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As our employees represent
the foundation of our business, CDL strongly believes in
cultivating and enhancing this valuable human asset. We
are committed to creating a positive workplace where employees
work in an inclusive environment and are rewarded fairly.
CDL has a workforce of
over 300 employees in Singapore. In addition to upholding
the UN Global Compact principles on human rights and labour,
CDL practices fair employment and will be joining 600 companies
in Singapore to sign the Employers Pledge for Fair Employment
with The Tripartite Alliance for Fair Employment Practices
(TAFEP)(1) in mid-2008.
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The
Tripartite Alliance for Fair Employment Practices
(TAFEP) was formed in May 2006 to promote non-discriminatory
employment practices and to shift mindsets among employers,
employees and the general public towards fair employment
practices for all workers. Members include employer
representatives, union leaders and government officials. |
Non-discrimination
Reflecting CDL’s policy on non-discrimination and
fairness, we adhere to strict guidelines in the recruitment
process when new employees are needed. Recruitment advertisements
placed in the newspapers and recruiting websites will have
no mention of gender, ethnic, age and nationality preferences.
Benefits
Employees are eligible to benefits in accordance with the
Employment Act in Singapore. Even though the Employment
Act does not cover managerial, executive or confidential
staff, we extend to them the same or even better benefits.
Remuneration
and Bonuses
CDL believes in hiring the best talent. Employees are offered
a mutually-agreed remuneration package based on their experience
and the responsibilities that they undertake within the
organisation. The overall
package is performance-driven and is not based on seniority.
Employees are awarded bonuses of different quantums according
to their performance rated by their Head of Department.
These quantums are moderated and endorsed by Senior Management
with input from Human Resource Department.
Extending
the Retirement Age
Under the Singapore Retirement Age Act, employees who are
62 years old and due for retirement will be able to continue
their employment on a yearly contract if they are performing
and certified medically fit. The Act also provides Singapore
employers with the discretion to reduce their wages by up
to 10% when extending employment beyond 60 years to help
ease the cost burden.
Valuing the experience
and knowledge of our older employees, CDL not only continues
to employ our medically fit employees who turn 62 years
old and above, the Company appreciates the value of our
employees and as a caring employer, continues to extend
full pay to them.
CDL is proud to
have a strong workforce with a diverse background well spread
out in terms of gender, age group and educational profile.
This places CDL in an ideal position to maximise the talents
our employees bring to the Company. The strength and success
of the Company is not attributed to any one individual but
is based on a robust and competent team that works well
together.
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Gender Profile
Practicing a non-discriminatory policy, CDL has
more female than male employees who are also well
represented across the ranks. For instance, at the
most senior level, 11 of the 20 Heads of Departments
are led by females.
Age Profile
The majority of the CDL workforce is between the
ages of 31 and 50. However, we believe that regardless
of age, all employees make a valuable contribution
the Company. Older employees offer vast experience
and knowledge while fresh ideas can be injected
by new blood. Younger employees can also be “mentored”
and learn the ropes from their older colleagues
to ensure that there will be continuity with regard
to succession.
Educational Profile
CDL has been able to attract and retain a dynamic
and well-qualified workforce which gives the Company
a fundamental competitive edge. About 72% of our
employees hold tertiary qualifications and above
(this includes holders of Diploma, Degree and Masters
qualifications).
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CDL develops the
potential and capabilities of our employees. We constantly
seek to nurture our people through continual self assessment
with strong emphasis on training and self-development.
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| With
good teamwork and support by our employees, CDL
emerged champion in Hong Leong Olympics 2007, an
annual sports event held by our parent company. |
A training needs
analysis is conducted annually to identify the needs and
desires of our employees. People management skills workshops
centred on teambuilding, leadership, communication relationship
management and creative problem solving skills are held
to equip employees with the right knowledge to operate effectively.
Functional skills training courses in areas of financial
and information systems are also conducted.
In 2007, 1,193
hours were dedicated to CSR and environmental-related training.
This includes participation in the UN Global Business Summit
for Environment (B4E) Conference, NVPC and CSR Conference
2007, BCA Green Mark Seminar on Eco-Buildings Conference
2007, Safety in Construction – Broader Perspectives
and New Innovations, Clean Energy and Sustainable Development,
etc.
CDL employees are
given opportunities for self development and improvement.
To encourage employees to grow with the Company, we do consider
supporting our employees who wish to further their studies
through sponsorship of part-time academic or certifiable
courses relevant to the employee’s area of work, with
a training bond of usually one year with the Company after
completion of the course. In 2007, one employee received
sponsorship for his Bachelor Degree in Environmental, Occupational
Health and Safety from the University of Newcastle, Australia.
In line with CDL’s
CSR initiatives towards youth development, we also support
scholarship programmes and student’s industrial attachment
from the polytechnics and universities. Through such initiatives,
we hope to inspire and nurture the younger generation to
join the industry.
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