As SembCorp Industries continues to sharpen its focus on
innovation and growth, the skills and performance potential of our employees
are becoming more important than ever before.
We are adapting our human resources policies and practices to meet the
evolving needs of our markets, and preparing our employees for cutting
edge technologies and greater international cooperation.
Talent management is part of our people development programme. The goal
of our talent management programme is two-pronged: to optimise the deployment
of our staff and to nurture our employees’ abilities for the benefit
of the enterprise as a whole.
Through regular reviews of our human capital requirements in both Singapore
and in operations throughout the world, we ensure that our businesses
are equipped with a competent workforce to pursue their set objectives.
To this end, we actively source, recruit, develop and deploy talents both
in Singapore and globally.
We also seek to provide staff with opportunities to expand their operational
expertise and hone their inter-cultural skills, thereby enriching their
As such, we have continued to facilitate inter-business placements of
executives within the Group, and encouraged greater interaction between
our staff. For example, in 2004 SembCorp Engineers and Constructors, initiated
an attachment program to allow Singapore-based staff to work in the UK
to develop their expertise and experience in process architecture and
in specialised engineering for the pharmaceutical and biotechnology industries
– the first employee completed this program during the year. Similarly,
SembCorp Utilities runs an exchange program, under which two Singapore-based
staff were attached to its Teesside, UK, operations in 2004. In turn,
two staff from SembCorp Utilities UK will be attached to SembCorp Utilities’
Singapore offices in 2005.
While we strive to nurture the skills and potential of our staff, we are
also actively preparing them to meet the evolving needs of markets, as
well as the demands of new technology. One area of focus is in leadership
development. Our staff are given opportunities to attend training programmes
such as the Leaders! Programme and the ST China Management Programme,
which are organised by Temasek Management Services in conjunction with
leading academic institutions such as INSEAD and Beijing’s Tsinghua
University. Our staff are also offered prospects to travel overseas to
learn and network with top business leaders, enabling them to gain valuable
insights into the challenges and issues facing international businesses.
To further grow our leadership pipeline, we sponsored four new scholarships
in 2004 for undergraduate studies. The Group also sponsors existing staff
for post-graduate studies. During the year, two staff returned to their
operation units after completing their post-graduate studies.
In addition, we strive to enable non-executive staff to benefit from training
programs. One example is SembCorp Environmental Management’s training
program for frontline workers, which implements experiential and activity-based
programmes to prepare staff with lower qualifications to embark on higher
levels of work.
In recognition of our continuous commitment to develop our human capital,
SembCorp Industries and all our core business units have been bestowed
the People Developer award. This award is Singapore’s quality standard
for human resource development that is given to organisations deemed to
bring out the best in people for better business results. Providing a conducive work environment
We believe in continually improving the working environment for our employees.
In 2004, we supported the Government’s call to introduce Childcare
Leave, to help foster a more pro-family environment at work. At SembCorp
Industries, our staff also benefitted from company-sponsored annual health
screenings and vaccinations. In conjunction with the national-wide Family
Week 2004, SembCorp Industries organised a Family-Work-Life talk –
where, our staff were apprised about different personality types, and
how they can better manage their relationships within the families.
Meanwhile, our business units have also put in place a host of initiatives
aimed at fostering employee well-being and staff togetherness. Examples
include Family Day activities such as a carnival organised by SembCorp
Environmental Management and a visit to the Escape Theme Park initiated
by SembCorp Utilities, as well as vacations such as a weekend trip to
Kuala Lumpur arranged by SembCorp Engineers and Constructors for its staff
and their families and friends. Employee Share Options
We continue to reward employees who have contributed to the growth of
SembCorp Industries by giving them an opportunity to have a personal equity
interest in the company. Share options are granted to all eligible staff,
excluding employees of subsidiaries with share option plans of their own.
We believe that through this scheme, a sense of ownership and identification
with the company can be fostered.
In 2004, share options were offered in two tranches.
Share options offered
in May 2004
Share options offered
in November 2004
As of December 31, 2004, we employed 11,619 permanent
staff and another 5,515 contract staff, who were based in 11 countries
around the world.