Page 64 - ar2013

As part of career development,
employees are given opportunities
to rotate to different malls,
functions, cities or countries
within CMA’s portfolio.
Competitive Compensation
& Benefits
We offer all employees
comprehensive and competitive
remuneration packages. These
include short-term cash bonus and
long-term equity-based reward
plans such as restricted shares and
performance shares programmes.
Such equity-based reward plans
help to strengthen the link between
reward and performance, as well as
to retain talent.
All employees receive staff benefits
including a flexible benefits
plan and leave entitlements for
maternity, paternity and volunteer
reasons. We recognise that
employees have diverse needs,
and a flexible benefits plan enables
staff to complement their personal
medical and insurance needs with
those provided by the company.
Employees can thus customise
their benefits for themselves and
their families.
To ensure that we can continue
to attract and retain talent, we
regularly engage external human
resource consultants to benchmark
our compensation and benefits
packages against other peers
and industries in Singapore. We also
constantly seek innovations in our
compensation strategies for staff.
Developing Our People
In line with our belief that
continual learning is a
fundamental building block of
growth, we offer comprehensive
training and development
programmes for employees
to acquire relevant knowledge
and skills to achieve business
excellence.
In 2013, about 3.0% of our
annual payroll was allocated for
programmes relating to employee
learning and growth. We already
have in place training roadmaps and
a wide variety of courses, ranging
from project financing and real
estate to soft skill subjects such as
communications and presentation
skills. Staff have direct access
to a year-long training calendar,
which comprises a series of pre-
evaluated training courses, via our
in-house intranet. In addition, we
have established an online learning
platform which offers more than
200 programmes, to encourage
staff to learn continuously and
offer them more choices in terms
of courses.
In 2013, employees clocked an
average of 43 training hours per
employee, with 97.3% of staff
attending at least one training
event. We encourage employees to
upgrade themselves by attending
courses or obtain professional
qualifications relevant to their
work. Employees are granted paid
examination leave for their studies.
For full time staff, examination leave
is up to 10 days per calendar year.
Throughout the year, our employees
also participated in study visits
to overseas malls in Hong Kong,
India, Malaysia and South Korea
to network and gain insights
to interesting retail concepts
outside Singapore.
For members of the senior
management team with
proven track records and
leadership potential, we partner
with CapitaLand Institute of
Management and Business
(CLIMB) to provide leadership
As an externally managed real
estate investment trust, CMT has
no employees and is managed
by CapitaMall Trust Management
Limited (CMTML), which is
a wholly-owned subsidiary of
CapitaMalls Asia Limited (CMA).
CapitaLand Limited holds
65.36% interest in CMA as at
31 December 2013.
We believe in managing our
human capital in the most
effective and efficient manner.
We see infinite value in them and
recognise that it is their passion,
professionalism and commitment
that can contribute to the success
of our business.
Talent Management
We have a workforce of 548
people, comprising 20 employees
at CMTML level, those working
at CMT’s malls and the property
management team. We are well
poised to meet the challenges to
support our business expansion.
In strengthening our team, we
recruit talents at different transition
points in their career path,
from fresh graduates to young,
mid-career professionals and
industry veterans.
At the core of our development
programme is a systematic
programme for all new hires to
learn more about our business
operations, strategies, core values
and management philosophy.
All employees also undergo an
annual performance review where
employees can openly discuss their
performance and future aspirations
with their supervisors. They broach
topics such as possible career moves
and recommended training plans.
We believe in talent cross-fertilisation
and leverage on our regional Human
Resource function to build people.
People & Talent
Management
Clarity 62 CapitaMall Trust Annual Report 2013