SUSTAINABILITY REPORT
88
ANNUAL REPORT 2015
FRASERS HOSPITALITY TRUST
Staff Retention and Development
As at 30 September 2015, the REIT Manager has appointed 14 employees in
Singapore out of which, 29% are males while 71% are females.
4
We have a
growing workforce, with a hiring rate of 21% compared to a turnover rate of
7%. Temporary or part-time employees are not a significant proportion of the
workforce.
Developing Our Staff, Fostering Their Loyalty
Staff well-being, career development and social responsibility are often just
as important to an employee as remuneration.
The REIT Manager engages with the staff regularly, supported by team
bonding events throughout the year and annual performance appraisals.
Here, open door practice is encouraged where feedback on performance
and skills can be discussed throughout the year. Part of the performance
appraisal is the alignment of the performance with the REIT Manager’s
values as well as an assessment of development and training needs. We
have many staff programmes that support training and healthy lifestyle such
as the Corporate Wellness Programme. The Frasers Day celebrated every
year in March by the hospitality group at all properties is one of several team
bonding activities.
We have a system in place for career planning and development. The
dedicated learning and development team within FCL Group’s Human
Resource department provides assistance on training to employees to
upgrade their skills. Each year, a learning directory is published and sent to
all department managers to feed into the training assessment discussions at
the performance appraisals. Learning highlights are also sent monthly to all
staff via email. Training courses range from general skills (communication,
computer, leadership, personal effectiveness etc.) to specific job skills. On
average, each employee receives over 40 hours of training per year which is
in line with the national average of recommended training hours.
In addition to the basic remuneration, we provide a number of benefits
to our employees, including retirement saving plans, parental leave and
medical insurance. We also offer post retirement employment, supporting
older employees e.g. in Singapore in accordance with the Tripartite
Guidelines on the re-employment of older employees.
We have adopted FCL Group’s Diversity policy which is committed to equal
opportunity and the elimination of all forms of discrimination including race,
ethnicity, gender, physical ability, social origin and sexual orientation (as
defined by the International Labour Organisation Convention 111, 1958). This
is supported by our Code of Business Conduct, which contains a chapter on
equal opportunities.
GOOD LABOUR/
MANAGEMENT
RELATIONS
Fair Employment Practices
We have in place employment
policies that are aligned
with the FCL Group Code of
Business Conduct, including
a special chapter on equal
employment opportunities. As
part of the FCL Group, we have
joined the Tripartite Alliance
for Fair and Progressive
Employment Practices
(TAFEP). It promotes the
adoption of fair, responsible
and progressive employment
practices.
The five key principles of fair
employment practices are:
1. Recruit and select
employees on the basis
of merit (such as skills,
experience or ability to
perform the job), regardless
of age, race, gender, religion,
marital status and family
responsibilities, or disability.
2. Treat employees fairly and
with respect and implement
progressive human resource
management systems.
3. Provide employees with
equal opportunity to be
considered for training and
development based on
their strengths and needs to
help them achieve their full
potential.
4. Reward employees fairly
based on their ability,
performance, contribution
and experience.
5. Abide by labour laws
and adopt the Tripartite
Guidelines on Fair
Employment Practices.
Good labour/management
relations contribute to business
success, staff well-being and,
ultimately, to community
cohesion.
During regular staff meetings,
any relevant issue such as
sustainability and governance
is discussed as required.
Employees are given sufficient
notice to adjust to any
operational changes.
4
All employee data in this sustainability report is from Frasers Hospitality Asset Management,
the Manager of FH-REIT, a wholly-owned subsidiary of FCL.
