With the assistance of Aon Hewitt, the RC revised the total remuneration structure to reflect the following four key objectives: (performance measures that are aligned to shareholders’ interests (2) Long-term Orientation: To motivate employees to drive sustainable longterm growth (3) Simplicity: To ensure that the remuneration structure is easy to understand and communicate to stakeholders (4) Synergy: To facilitate talent mobility and enhance collaboration across businesses The revised total remuneration structure comprises three components; that is, annual fixed cash, annual performance bonus, and the KCL Share Plans.