Key areas of focus |
FY2012 Targets |
Performance against targets |
Build a
winning team |
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|
| • |
Expand the Management Associate Programme from six to
ten recipients
|
|
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 |
| • |
Enhanced Management Associates Programme (MAP) attracted nine Management
Associates who joined the Singapore business in August 2011 |
|
Attract and
nurture talent |
| |
| • |
Closure of 100% of identified critical skill gaps
|
| |
|
| • |
85% of People Managers attend at least one Leadership and
People Management (LPM) programme |
|
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|
| • |
Closed 89% of identified critical skill gaps |
| |
 |
| • |
Revamped Regional Leadership in Action (RLA) programme to increase exposure
to
larger group of emerging leaders with 27 participants - AIS (6), Airtel (3), Globe (5),
Telkomsel (2), Optus (2), Singtel (6) and NCS (3) |
| |
|
| • |
Further refinements made to Game for Global Growth (GGG) curriculum to enhance
collaboration and knowledge sharing across JVs. A total of 25 participants attended
the
programme: AIS (6), Airtel (3), Globe (5), Telkomsel (3), Optus (5), Singtel (2)
and NCS (1) |
| |
|
| • |
Leadership symposiums (attended by 72% of Emerging Leaders/Future Leaders
population), WOW talks and regular leadership bulletins |
| |
|
| • |
Piloted Learn-on-the-Go through laptops and handheld devices |
|
| Enhance employee well-being |
| |
|
| • |
Achieved employee awareness of health status and issues
through communication sessions such as talks, Wellness
Portal and annual health screening
|
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|
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|
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|
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|
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|
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|
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| • |
Achieve bizSAFE Enterprise Level 3 certification in 2011 |
|
| |
|
| • |
Organised a wide range of talks and workshops in aspects of mental health and
wellness through Singtel Learning Fiesta 2011, such as ‘How to Beat Burn Out’, teaching
participants to recognise the symptoms of burnout and employ effective and preventive
measures to help combat the problem |
| |
|
| • |
The Chronic Disease Programme saw an Improvement in lipid control (a drop from
6%
to 4% for “Poor Control” category in the FY2011 cohort) while the Diabetic control
among the FY2011 cohort remained the same during the period under review as the
monitoring period was less than one year |
| |
|
| • |
The utilisation rate for Employee Assistance Programme (EAP) declined from 0.2% to
0.16% in 2011 and visits to General Practitioner for stress-related illness decreased
from 3.2% in 2007 to 2.2% in 2011 |
| |
|
| • |
Employees are encouraged to take responsibility for their healthcare through the
‘Love
Life, Live Well’ initiative. About 800 employees participated in the annual health
screening at different on-site locations during October - November 2011 |
| |
|
| • |
Achieved |
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