PEOPLE
The Regional Leadership in Action and Game for Global Growth programmes also continue to stretch and grow our future leaders across the Singtel Group of companies. 117 of our emerging and future leaders attended these two programmes in FY2015. These programmes help to raise participants’ knowledge of the industry, impart leadership skills and better equip them to meet challenges in their present and future roles. Both programmes promote learning through interactive workshops, lectures and action learning projects.
Recognising that each of our talent’s development needs is different, we have extended one-on-one career and leadership coaching to all levels of our talent pool through a team of internal and external coaches across Singapore and Australia.
Recognising and Rewarding Performance
Our rewards and recognition framework aims to retain, motivate and align the talent needed to grow and sustain our Group as a global multimedia and ICT solutions leader.
We regularly review our remuneration policies to ensure competitiveness and alignment with the marketplace and our internal reward strategies. Our competitive remuneration packages include a basic pay structure based on job roles and functions along with performance-based incentives. We also recognise and reward according to individual and team performance, and their embodiment of our core values. Our compensation model also builds in more value for risk-taking, innovation and entrepreneurial spirit.
We provide an annual performance and career development review for all our employees across the different levels in the organisation.LA11
ENGAGING OUR PEOPLE
We have been measuring staff engagement since 1998. The Singtel Group Your Voice Survey 2014 had 91% participation rate with a Group engagement score of 76, a 1% increase from a year ago. Full Advocates increased 1% to 68% – people who will recommend Singtel as a place to work and recommend our products and services. CSR continues to be among the top engagement drivers for our people, with a score of 83 at the Group level (Singtel 86, Optus 81).
We introduced an additional Empower to Engage (E2E) section this year to encourage employees to play a more active role in their own engagement. E2E helps employees identify what is most important to them at the workplace. In March 2015, we provided a personalised report to them suggesting ways on how they can improve their engagement with the organisation.
Positive Trade Union Relationships
G4-11We have about 5,900 bargainable employees in Singapore and about 4,400 in Australia who are covered by the Employee Partnership Agreement. The Union of Telecoms Employees of Singapore (UTES) is a valued partner in matters related to these employees. We are in regular discussions with the union and we make efforts to engage them immediately in case of any major organisational change.
In January 2015, we signed a Memorandum of Understanding with UTES to extend union representation to our entry level professional and executive employees.