Business & Operations Review (Part 2) - Changi Airport Group

DEVELOPING PEOPLE
Changes carried out as part of the review included an
alignment of job grades, redefinitions of performance
ratings, and the introduction of a standard system for
open performance appraisals for all employees across the
company. This new appraisal system encourages constructive
discussion and uses a feedback process to ensure that
employees share the responsibility of managing their own
career and goals. The appraisal process incorporates shared
future objectives to ensure that employee outputs are also
consistent with the needs of the business.
CAG’s human resource efforts were also targeted at
strengthening the business partnership approach. Human
resource managers worked closely with their client divisions
beyond daily resourcing and operations support, and partnered
the various line divisions on matters such as organisational
structure, talent management, and engagement initiatives
such as the development of a retirement transition framework
for Airport Emergency Service officers, and the merger of
related divisions to derive synergies from integration.
Employee engagement
An engaged workforce is a committed workforce. With this
in mind, CAG operates a number of channels through which
it communicates with and receives feedback from employees.
Interactive communication sessions involving senior
management are conducted regularly to ensure two-way
communication between management and staff. During
the year, a brand new corporate intranet, Changi Vine,
was launched, providing employees with updates on corporate
developments, airport news and staff-related items such as
welfare and benefits.
In line with its commitment to high ethical standards and good
corporate governance practices, CAG formalised a groupwide
whistle-blowing policy which encourages all employees
to report any perceived improprieties on a confidential basis
and without fear of recrimination. In the past year, CAG also
refined the company’s Code of Conduct to articulate the
behaviour expected of all CAG personnel.
Reflecting the importance it places on employee engagement,
CAG maintains a close relationship and actively communicates
with representatives of its staff union, the Singapore Manual
and Mercantile Workers’ Union (SMMWU). Regular gettogethers
are held to forge ties and promote understanding
of various manpower issues. The support provided by the
SMMWU was integral to the successful implementation of
the new CAG Total Compensation Framework.
1. Staff learn more about CAG’s financial systems
at a CAG Learns @ Tea session
2. CAG cheerleaders help spread the word
about CAG’s Health Carnival 2011
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