Underscoring the belief that
human capital drives its success, CDL has always been committed
to engage and retain the best talent; develop capabilities; reward
top performers; and encourage the adoption of healthy lifestyle
and work-life balance amongst employees.
As part of its talent retention
strategy, CDL is committed to the personal and professional development
of its employees through the sponsorship of full-time training
courses and part-time certificate programmes. Beyond functional
skills training, emphasis is also placed on teambuilding and the
development of people management skills such as leadership, communication
relationship management and creative problem skills.
TOWARDS AN ENGAGED
Recognising that employee engagement
is key to driving the organisation ahead, CDL’s senior management
maintains its focus on nurturing employer-employee communication
and fostering an open relationship with employees.
A three-dimensional developmental
strategy is adopted to enhance employee engagement: promoting
workplace health and work-life harmony, social and recreational
bonding and communication.
Health & Work-Life Harmony
CDL recognises that work-life
harmony creates a quality, motivated and dedicated workforce.
To help its employees harmonise their work and personal commitments,
CDL has in place various family-friendly policies, such as flexible
start-and-end work-hours options, maternity, paternity and childcare
In 2007, CDL initiated “CDL
Family Month”, where a series of family-focused programmes
such as “Eat-With-Your-Family Day”, family trips and
talks was specially organised for staff. Held over a month, these
activities are aimed at nurturing and improving the relationships
between employees and their families.
Employees are also given a
voice in implementing worklife harmony through a dedicated work-life
committee, which comprises staff representatives across all departments,
as well as an annual health and lifestyle survey disseminated
to all employees. Feedback from employees, obtained through the
survey, is taken into consideration by the Human Resource division
in policy planning. In addition, the work-life committee is tasked
with the planning and execution of family friendly health-related
policies and programmes, which includes free weekly aerobics classes,
health and family talks, family day trips and annual health screening
for staff and their families.
In recognition of its sustained
commitment towards a healthy work-life, CDL has been a recipient
of the Singapore Health Award since 2002.
Fostering a Culture
of Team Spirit
As part of its strategy to
cultivate an engaged and committed workforce, CDL constantly seeks
innovative ways to improve employee communication as well as staff
bonding and team work.
Through employee-run clubs
such as StaffConnect @ CDL (SC) and City Sunshine Club (CSC),
employees have the opportunity to socialise and participate in
structured programmes such as the annual CDL Staff Day. SC, a
task force made up of representatives from various departments,
organises activities that foster a sense of belonging and promote
team work amongst staff; while CSC is CDL’s employee volunteers
club that promotes the spirit of volunteerism through community
work with beneficiaries such as Lions Befrienders, as well as
fund-raising programmes with charities such as Assisi Hospice.
A display of
creativity and team spirit — one of the Best Dressed
Teams at the annual CDL Staff Day.
CDL also participated in sports
and recreational activities organised by its parent company, Hong
Leong Group (HLG). Attesting to its strong team spirit and perseverance,
CDL clinched the champion title in the Hong Leong Group Olympics
2007, organised by the HLG Sports & Recreation Club.
with Open Communication
To foster a collaborative atmosphere
of trust and empowerment, CDL encourages its employees to participate
actively in its various employee engagement channels from the
start of their career with the Group.
All new employees undergo an
orientation programme to familiarise them with CDL’s vision,
mission, corporate culture and key operations; and all employees
participate in regular dialogue sessions held by the Managing
Director and senior management team. Other structured internal
communication channels such as VoiceBox, a dedicated e-suggestion
box which allows employees to share comments and suggestions with
the senior management team through an internal e-mail system,
reinforce CDL’s culture of open communication.