| Maintaining positive trade union relationships |
We actively involve the Union of Telecoms Employees of Singapore (UTES) in all matters concerning our employees. In FY2012,
Singtel and UTES successfully concluded the Collective Agreement 2012, which took effect from 1 January 2012 and will be
valid for 3 years ending 31 December 2014. There are more than 4,100 bargainable employees at Singtel and NCS, or 31% of
total workforce.
In the event of an organisational change, we make every effort to engage UTES as early as possible and inform all affected staff
in advance, usually exceeding the one-month notice as provided in the Collective Agreement. |
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| The ‘Espresso’ staff portal |
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Our digital innovations are not
meant only for customers! In
November 2011 we launched Singtel
ESPRESSO, an enterprise social
networking site for our people in
Singapore. |
The aim of ESPRESSO is to use the latest social networking
technologies to create an internal environment to engage employees
through active communication. We hope to encourage and cultivate
innovation, as well as promote ideas generation and sharing with
colleagues across functional boundaries.
ESPRESSO is a little like Facebook@Work where colleagues can
post their status updates, upload blogs and pictures, and ‘Like’ one
another’s postings for example. Senior leaders blog about the latest
trends that may create excitement and opportunities for Singtel and
engage employees on the latest issues affecting the company
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Our people can interact directly by leaving comments on the blogs
to promote dialogues and responses. They can also form support
networks and share with others on various topics such as innovation
and ideas, exercise and sports, and CSR and recreation.
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Driving and rewarding performance |
Singtel rewards and recognises individual and team performances,
as well as their embodiment of our core organisational values. By engaging with our employees, we ensure that they understand where
the company is heading and the role they play in helping to achieve
these goals.
Our remuneration policies are regularly reviewed to ensure
competitiveness and alignment with the marketplace as well as our
internal reward strategies. We believe we provide very competitive
remuneration. The basic pay structure is based on the job role and
function hence our female and male employees on average receive
equivalent basic pay. With performance-based incentives designed
to motivate and promote continued performance and excellence, our
employees can be further rewarded based on their own and their
team’s success.
Breakthrough business performance and exemplary people
management practices are recognised through prestigious internal
awards such as the Singtel Excellence Award and the People
Excellence Award. |
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