HUMAN CAPITAL

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.

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.