Award Ceremony - ap.hunterdouglas....

What Makes Hunter Douglas SingaporeA ‘People-Oriented’ CompanyRight from the day a new employee joins the company, he or she isguided through a structured career path that enables the employee torealise the full potential of his or her abilities, whilst contributing wholeheartedlyto the progress of the company.To start with, the company recognises the importance of properlyinducting new employees and has an Induction Kit for all new staff.During the recruitment process, all prospective employees are informedof the company’s Vision, Mission and Core Values. The company’sculture, business philosophy and style of management are explained.TrainingThe training needs of all staff are analysed on a six-month basis usingthe Staff Training Activity Review (STAR) system which enables thecompany also to evaluate the benefits of the training in terms of reaction,learning, behaviour and results.In Year 2001, the training hours per staff reached 60.35 hours. A totalof 298 training places were offered and the utilisation rate was 96.64%.The strength of the company’s CDP is evident in the number of loyalemployees. Twenty five percent of the existing staff have been withthe company for more than 10 years. The percentage of staff with morethan 5 years of service is 41.5%.Since 1998, the company conducts a yearly retreat involving all staff.The objectives include reinforcing the company’s Vision, Mission andCore Values, team building and bonding and addressing key issues.Training programme toimprove communicationskillsThe effectiveness of the training carried out is reviewed by the supervisorsor managers, upon completion of the training. The review of the traininginvolves all staff. It is conducted twice a year. After one complete trainingcycle, management would discuss the overall effectiveness of the TTP ata review meeting which is chaired by the CEO.Career DevelopmentThe Career Development Plan (CDP) is driven by the CEO and managersat the annual and mid-year staff appraisal review meetings. It is atransparent process involving frank and open discussions. Amongst otherthings, the discussions would cover the employee’s career goals,aspirations and expectations, and the opportunities available.CDP is developed for all positions in the company and the opportunitiesfor vertical and lateral progression are made known to all levels ofstaff. The core of CDP is the training path for Service Quality, which iscompulsory for all staff. This commitment was undertaken on 22 January1997, when the company launched its Service Excellence Programmeat the SQ Centre.The company practises a ‘promote/recruit from within’ policy and allstaff are encouraged to upgrade their capabilities. Seventy percent ofthe present management team consists of staff who have been promotedfrom within.Workshop to develop innovative thinkingAt Your ServiceFor more information please call 8624466 or email hds@hunterdouglas.com.sg3