Our Competency Framework was reviewed in 2017 to raise our employees’ learning and development capacity, yielding a capable and more agile workforce. We also carry out annual training needs analyses to ensure there are adequate training interventions to level-up competencies and professional knowledge.

It is mandatory for all new employees to attend the CDL On-boarding Program, which aims to induct and integrate new hires into the organisational culture.

Training Hours and Investments

In 2019, CDL invested over $170,000 into training and development and its Corporate Office staff clocked over 16,000 training hours. 100% of CDL Corporate Office’s workforce was provided the opportunity to attend training. An average of four training days was achieved across the workforce.

CDL also supports our employees in receiving sustainability-related training through EHS training and awareness programmes that cultivate a “Safe and Green” corporate culture. They are encouraged to attend relevant external conferences and workshops to strengthen their sustainability knowledge and EHS management skills. Over 57% of employees received sustainability-related training in 2019.


* Training hours recorded in the whole financial year 2019

In November 2019, CDL organised the 6th Hong Leong and CDL Group Annual Sustainability Forum for the Group’s Board of Directors, as well as CDL’s Senior Management and Sustainability Committee members. Titled “Climate Change & SDGs: Challenges and Opportunities for Businesses”, the audience gained insights on climate change scenario planning, sustainability reporting, assurance, and green financing from sustainability experts of leading consultancy firms. Two representatives from the Group’s companies also presented their early experience in sustainability reporting.

Leadership Development and Succession Planning

Through the structured CDL Leadership Programme, we develop high-potential employees by sharpening their leadership and management skills to enable them to become more effective leaders.

Today’s employees have high expectations of personal development and career growth. To meet these demands, there is a need to put in place a well-designed job rotation programme to enhance employees’ competencies, as well as to increase job satisfaction through job variation. Structured talent deployment within CDL is part of HR planning, and it plays a major role in the following areas:

  1. a. Career Development

    By providing employees with either exposure to the various business operations, or by expanding their skills and knowledge, employees will be able to build both breadth and depth of experience and learning, hence maximising their potential and enabling them to be more well-rounded in their careers in CDL.

  2. b. Succession Planning

    Job rotation serves as an effective tool in developing the identified successors for various critical leadership positions. It provides them with a holistic view of CDL’s business, thereby ensuring that they are more prepared for impending leadership roles.

  3. c. Talent Retention

    Job rotation motivates employees as it broadens their skills set, adds diversity to their job roles, and rejuvenates their interest to keep learning through tackling different challenges.

Management Trainee Programme

As it is vital to develop a talent pipeline, the Management Trainee Programme was introduced in October 2016 to nurture young talents and ensure sustainability of leadership and management capacity in CDL.

The 18-month programme provides opportunities for young graduates to learn about the Group’s various departments and respective operations through a series of attachments to each department. This helps them to establish and build relationships between departments. The programme structure also allows Management Trainees to participate in additional special projects or overseas assignments to enhance their career development. Upon completion of the programme, individuals will be posted to one of the departments.

Education Sponsorships and Scholarships

CDL sponsors part-time courses relevant to the employee’s work, conducted locally by recognised institutions and universities. In 2019, we sponsored one employee for her Master’s degree and one employee for her Diploma.


CDL partners local tertiary education institutions to offer internship opportunities for students interested in the property industry. In 2019, there were 24 interns assigned to various departments in CDL.