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Nevertheless, existing procedures and policies will
continue to be reviewed and streamlined to keep pace
with the increasingly competitive marketplace for new
skill sets. Currently, the Company is looking into a
performance measurement system. The new system
aims to recognise and reward capabilities which will
help the Company transform from landlord and
property investor to property developer of quality
properties. Under the new system, rewards will be
linked directly to employees’ contribution, responsibility
and accountability. In addition, it seeks to improve
existing procedures for greater consistency and
transparency in performance evaluation as well as
inculcate a performance-based reward culture.
The review of the performance measurement system,
together with the review of the remuneration structure,
and management development, is part of a wider effort
to develop Keppel Land into an employer of choice.
Training and Development
The Company remains committed to developing
employees’ potential through continuous training
and development. The asset-light approach requires
staff to be creative in their thinking and approach. Staff
must explore ways to structure deals with
attractive profit margins without over-reliance on
heavy capital investment.
Training programs were designed and provided to
key executives tasked to spearhead the asset-light
strategy. Some of these programs include asset
securitisation and property fund management.
The change in Keppel Land’s business strategy has
presented opportunities for timely training and
development which reflect the close relationship
between Keppel Land’s business objectives and human
resource initiatives.
In 2001, several property management employees
were re-designated to reflect their greater job
responsibilities after they completed a course specially
customised by Temasek Polytechnic, and proved their
suitability in their new roles.
With its commitment to harness IT to upgrade
productivity, Keppel Land was among the pioneer
batch of companies that participated in the National
IT Literacy Program, a nationwide initiative
spearheaded by the Ministry of Manpower and the
Infocomm Development Authority of Singapore, to
impart basic computer knowledge and internet skills.
Close to 70 staff have attended the 14-hour course.
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