CLIMB, the Group’s corporate learning institute, organises training programmes to promote professional and personal development among staff

CapitaLand is committed to harness the best talent,
develop capabilities, recognise performance, promote entrepreneurship and encourage employees to adopt a worklife balance.

Harnessing Global Talent
Human resource management is a cornerstone to CapitaLand’s strategy to move forward in today’s highly competitive and globalised world. A creative and innovative workforce helps the Group to achieve and grow, and maintain a competitive edge. Towards this end, CapitaLand is committed to harness the best talent, develop capabilities, recognise performance, promote entrepreneurship and encourage employees to adopt a work-life balance. To nurture its talent pool, CapitaLand frequently sponsors its employees on self-improvement courses to expand their range of competencies. Employees are also given opportunities to share with, and learn from, their colleagues by participating in the in-house CapitaLand Management Programme (CMP). The two-day programme, where individuals get together for sharing sessions on corporate experiences, management philosophy as well as CapitaLand’s core values, is an ideal platform for colleagues across the various business units to bond. The Group rolled
out the Advanced CMP, which is targeted at senior management, in 2006. Unlike the CMP, participants of the Advanced CMP meet to exchange their views on issues with a focus on strategy, vision and leadership.

Senior management with leadership potential are also given the opportunity to attend executive development programmes at renowned institutions to sharpen their management, leadership and business skills. In addition, offsite management retreats are held biannually for management to discuss strategic and business issues in a relaxed setting.

In its ongoing effort to nurture young talents, the Group started the Graduate Development Programme in 2005. The programme prepares high-potential young graduates for future leadership positions through a series of attachments, in Singapore and abroad, to get a grasp of the operations of the business units. Besides local tertiary scholarships for promising young talents, there is a comprehensive internship programme for interested students to take up a short stint with the company. All these programmes are implemented with the intention to start CapitaLand’s talent development early.

In 2006, the Group rationalised its maternity leave policy to adopt a Group-wide policy, for Singaporeans and non-Singaporeans alike, and introduced a total-wellness programme to help staff better manage their health and to promote a quality lifestyle.

Group President and CEO Mr Liew Mun Leong continues with his firm commitment to reach out to staff by conducting quarterly employee communication sessions. During these staff communication sessions, he not only disseminates the company results and articulates key business strategic thrusts, but also answers a range of questions posed by the staff. He frequently meets with employees from the business units in one-to-one sessions or in small groups. He also communicates with them through regular emails.

The Group is also replacing the Share Option Plan with Performance-based Restricted Stock Plan, effective in 2007. This is a continued effort to better align employee and shareholder interest and to reward employees for delivering value to shareholders. Making staff shareholders forms part of the overall remuneration package to attract, motivate and retain talent.

CapitaLand Institute of Management and Business
One important initiative started by CapitaLand in July 2006 is the CapitaLand Institute of Management and Business (CLIMB), an internal corporate learning institute established for CapitaLand employees to promote continuous professional and personal development. CLIMB will support the Group’s talent development to realise its vision of being a world-class entrepreneurial, prosperous and lasting real estate company, one that is led by people with core values respected by the business and social community. CLIMB aims to instill in all employees CapitaLand’s core values so as to forge a unifying culture and direction; help employees
excel by equipping them with the right knowledge, skills and attitudes so as to make distinguished contributions to our businesses and the community; and develop business leaders to shape the future.

The curriculum at CLIMB comprises three levels. The base level, CapitaLand Values, serves to imbue employees with the core values, mission and vision of CapitaLand. Some of the programmes conducted include orientation camps.

The second level, CapitaLand Business, equips employees with an understanding of
the real estate industry and the businesses of CapitaLand, including programmes such as Green 101 and ICE Camp. The former creates an awareness of the whys and hows of
becoming more environment-friendly and the latter encourages a culture of innovation,
creativity and entrepreneurship.

The third level, Core Competencies, refers to the critical workplace competencies expected
from all employees at CapitaLand. A total of 16 programmes to develop competencies on communication, thinking, building winning teams, conducting performance appraisal,
etc were conducted.

Looking ahead, CLIMB plans to design and conduct flagship programmes for employees
by collaborating with renowned institutions. To create a conducive learning environment, a learning facility complete with a resource library and rooms for seminars and learning activities will be set up.