Copyright © 2013 Singtel (CRN: 199201624D). All Rights Reserved 6.2 ATTRACT AND NURTURE TALENT Attracting Talent Singtel identifies potential employees at two levels: experienced professionals already working in the industry and emerging young talent. For the latter we focus on collaborations with local and international tertiary institutions, social media platforms and career fairs to promote working for our company.   In FY2013, we had the largest single intake, hiring 10 top graduates into our Singtel Management Associate Programme. The programme is in its 5th year and only those with a range of attributes, including outstanding academic results and leadership potential, are accepted. The programme offers accelerated learning and development opportunities such as crossfunctional rotation, active participation in projects and direct interaction with senior management.   Singtel continues to offer full scholarships and book prizes to promising young undergraduates under the Singtel Group Undergraduate Scholarship programme which was first introduced in 2009. They are given mentoring and internship opportunities at the Singtel Group of companies locally and overseas (see Chapter 8 on Community). Singtel also operates strategic internship programmes which offer valuable working experience in the industry and allow participants to see first-hand how we work.   New hires by age group in Singapore FY2013 New hires by gender in Singapore FY2013       Developing Talent Ranging from online ‘bite-size’ courses to full-time master’s degrees at leading universities, our extensive learning and development programmes are designed to cover the needs of our diverse group of people in Singtel. We view continuous learning and development as an important component in our efforts to attract and retain high quality people.   As part of our learning and development planning, we identified a set of core skills that our people need, such as project management, mobile and IP networking, and cloud computing. Closing the skills gap was one of our targets for FY2013, and during the year we moved from 89% to 100% attainment of critical skills. These developments were achieved by adopting a holistic approach to learning and development based on education, experience and relationships, tailored to suit the needs of different staff segments.   In FY2013 our training investment totalled S$11.7 million and our people completed an average of 31.6 training hours.     Average training hours per Singtel employee FY2010 to FY2013 Training Investment by Singtel (S$m) FY2010 to FY2013       Career development We encourage our people to take an active role in managing their careers. We provide them with toolkits, online career development portals, talks and workshops. The annual performance management cycle is undertaken by all employees and integrated into individual targets for development in the coming year based on personal, team and organisational goals.   The annual three-day Singtel Learning Fiesta (SLF) was held again in FY2013. The event offered our people in Singapore a wide range of informative sessions including interesting talks and workshops with the aim to raise awareness and knowledge.   SLF continued to offer both electronic and mobile learning, or Learn-On-The- Go. This allowed us to increase training places from 6,544 in FY2012 to 7,598 in FY2013. The event has seen increasing support over the last few years with participation rates improving to 84% take-up of training places and received good or excellent ratings from 94% of the participants.   Talent retention Throughout an employee’s career with Singtel, we invest time and resources in them. Our aim is to keep high performing talent working at Singtel. Employee retention rates are closely monitored and we work hard to develop strategies to understand how we can match the personal and career aspirations of our employees with the needs of the company. The turnover rate in FY2013 was slightly lower for both men and women compared to the previous year at 15.6% (16.7% in FY2012) and 15.1% (16.6% in FY2012) respectively.   Grooming Leaders The Regional Leadership in Action (RLA) programme has been developed to prepare emerging high-potential leaders to lead and manage business operations in a multinational context. Judged by members of Singtel’s senior management team, RLA challenges cross-entity teams to tackle demanding business assignments. Since its inception in FY2007, more than 200 participants across the Singtel Group have gone through the RLA, with 35 in FY2013.   Employee turnover by gender in Singapore FY2011 to FY2013 Employee turnover rate by age group in Singapore FY2011 to FY2013