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People reviewKeppel Land’s managementdevelopment programmes aimto identify, nurture and developoutstanding performers.Business-centric human resource structureTo better align human resource initiatives with businessgoals and needs, the human resource division adopted a newstructure in 2006.This involved the implementation of an account managementsystem in which different human resource teams wereset up, each dedicated to managing the needs of specificbusiness units that it has been assigned.Such a business-centric approach generates greater synergiesbetween the human resource and various business units. Inthe process, it effectively identifies and addresses staffingrequirements and challenges. Greater insight into actualbusiness operations also results in more relevant humanresource solutions in areas of recruitment, training andcareer development.Automating work processesIn 2006, three online systems were developed to automateseveral human resource processes. These include the StaffAppraisal and Performance Management (SAPM), Staff TrainingAnd Record (STAR) and Staff Expense Claim Online (SECO).SAPM, which automates the performance review processand allows department heads to access staff performancerecords, targets and training plans online, was launched inOctober 2006.150 People reviewKeppel Land LimitedReport to Shareholders 2006