TRAINING AND DEVELOPMENT
Competency requirements vary across functions and businesses within the Group. Each of our subsidiaries has developed their own competency framework tailored for their specific training and development needs. Across the Group, our competency development programmes focus on equipping our employees with leadership skills and functional competencies that are specific to their roles, in areas such as problem solving, data analytics, cybersecurity and project management. The functional competencies within the Company’s Competency Framework were reviewed in 2023. This ensures a current reflection of our business needs and raises our employees’ learning and development capacity, yielding a more capable and agile workforce.
All new hires across the Group must attend their respective organisation’s Onboarding Programme, which aims to induct and integrate them into the respective organisational cultures.
Employee Training on Compliance
Annually, all full- and part-time employees of the Company are required to complete a compulsory online declaration to acknowledge that they are aware of, have read, and are in compliance with the Company’s corporate policies and guidelines before the start of the calendar year. Awareness bulletins are published on the Company’s intranet for a quick refresher anytime on key elements of the Company’s stance against corruption. Fraud risk awareness training and assessments covering topics such as bribery and conflicts of interest were also conducted for selected front-line business units within the Company.
As part of their orientation programme, new hires across the Group are required to learn about their respective Code of Business Conduct and Ethics and/or other related corporate policies and procedures including Anti-Corruption, Fraud, Competition, and Whistleblowing. The Company’s new hires are also required to complete a self-paced, interactive e-learning module (also accessible for all employees as well) that provides information and guidance to recognise, address, resolve, avoid and prevent instances of corruption.
In 2024, 100% of the Company’s new hires were educated with anti-corruption knowledge.
Training Hours and Investments
Talent development is key in retaining and attracting top talents and developing a skilled workforce. In 2024, the Group invested over S$1.4 million into training and development for our employees, with over 148,300 training hours and an average of almost three training days per staff.
To build up human capital, the Company launched several company-wide training programmes. In 2024, the Company conducted over 15 workshops covering topics relating to communication and collaboration, sustainability, occupational health and safety, mental wellness, personal effectiveness, innovation and leadership.
Leadership Development and Succession Planning
Leadership development programmes are important to enhance leadership skills and capabilities amongst our talents. By investing in leadership development, the Group aims to cultivate a pool of competent leaders who can achieve strategic business objectives, inspire others, navigate complex challenges and drive innovation.
1 | Data does not include M&C (United States) |
The CDL Leadership Programme facilitates the development of future leaders by sharpening their leadership and management skills and enables them to become more effective leaders.
To help our staff achieve both personal and career development, the Company implements a well-designed job rotation programme to enhance employees’ competencies, as well as to increase job satisfaction. Structured talent deployment within the Group is part of our human resource planning, and it plays a major role in the following areas:
• Career Development
Providing employees with exposure to the various business operations or by expanding their skills and knowledge, employees can build both breadth and depth of experience and learning.
• Talent Retention
Developing a robust talent pool is crucial to strengthening CDL’s position as a leading property developer. Leadership and functional training programmes are organised annually to broaden skill sets, enhance engagement and ensure a productive talent pool.
Competency Development Programme
Under the Company’s competency development programme, we ensure our workforce is future-ready to navigate the complex business landscape in the next three to five years. Our employees’ development is supported via mandatory programmes including relevant courses that deliver competencies to the various employee groups through Catalyst 1, 2 and 3 delivery pathways (Catalyst 1 refers to junior employees, i.e., employee groups of seniority up to Executives, Catalyst 2 for middle management i.e., Managers to Assistant Vice Presidents, and Catalyst 3 for senior management i.e., Vice Presidents and above).
The programme is complemented by functional competencies which are department- and employee-driven. Functional competencies refer to the skills required by the employee to perform the role. Each role is tagged with a specific skillset. The supervisor assesses the employee’s proficiency level of the employee, and the assessment underscores the competencies gap of the employee, encouraging employee-driven learning to stay relevant and abreast of their required functional competencies.
Through the competency development programme, the Company ensures that our employees remain competent and up to date with knowledge and skillsets in the changing business world to meet CDL Group’s future needs. In 2024, 100% of the Company’s employees completed the Competency Development Programme.
Programme Name and Information | |||||
Management Trainee | Education Sponsorship / Scholarship | Leadership Development Programmes | Career Conversion Programmes | Internships | |
CDL | The 18-month Management Trainee Programme provides opportunities for promising young talents to learn about the Company’s various departments and operations, through a series of rotations at departments, with the potential for further leadership roles in the organisation.
This allows trainees to acquire a broad range of skills and knowledge, equipping them to handle diverse responsibilities within the organisation. As a result, the program helps develop a skilled workforce capable of supporting the company’s strategic objectives. |
CDL sponsors part-time courses relevant to the employee’s work, conducted locally by recognised institutions and universities.
Sponsorships are based on relevant competencies related to the organisation’s business focus. Through this, the organisation can ensure a skilled workforce capable of executing strategic initiatives effectively. In 2024, CDL sponsored two employees for an Association of Chartered Certified Accountants (ACCA) qualification, a Master of Science (Real Estate) Programme, and one employee from our subsidiaries for a Finance & Marketing degree. CDL is a Sponsoring Organisation for the Singapore Industry Scholarship (SgIS), a national initiative by the Ministry of Education (MOE). The SgIS is an undergraduate scholarship targeting young Singaporean talent who are keen to contribute to leading organisations in Singapore’s strategic sectors. CDL and MOE jointly offers scholarships to undergraduates with keen interest to contribute to the Built Environment industry post graduation. In 2024, we offered one undergraduate a scholarship under the SgIS. |
Leadership development programmes are aimed to enhance leadership skills and capabilities. They provide the future talents with the knowledge, tools, and experiences necessary to become effective leaders.
Investing in leadership development, the organisation aim to cultivate a pool of competent leaders who can drive the achievement of strategic objectives, able to inspire others, navigate complex challenges, and drive innovation These programmes are seen as strategic investments that shape the future of the organisation. Examples of Leadership Programmes at CDL include: (1) Growing as a Leader, (2) First Line Managers Programme, and (3) Leadership Development Centre |
The Company has a partnership programme with Workforce Singapore to upskill our staff.
This helps the staff to stay relevant as the industry evolves. |
CDL partners with Insitutes of Higher Learning (IHL) to offer internships to students.
CDL has signed a Memorandum of Understanding (MOU) with Temasek Poly School of Business to offer one-year long internship to students keen in the area of Sustainability and Innovation. We also partner the NUS Overseas College, under the NUS Discoverer programme, aimed to nurture young leaders dedicated to making a positive societal impact through impact-focused internships. |
CBM Pte Ltd | CBM Pte Ltd offers a 4-year management trainee programme that provides opportunities for promising young graduates to gain exposure to the business of facility management and real estate services, through a series of job rotations within the division.
This programme is also designed to develop and mould them to become a future leader of CBM Pte Ltd. |
CBM recognises the aspiration of individuals to pursue further education such as diplomas and other higher qualifications, under its Work-Study Sponsorship Programme Policy. This offers employees higher job satisfaction, higher income, better employment benefits and more advancement opportunities.
CBM Pte Ltd will support such aspirations with work-study sponsorships to deserving staff to achieve their full potential through academic courses conducted by local tertiary institutions or equivalent. |
CBM has a Talent Management Plan, which involves identifying key talents within its organisation, developing their skills and abilities, and ensuring they are placed in positions where they can contribute effectively.
By providing opportunities for employees with outstanding performance to further develop their skills and competencies, the organization can better position itself for future success and growth. |
CBM has partnerships with Workforce Singapore, E2i and Real Estate and Construction Academy (RECA) to upskill its employees. This will help our employees to stay relevant and enhance productivity as the industry evolves. | CBM has local Internships with MINDS and APSN, as well as Institutes of Technical Education (ITE), polytechnics and universities. |
M&C | M&C Singapore offers a 2.5-year Work-Study Diploma Programme. | M&C provides opportunities for employees to upgrade skills and knowledge through training programmes, which are conducted by internal and external trainers.
Sponsorships are based on relevant competencies related to the organisation’s business focus. Through this, the organisation can ensure a skilled workforce capable of executing strategic initiatives effectively. |
M&C provides leadership development programmes for supervisory level employees and above, aimed to enhance their leadership skills and capabilities by providing the knowledge, tools and experiences necessary to become effective leaders.
These leadership development programmes aim to cultivate a pool of competent leaders who can drive the achievement of strategic objectives, inspire others, navigate complex challenges and drive innovation. |
M&C Singapore has a partnership programme with Singapore Hotel Association to help its staff to stay relevant as the industry evolves. | M&C Singapore collaborates with many local institutions such as ITEs, Polytechnics and universities to offer internship programmes for students interested in the hospitality industry. |