GARDENS BY THE BAY Themed attractions AREAS OF EXCELLENCE: DIVERSITY & INCLUSION; HEALTH & WELLBEING/ WORK-LIFE BALANCE
DOW CHEMICAL PACIFIC (SINGAPORE) PTE LTD Chemicals AREA OF EXCELLENCE: BENEFITS
To ensure that resources are maximised, the Dow team regularly reviews existing employee programs and proposes timely adjustments and alternatives. Employees are given a ‘FlexBenefits’ program, which allows them to decide how they wish to spend a designated amount – on medical, health, or wellness and enrichment activities, or on themselves or their family members. Periodically, the FlexBenefits packages are compared with the trends and practices of other organisations to ensure they are in line with current market practices. Apart from staying updated on market trends, the HR team also connects with employees and leaders through focus group discussions, during which they talk through the results of the annual engagement survey and subsequent action plans.
CHANGING BENEFITS As an example of a benefits program review, a housing interest loan subsidy was identified as an obsolete benefit that catered to only 20% of Dow’s employee population. The benefit was phased out, which resulted in total savings of $140,000 per annum. The savings were in turn redistributed to all employees through an increase in their Term Life and Personal Accident insurance cover for an additional 12 months.
One of the most iconic landmarks in Singapore, Gardens by the Bay, has proved itself to not only be an attraction for all ages but also an attractive employer for different generations. Each age group, from baby boomers and Gen X to Gen Y and millennials, is almost equally represented in the company’s workforce, which is quite a feat for a company with just four years of operating history. The company considers its low attrition rate and very high ratio of employees with long service as the ultimate hallmarks of their success on the HR front. Despite being relatively new on the block as an employer, Gardens by the Bay believes in investing in employees right from the start, whether through training and development or promoting health and wellbeing. In 2016, the HR team managed to clock an average of 39.2 training hours per employee for the year, ensuring that people development remains an ongoing emphasis amid the frantic demands of operations. The team also regularly facilitates programs – seminars, health-related activities – that promote work-life balance, which is also very much in line with the nature of their work: highlighting the importance of nature and leisure in the midst of urban living.
HEWLETT PACKARD ENTERPRISE Information technology AREA OF EXCELLENCE: CHANGE MANAGEMENT
Hewlett-Packard Singapore split into two firms at the end of 2015, Hewlett Packard Enterprise (HPE) and HP Inc. HPE sells business IT solutions and services, and HP Inc focuses on PCs and printers. Since then, the company has been on a transformational journey, and the Singapore HR team of HPE has been instrumental in supporting this. The team hopes to ensure that a positive employee experience remains a top priority as the company settles in as a new entity. In line with this objective, the local team developed and initiated an exemplary onboarding experience, which included an onboarding module that was successfully deployed mid-2016 and subsequently replicated in other countries. Success has only been possible due to a true collaborative effort involving the input of HR generalists, business partners, talent acquisition and total rewards teams. Employee engagement remains a prioritiy, and the HR team regularly organises and hosts activities to keep employees engaged. These activities have not only fostered camaraderie and promoted fitness but also led employee teams to receive accolades, particularly for external sports competitions such as dragon boat races and triathlons.
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