TRAINING AND DEVELOPMENT

The functional competencies within the Competency Framework was recently reviewed in 2020. This is to ensure that functional competencies are kept reflective to the current business needs so as to raise our employees’ learning and development capacity, yielding a capable and more agile workforce. We also carry out an annual training needs analysis to ensure there are adequate training interventions to level-up competencies and professional knowledge.

All new employees must attend the CDL Onboarding Programme, which aims to induct and integrate new hires into the organisational culture.

Training Hours and Investments

CDL invested over $450,000 into training and development for our Corporate Office staff; more than 2.5 times the amount invested in 2019 and over 16,800 training hours were clocked. Training sessions were offered to 100% of CDL Corporate Office workforce, and an average of 5.8 training days per staff was achieved.

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 75% of employees received sustainability-related training in 2020.

EMPLOYEES TRAINING HOURS

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 allows them to provide 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 the sustainability of leadership and management capacity in CDL.

The 18-month programme provides opportunities for young graduates to learn about CDL’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 2020, we sponsored two employees for a Master’s degree, one employee for a Post-Graduate Diploma and two employees for a Specialist Diploma.

Internships

CDL partners with local tertiary education institutions to offer internship opportunities for students interested in the property industry. In 2020, there were 18 interns assigned to various departments in CDL.