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Keppel Land recognises the importance
of human capital management and is
committed to be an employer of choice,
with focus on career growth and
personal development opportunities.
Great emphasis is placed on people
development initiatives, training and
development, with the aim of equipping
staff with a wide range of capabilities
to build the careers of their choice.
For more details on the Company’s
human capital management and
efforts, please refer to Keppel Land’s
Sustainability Report 2009.
Talent Development and Management
Keppel Land has in place a Talent Review
Committee, chaired by the Group CEO
and made up of the divisional CEOs,
which meets periodically to address
human capital issues such as succession
planning and talent development, and
to chart the career path of its talents.
The Company fine-tuned its managerial
development programme for high
calibre staff, subsuming all its existing
managerial programmes into the new
Leadership Development Programme
(LDP) for Emerging Leaders.
Incorporated within the LDP is a
stringent selection process which
aims to accelerate the development
of executives to assume managerial
positions.
Keppel Land also selects promising staff
to participate in the Keppel Group Global
General Management Programme to
develop the competencies of an effective
leader whilst encouraging teamwork and
interaction with the different business
units. This programme forms an integral
part of Keppel Land’s plans to nurture
and build the next generation of leaders.
Employee Communication and Engagement
Keppel Land believes in facilitating
employee communication and
engagement. Informal interaction
sessions conducted over lunch and
tea are held bi-monthly, enabling senior
and top management to build rapport
with staff at all levels.
Staff engagement is extended to
employees based overseas through the
Annual International Conference (AIC)
for key executives from its international
operations. The AIC serves as a
platform for strategic collaboration
and exchange of best practices and
new ideas, as well as cross-learning
opportunities and networking between
local and overseas staff.
Keppel Land conducts orientation
programmes bi-annually to help
new employees assimilate into the
organisation. Senior management also
delivers presentations on the Company’s
key businesses, corporate philosophy
and strategic directions. Visits to the
Company’s projects in Singapore are
also conducted to familiarise them with
its developments. New staff are also
invited to the Keppel Groupwide
orientation which provides insights into
each of the strategic business units
within the Keppel Group. At the same
time, it facilitates networking across the
entire Keppel Group and the creation of
a common Keppel identity.
Keppel Land participated in the inaugural
Keppel Groupwide organisational
climate in 2009. The survey provided a
platform for all staff to provide feedback
on a wide range of issues, ranging
from their well-being and personal
development, to overall work
environment and related aspects
that impact their ability to contribute
effectively to the achievement of
corporate goals. The feedback will
enable the Company to refine its
existing programmes to build an
engaged workforce.
Keppel Land staff are
encouraged to maintain
a healthy lifestyle.
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Fun activities such as the
Amazing Food Race deepen
bonds among employees.
