![Human Resources](images/title_hr.gif)
EMPLOYEE PROFILE
As of December 31, 2002, our permanent headcount stood at 10,815 and
contract staff was 4,31611.
The employee profile shown here reflects the characteristics of our
permanent staff.
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1
This number excludes indirect contract employees
2 These statistics relate to permanent employees in Singapore only
TALENT MANAGEMENT
At SembCorp Industries we want to attract, develop and motivate
the best people. People are critical to our success, and we believe
that empowered and committed people help us to create a competitive
advantage that is irreplaceable.
We believe in being involved in the career development of our employees,
and have continued to provide our employees with opportunities for
continual training and life-long learning. In 2002, we allocated
some 3.6 per cent of our total payroll cost to learning, while each
employee received 32.5 learning hours during the year on the average.
With an emphasis on identifying talent and developing it to the
fullest, our goal is to create an employment relationship that will
inspire the best talents to join and stay with us. We also aim to
have a strong succession plan in place, and have invested in a systematic
and integrated approach to talent management.
In 2002, we continued to be certified as one of Singapores
People Developer companies. People Developer is Singapores
quality standard for human resource development which recognises
organisations that bring out the best in people for better business
results. The People Developer Standard offers a systematic process
to review people practices, develop staff and improve training effectiveness.
With an eye to achieving business objectives, people development
activities are integrated into eight systems Learning Needs
Analysis, Career Development, Resource Allocation, Communication,
Induction, Monitoring, Evaluation and Improvement.
In 2002, we also added three new scholarships to our SembCorp Scholarship
Programme. First launched in 1998, we have awarded a total of 58
scholarships to date. Through this programme, we aim to ensure that
we will have fresh talent at the management level and develop the
next generation of executives.
EMPLOYEE SHARE OPTIONS
We continue to reward employees who have contributed to the growth
of SembCorp Industries by giving them the opportunity to have a
personal equity interest in the company. Apart from rewarding our
employees, we believe that employee stock options are helpful in
aligning employees interests with those of our shareholders
and instilling a sense of loyalty and identification with the goals
of the Group.
Excluding staff from our subsidiaries who have their own share option
plans, all employees are offered share options provided they meet
the criteria set by the Employee Share Option Scheme committee.
In 2002, share options were offered in two tranches to our employees.
SHARE OPTIONS OFFERED IN MAY 2002 |
|
CATEGORY |
HEADCOUNT |
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Senior Management |
87 |
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Non-Executive Directors |
10 |
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Employees |
2501 |
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Total |
2598 |
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|
SHARE OPTIONS OFFERED IN OCTOBER 2002 |
|
CATEGORY |
HEADCOUNT |
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Senior Management |
82 |
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Non-Executive Directors |
9 |
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Employees |
2449 |
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Total |
2540 |
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