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.
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
100% of the Company’s full-time and part-time employees complete annual refresher trainings for the following areas: CDL Data Privacy and Protection, CDL Code of Business Conduct and Ethics, CDL Anti-Bribery and Anti-Corruption^, CDL Anti Money Laundering, Counter Financing of Terrorism and Counter Proliferation Financing.
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. Similarly, any new directors joining the Company are also informed on these policies through induction materials shared with them. The Company’s new hires are also required to complete a self-paced, interactive e-learning module (also accessible for all employees) that provides information and guidance to recognise, address, resolve, avoid and prevent instances of corruption. In 2025, 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 2025, the Group invested into training and development for our employees, with over 188,000 training hours and an average of almost four training days per staff.
To build up human capital, the Company launched several company-wide training programmes. In 2025, the Company conducted over 12 workshops covering topics relating to communication and collaboration, sustainability, occupational health and safety, generative artificial intelligence, cybersecurity, mental wellness, personal effectiveness, and leadership.
| 1 | Data does not include M&C (United States) |
Leadership Development and Succession Planning
Leadership development programmes are important to enhance leadership skills and capabilities amongst our talents. The CDL Leadership Programme facilitates the development of future leaders by sharpening their leadership and management skills and enabling them to become more effective leaders.
To help our staff achieve both personal and career development, the Company also implements a well-designed job rotation programme to enhance employees’ competencies and increase job satisfaction. Structured talent deployment within the Group plays a role in the following areas:
- Career Development
Providing employees with exposure to the various business operations. 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 that 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. The programme is complemented by functional competencies which are department-and employee-driven. The supervisor assesses the 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. In 2025, 100% of the Company’s employees completed the Competency Development Programme.
| Programme Name and Information | |||||
| Management Trainee | Education Sponsorship | Leadership Development Programmes | Career Conversion Programme | Internships | |
| CDL |
Our 12-month Management Trainee Programme is a structured early career pathway for fresh and recent university graduates with up to two years of working experience. The programme offers exposure to the business and prepares participants for future leadership roles in a dynamic environment. 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 2025, two employees are in the pipeline sponsorships: CDL is a Sponsoring Organisation for Singapore Industry Scholarship – a national initiative by 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 & MOE jointly offer scholarship to undergraduates with keen interest to contribute to the Built Environment industry post graduation. In 2025, we offered 1 undergraduate. |
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. In 2025, we engaged 99% of our people leaders. Examples of Leadership Programs: |
CDL partners with Institutes of Higher Learning (IHL) e.g., Polytechnic and University 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. – CDL partners NUS Overseas College, they run the NUS Discoverer program, aimed to nurture young leaders dedicated to making a positive societal impact through impact-focused internships. |
|
| CBM |
The 4 years programme provides opportunities for young promising 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. |
CBM recognizes the aspiration of individuals to pursue further education i.e. diploma and above under COMPANY WORK-STUDY SPONSORSHIP PROGRAMME POLICY, for higher job satisfaction, resulting from higher income, better employment benefits and more advancement opportunities. CBM 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 an organization, 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. |
Partnership with Singapore government agency – Workforce Singapore, E2i and Real Estate & Construction Academy (RECA) to upskill our employees. This will help our employees to stay relevant and enhance productivity as the industry evolves. |
– Local Internships with the following Institute: MINDS, APSN, ITE, Polytechnic and University – Overseas Foreign Trainee |
| M&C |
M&C Singapore offers a 2.5-year Work-Study Diploma Programme. |
MCIL 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. |
Leadership development programmes are targeted for Supervisor level and above, this program aimed to enhance leadership skills and capabilities. They provide with the knowledge, tools, and experiences necessary to become effective leaders. Investing in leadership development, the program 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. |
Partnership programme with Singapore Hotel Association. This helps the staff to stay relevant as the industry evolves. |
M&C Collaborates with many schools (Uni, Poly, ITEs) to offer internship programs that induces the students into the working life in the hospitality industry. |
Management Trainee Programme
The Group aims to provide opportunities for promising young talents to develop into future leaders of the organisation through various management trainee programmes, where possible. These programmes offer young talents the opportunity to gain exposure to various departments and operations through a series of rotations.
Education Sponsorships and Scholarships
The Group sponsors part-time courses relevant to the employee’s work, conducted locally by recognised institutions and universities, where possible. In 2025, 38 employees across the Group were sponsored.
Internships and Mentorships
The Group partners with local tertiary education institutions to offer internship opportunities, where possible. In 2025, 29 employees across the Group participated in mentorship programmes.
For more information about the Group’s various leadership development and succession planning efforts detailed above, please visit the CDL Sustainability’s “Training and Development” webpage.
Reinforcing The Green Culture And Enhancing Green Skills Amongst Employees
The global transition towards a greener economy neccessitates the “greenification” of job roles. Therefore, our human resources and training frameworks are continuously refined to reflect this need, enhancing our employees’ competencies in areas critical to the Company’s sustainability agenda. This includes a comprehensive focus on sustainability reporting, stakeholder engagement, and green project execution, amongst others. We have made strides to embed green skills across various business functions to reflect our holistic approach to integrating sustainability across all departments. By establishing robust talent pipelines and collaborating with Workforce Singapore, the Company also drives career conversion programmes tailored for sustainability professionals. These initiatives are designed to equip our employees with the knowledge and tools they need to excel in a green economy, ensuring that the Company remains a leader in sustainability and the real estate industry.