Wednesday, December 2, 2020


Introduction of AEON

AEON Credit Service (M) Berhad was incorporated on 6 December 1996 and was converted into a public limited company on 9 February 2007 and listed on the Main Market at Bursa Malaysia Securities Berhad on 12 December 2007. AEON Credit commenced operations in 1997 by providing Easy Payment schemes for purchase of consumer durables through appointed retail merchants and chain stores.

Today, the business of the company has expanded to include issuance of Credit Cards, Easy Payment schemes, Personal Finance schemes, Insurance business, and other services. The company currently has five Regional
offices, 64 Branches and Service Centres located in major shopping centres and towns, and a network of more than 12,000 participating merchant outlets nationwide.

AEON Credit believes in working closely with its business partners to provide consumer financing products and services which meet customer needs. The company currently has more than 4.6 million card members for various products and more than 3000 employees working with the Company.

Employees are our greatest asset to determine the growth and success of the company’s business. “We value Human Resources”.

We have Five Human Resources Principles:
  • Fairness
  • Respect
  • Openness to change
  • Rationality
  • Ability Development
AEON Basic Principles

Peace: AEON is a corporate group whose operations are dedicated to the pursuit of peace through prosperity.
People: AEON is a corporate group that respects human dignity and values personal relationships.
Community: AEON is a corporate group rooted in local community life and dedicated to making a continuing contribution to the community.

The AEON Code of Conduct Commitment
  • AEON people are always grateful to the many other individuals who provide support and help, never forgetting to act with humility.
  • AEON people value the trust of others more than anything else, always acting with integrity and sincerity in all situations.
  • AEON people actively seek out ways to exceed customer expectations.
  • AEON people continually challenge themselves to find new ways to accomplish the AEON ideals.
  • AEON people support local community growth, acting as good corporate citizens in serving society.
Workplace Policies & Practices

We provide staggered working hours and flexible working hours either 4 hours or 6 hours to assist employees’ to better balance their work and family obligations by making the workplace more flexible especially those who need
to take care of their dependent children below six years of age, disabled dependent children and ageing parents.

At AEON, we are adopting an open concept working environment to improve workflow, better communication and boost collaboration between various levels of employees, so even a manager can feel more approachable.

Employee Benefits & Activities

At AEON, we provide competitive financial rewards, compensation & benefits and retirement scheme through market benchmarking to retain our employees and also recognise their contributions to the company.

Long service employees, excellent employees and teamwork achievements will be recognised and awarded during the Company Annual Dinner to promote a sense of belonging in the company.

AEON Credit aims to set an example as a good corporate citizen, by working together with the community for its growth and towards improving the quality of life. In FY2018, the company has contributed more than RM400,000 in
various areas and activities such as Education Sponsorship to UM, USM and UPM, support post- disaster relief activities to help affected communities to rebuild their homes and to ease their financial burden.

Organizational Structure

The sustainability leadership of AEON Credit is led by the Board of Directors of the company, which oversees the stewardship of the company in pursuit of identified vision and commercial objectives while ensuring that the company
remains as a responsible and sustainable organization. The board takes into consideration sustainability issues in setting the strategic directions for the Company and ensures sustainability practices are embedded into its daily

The Managing Director, Executive Directors and relevant members of the Senior Management team are responsible for the management of sustainability matters which are aligned with the company’s mission and vision,
implementation of appropriate measures and actions as well as monitoring of key performance indicators.

Career Paths: Current & Future Plans

The company actively builds up its talent pipeline, prepare and develop our potential successors in the near future.

To nurture talent and support succession planning roadmap, a strategically structured talent Management and Development Programme has been developed to prepare their readiness to the next level.

Succession plan and career development not only provide a clear path of progression for employees but also enable the entity to move forward. It’s a proactive measure that aligns talent development with the company’s future
leadership needs.