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We value our employees as they contribute to the continued and sustained growth of CDL. We are committed to being an employer of choice through our three-pronged approach – developing, engaging and caring for employees.

Developing Our Employees
People development is essential to the success of the organisation. CDL conducts annual training needs analysis (at individual and corporate levels) to determine the types of training interventions that can be implemented to address learning gaps. Taking into account CDL’s strategic directives, a Company-wide learning plan is implemented to ensure that all staff are equipped with skill sets that will align them to the Company’s objectives. Our staff are encouraged to be proactive in upgrading their knowledge and skill sets and their supervisors foster an environment that promotes continual learning. In 2011, there was a 10.5% increase in the average annual training hours clocked by each staff as compared to the previous year.

Apart from training, CDL also encourages employees to move laterally across various departments to gain exposure and better understanding of the different operational functions. This offers new opportunities for professional growth and career development. The cross-pollination of knowledge and expertise creates innovation and productivity gains for CDL, especially where there are synergies in the job transfers.

In developing and attracting young talents, CDL offers undergraduate scholarships to those who excel in their academic studies and are keen to pursue a career with us after graduation. To date, CDL has offered seven local undergraduate scholarships. Furthermore, CDL also provides internship opportunities to students who wish to find out more about the property industry. By giving meaningful holiday assignments to interns, CDL reaches out to young talents and showcases itself as a potential employer, thereby enlarging its pool of prospective recruits. In 2011, CDL offered 19 internship opportunities to promising young talents.

Engaging Our Employees
CDL places high emphasis on engaging our employees, ensuring that they remain satisfied, committed and motivated. Employee Engagement Surveys are conducted annually to acquire insights into areas of potential employee-related concerns in order to proactively address them so as to improve employee engagement and effectiveness. Head of Departments are required to play a positive role in engaging their employees and develop concrete post-employee survey action plans to address existing gaps.

CDL’s success in employee engagement is evident from the length of their service. More than 50% of our employees have been with CDL for more than 5 years.

CDL’s management also believes in maintaining regular communication channels with employees. Through Townhall meetings, dialogue sessions with senior management, and internal platforms such as “eVoiceBox” (an electronic suggestion portal for employees to provide feedback), employees’ views are always heard.

Caring For Our Employees

The emotional and physical well-being of employees are essential in our efforts towards performance excellence. By providing a healthy work-life culture, CDL employees can better integrate their personal and professional commitments. Flexi-work hours arrangements allow employees to manage their family time more effectively. In 2011, a 1-month “Parenting Campaign” was held, with a series of activities such as lunch-time parenting talks and the “Little Ones @ Work” Programme, allowing employees to bring their children to the office for a better appreciation of their workplace.

In line with CDL’s commitment to Corporate Social Responsibility (CSR), CDL encourages and provides opportunities for employees to participate in community service programmes during their official work hours through our employee volunteer platform, City Sunshine Club.

CDL regularly conducts a series of programmes to promote employees’ health and well-being. In addition to the complimentary annual health screenings, fresh fruits are given to all employees on monthly Fruit Days to remind them about maintaining a balanced diet.

CDL also cares for our “silver employees” who are nearing retirement. Since 2005, CDL has been extending employment at full pay to employees who have reached retirement age and are still able to contribute meaningfully to CDL. In fact, we formalised our re-employment policy with effect from 1 July 2011, six months ahead of government legislation.

In recognition of CDL’s sustained efforts in caring for employees, in August 2011, the Singapore Human Resource Institute (SHRI) conferred CDL with two awards – “Leading HR Practices in CSR Award” and “Leading HR Practices in Quality Work-Life, Physical & Mental Well-Being Award”.