Page 36 - ar2011

Building
People
CCT’s success is built upon the strength of its teams.
While the Trust has no employees, it is managed by
CapitaCommercial Trust Management Limited, an indirect
wholly-owned subsidiary of CapitaLand. The Property
Managers are also employees of CapitaLand.
Encouraging learning and growth
Our mission for human capital development stems from
CapitaLand’s conviction in encouraging employees to
achieve their fullest potential through skills enhancements
and on-the-job training opportunities.We invest in learning
environments that not only drive corporate performance,
but also, the professional development of our people.
In 2011, nearly 4.0% of our annual payroll was channelled
towards initiatives for employee learning and growth.
These included personal development courses and
certified training programmes to improve the skills of our
employees. On average, each employee underwent 41.7
training hours, with 98.3% of staf attending at least one
training event in 2011.
Competitive reward practices
to drive performance
We adopt Capi taLand’s total reward approach to
motivating performance. This comprises competitive
compensation and benefits, a comprehensive talent
management strategy and a nurturing work environment.
As a group, we have a two-pronged approach to manpower
planning: aligning HR competencies to the wider business
objectives, and partnering individual departments to bring
about desirable business outcomes. We also practice pay-
for-performance and we benchmark competitiveness of
our remuneration based on total compensation for the job.
Senior management is closely involved in the recruitment,
retention and growth of talent through initiatives that
include employer branding eforts, succession planning,
leadership development programmes and rotational
assignments for greater professional exposure.
To motivate and retain talent, we have a flexible benefits
scheme that includes annual health screenings and free flu
vaccinations. Encouraging work-life balance, we are open
to arrangements such as flexible working hours, working
from home, working part-time or job sharing.
Fair employment practices
As a group, we believe in responsible employment and are
firm advocates of fair employment practices. Through
CapitaLand, we have an undertaking with the Tripartite
Alliance for Fair Employment Practices (TAFEP) through
the Employers Pledge for Fair Employment Practices,
and we conform to CapitaLand’s pol icies on non-
discriminatory employment practices.
Our hiring procedures and recruitment advertisements,
which are placed in newspapers and online job portals,
underscore our assurance that all job applicants are
treated fairly regardless of ethnicity, age or gender.
Strengthening employee engagement
This year, the top management of the Manager is part of a
Career Development Committee (under the commercial
business unit of CapitaLand), which meets monthly
to identify ways to strengthen employee engagement
and career. At the same time, staff are encouraged to
share their feedback during the half-yearly group-wide
conferences or the monthly “In conversation” series held
in smaller groups.
Maintaining safety and welfare of employees
The health and welfare of our people is a top priority.
Supporting CapitaLand’s Occupational Health and Safety
Management System, new or updated legal requirements
are reviewed quarterly while annual compliance audits
have been conducted since the system’s establishment
in 2009.
Affirming our compliance to international standards
of Occupational Health and Safety, CapitaLand was
awarded the OHSAS 18000 certification for its Singapore
commercial operations in 2011.
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