisation. Our culture is entrepreneurial and innovative. A flat organisation and integrated decision-making allows the Group to anticipate and respond quickly to business issues and opportunities as they arise. We provide a creative environment which encourages challenge and rewards performance. We have strong values which capture the spirit of VAG and underpin the way we do things. We recognise the importance of maintaining this ethos as the Group transforms and grows. Living our values captures and articulates the way we do business in VAG. We use our values as the foundation of our recruitment and performance management processes, demonstrating that how we do things is just as important as what we do. In a rapidly growing organisation such as VAG, our values help us maintain the unique entrepreneurial culture which has contributed so much to our success story. Our employees feel our strengths are in the areas of safety, responsibility, innovation, empowerment and teamwork. The main areas for improvement are the obstacles we face as a growing company in achieving more efficiency and effective change management and in the increasing challenges we have in managing a diverse international pool of talent. One of our objectives is to consult widely and to create action plans to further improve our employee engagement and address priority issues. Overall, 85% of employees responded that they intended to stay with VAG for five years or more, indicating strong and very encouraging retention.

4 Performance Management Performance management is important to Vierlines Asia Group. We always aim to recruit the best and our performance management process, which is embedded across the business, gives us a tool to ensure strong performance throughout the Group. Performance management in Vierlines Asia Group is designed to create a shared vision of the purpose and aims of the organisation. This helps each individual understand and recognise his or her part in contributing to achieving those aims, and in doing so, manages and enhances the performance of both individuals and the organisation. Performance How we undertake performance management is important Understanding what is working well and what requires performance further support is essential of both to our individuals continued success. and Our performance management process is a key tool in the maintaining high performing teams. We encourage an ongoing dialogue between managers and employees, and the performance management process aims to clarify what is expected from employees as well as how it is to be achieved. For new managers, we provide coaching to help build confidence in this important skill, with a view to having constructive two-way conversations between managers and team members. At specific times of the year we also conduct a formal performance process, setting objectives and identifying development needs. Although simple and user-friendly, performance management in Vierlines Asia Group captures employee, manager and third-party views on performance and achievement of objectives.the development needs identified through the performance management process are linked to our V for Talent development programmes.

5 Reward & Recognition We believe our people give us a competitive advantage. Our employee turnover figures are very low and we want them to remain that way. We conduct salary benchmarking surveys around the Vierlines Asia Group world, to ensure that we know what our competitor companies are doing in terms of salaries and benefits. Our total reward packages are highly competitive relative to the external marketplace and are also benchmarked against internal peer groups. We also want everyone to have a stake in the business and its success and offer share options to all employees. Our performance bonus arrangements are designed to reward the best performance, both corporate and individual. These performance based rewards make a direct link between good performance and reward. A typical reward package at Vierlines Asia Group includes: Bonus schemes Employee share award schemes Pension/provident fund Private medical insurance Gym/health club membership Life insurance Employee Stock Options Car Ownership Programme Education & Personal Loan Housing Ownership Programme

6 Valuing Our People At Vierlines Asia Group we believe that valuing people can be demonstrated in many ways. We understand that human motivation is complex and requires an emotional contract, not just a financial one. As a result, our people are given the freedom and responsibility to make a difference. Risks that are wellconsidered are seen as opportunities. We learn from, rather than criticise mistakes, and we celebrate success each time we achieve it. We also provide the opportunities for people to have a good future with us, applying their existing skills and experience and developing new areas of competency within our rapidly expanding portfolio. We believe that reward is still an important part of any people strategy and has to be highly competitive if we are to attract and retain the best people. Our package is carefully designed to provide all our staff, worldwide, with a good cash reward in the form of salary and annual bonus. In addition, we provide pension and insurance related benefits including healthcare. Long-term incentives are in the form of share options, which are given to all permanent employees at all levels and at all locations throughout the Group. Our exceptionally high level of employee engagement is one of our key success factors that we want to continue building on.