Human Resource Review
DEVELOPING OUR EMPLOYEES
CDL believes in developing our people to be competent and professional. It is our ongoing commitment to develop our people holistically through multiple avenues.

CDL Onboarding Programme
All new CDL employees are required to attend the CDL Onboarding Programme, which aims to induct and ease them into the organisational culture seamlessly. The programme is a good opportunity for new hires from different departments to meet and network with one another as well as with CDL’s management team.

Learning and Development
Learning and Development are important aspects of the training roadmap for all CDL employees. To ensure that skill sets and knowledge are enhanced, training needs analysis is conducted annually to determine the types of training interventions necessary to level up staff competencies. In 2013, CDL employees clocked a total of 15,836 training hours – which works out to an average of four training days per employee. CDL also sponsored five employees in 2013 in their pursuit of upgrading their educational qualifications.

Sponsorships Scheme and Internships
CDL works closely with local polytechnics and universities to offer internship placements for their students. In 2013, CDL offered 17 internship opportunities and was deemed as a choice employer for internships through the local institutions. Offering internships is one of the many ways CDL attracts young and promising talents. We provide students with exposure to a professional work environment. This helps CDL gain mind share when these students explore their career choices upon graduation.

CDL also offers Building and Construction Authority – CDL Built Environment Undergraduate Scholarships to promising students who possess excellent academic results and are keen to pursue a career in the real estate industry. To date, we have offered eight such scholarships to young talents.

ENGAGING OUR EMPLOYEES
CDL places high value on our employees’ engagement, ensuring that they remain satisfied, committed and motivated. Bi-annual Employee Engagement Surveys are conducted to acquire feedback and insights into employee-related concerns. Heads of Departments play a positive role in engaging their employees and developing concrete post-survey action plans to address existing gaps.

CDL’s success in employee engagement is evident from the length of employees’ service. About 50% of our employees have been with CDL for more than five years and our Employee Engagement Score is above that of the national average. CDL’s management also believes in maintaining regular communication channels with employees. New hires go through a comprehensive orientation programme to learn how various functions contribute to the overall organisational success. The orientation culminates in a meeting with the senior management team where new hires interact with and glean perspectives from the senior leaders of the Company.

A new intranet platform, CDL360, was developed and launched in the year under review to encourage greater sharing of ideas and resources among employees. Internal newsletters and dialogue sessions are also utilised to disseminate information to employees and provide feedback to management. In celebration of the Company’s 50th anniversary in 2013, a gala dinner was held for employees at the W Singapore – Sentosa Cove hotel in November, as a gesture of appreciation for their contributions over the years.

CARING FOR OUR EMPLOYEES
The emotional and physical well-being of employees are integral to our constant strive for performance and organisational excellence.

By providing a healthy work-life culture, CDL employees can better balance their personal and professional commitments. Enhanced flexi-working hours arrangements allow employees to manage their family and work commitments more effectively and meaningfully.

Our Workplace Health Programmes include regular exercise programmes, as well as talks and initiatives to cultivate a healthy and lively workplace environment. In addition to complimentary annual health screenings, healthy snacks are also given to employees regularly to encourage them to adopt a balanced diet. CDL also collaborated with the National Arts Council in 2013 to introduce a series of smartphone photography workshops under the Arts@work programmes, to enrich employees’ work-lives and nurture their appreciation of the arts.

In 2013, CDL was conferred the Minister’s Honour Roll (Star) for the Home Team National Service (NS) Award for Employers. This Award recognises employers of Singapore Police Force and Singapore Civil Defence Force NSmen who have gone the extra mile and shown sustained exemplary support for NS activities.

In line with CDL’s commitment to Corporate Social Responsibility, CDL encourages employees to participate in community service programmes through our employee volunteer platform, City Sunshine Club. In 2013, CDL employees clocked 2,664 hours in various community service programmes.

CDL staff volunteers rallied together to raise funds for Assisi Hospice at the Assisi Hospice Charity Fun Day 2013.

Copyright © 2014 City Developments Limited. All rights reserved.