Your human capital...are ready..for big competition and high performance for strong partnership?

Your human capital...are ready..for big competition and high performance for strong partnership?

People And Community

Human Capital

CapitaLand recognises the importance of managing and developing its staff. Its credo of "Building People to Build for People" means training its employees to achieve at an optimal level of performance, aligning their personal goals with the company and creating a positive work environment where everyone can contribute effectively. People are integral to the success of the company and CapitaLand has incorporated Key Performance Indicators (KPIs) to develop a talented, motivated and healthy workforce. This is CapitaLand's integrated human capital strategy.

Fair and Diverse Workplace

With a workforce of close to 11,000 employees worldwide, CapitaLand is committed to be a workplace of choice for its employees. CapitaLand firmly believes in the practice of fair employment and in Singapore, it has signed the Employers Pledge for Fair Employment Practices with The Tripartite Alliance for Fair Employment Practices (TAFEP)1. This also guides the thinking for CapitaLand's global operations.

In accordance with CapitaLand's policy on non-discrimination and fairness, it adheres to clear guidelines in the recruitment process. Recruitment advertisements placed in newspapers and recruiting websites do not indicate ethnic, age or gender preferences. In 2010, there were no reports of any incidence of discrimination.

CapitaLand identifies talent both internally and externally to build its talent pipeline for succession planning and bench strength. This ranges from undergraduates, fresh graduates to mid-career professionals to "silver-haired" industry veterans. As an international company, CapitaLand embraces diversity in various aspects including different cultures, nationalities and languages. CapitaLand believes that regardless of ethnicity, age or gender, employees can make a significant contribution based on their talent, expertise and experience.

Others* - This refers to the various nationalities ranging from India and Japan to countries such as Lithuania, Portugal and the United Kingdom.

CapitaLand makes a conscious effort to recruit people at different points in their careers to ensure depth and breadth in its talent pool. The majority of the CapitaLand global workforce is between the age of 30 and 50.

In a 2010 survey by executive search firm PeopleSearch and Boardroom Research, Gen Y respondents voted CapitaLand one of the companies they most desired to work for.

Recruiting "Silver Hairs"

CapitaLand has been recruiting experienced "silver haired" professionals, to benefit from their wisdom and varied experiences, and to support the younger leadership team. These senior officers, who have considerable specialised expertise and experience, further strengthen the management bandwidth and support the CEOs as they expand and develop the various businesses. They relieve the CEOs and their management staff to focus on their strategic business operations. In CapitaLand, these "silver hairs" oversee portfolios like security, training and corporate ethics.

Former assistant commissioner with the Singapore Police Force Mr Lim Soo Gee heads the Corporate Security and Investigation (CSI) division which is responsible for all matters relating to security and investigations in the CapitaLand Group. These include developing security and investigative programmes, policies and procedures, ensuring a high standard of security in the Group's properties, assessment and management of security risks, providing strategic interventions, maintaining liaison with the group's strategic partners, as well as sharing of security and safety and Investigative best practices with its employees. "I am a facilitator; I want to impart my knowledge to them." says Mr Lim Soo Gee.

Mr Lee Tiong Peng, Senior Vice President of the CapitaLand Institute of Management and Business, started his career as a teacher and went on to be a lecturer, training manager, human resource director and manpower consultant.

Former managing director of Eastgate Technology Mr Leow Siew Beng is Senior Vice President, Organisational Development in the Human Resources department. He mentors CapitaLand's top young talent, and spearheads its innovation, creativity and entrepreneurship programme.

These industry veterans are also tapped for their experience to form the CapitaLand Counseling & Advisory Panel (CAP) in early 2010, providing an additional avenue for employees to seek advice, guidance, coaching and counselling on any work or career-related matters.

CapitaLand's global workforce comprises an almost equal proportion of males and females. The company has female employees represented at the senior management in the Company with five of them holding top positions such as CEO and Deputy CEO within the Group2.

CapitaLand's vibrant, motivated and qualified work force has given the Group a competitive edge. Over 60% of its employees hold tertiary qualifications and above (this includes holders of diploma, and bachelor's and master's degree qualifications).

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1 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.
2 Ms Jennie Chua, Chief Corporate Officer, CapitaLand Limited; Ms Lynette Leong, CEO, CapitaCommercial Trust Management Limited; Ms Sharon Lim, CEO, CapitaMalls Malaysia REIT Management Sdn. Bhd; Ms Ang Siew Yan, Deputy CEO, CapitaLand Financial Limited; Ms Jesline Goh, Deputy CEO, CapitaMall Trust Management Ltd.

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http://www.capitaland.com/csr/sustainabilityreport/2010/human_capital.php

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