Singapore Airlines 2011 Annual Report Download - page 23
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ANNUAL REPORT 2010/2011 021
People Development
The Airline continues to invest in training and development to maintain its competitive edge. During the year in
review, it leveraged the Skills Programme for Upgrading and Resilience (SPUR) scheme and Workfare Training
Scheme (WTS) offered by the Singapore Government to provide staff with training related to leadership and
people management, service excellence and employability skills.
A new learning framework was implemented for general staff, executives and managers, focusing on improving
their core competencies as they progress in their career. New leadership programmes, custom built for SIA, have
also been implemented. These core programmes are attended by executives as part of their career development.
The Airline continues to pursue higher productivity amongst the workforce. A cross-divisional framework is
in place to emphasise continuous improvement in work processes, streamlining operational efficiencies and
improving our employees’ skills to enable them to take up more value-added assignments.
The Airline remains an attractive employer offering varied and challenging careers. For three consecutive
years, it has been voted one of the top three private employers of choice in a survey of fresh local graduates
by campus recruitment specialist JobsFactory. A recent survey by People Search and Boardroom Research also
revealed that most employees want to work for the Airline. It was voted “Most Desired Company to Work For”
(2010) by working parents and generation Y employees.
Before the end of the financial year, the Airline launched its third Organisational Climate Survey to gather staff
views and feedback on workplace-related matters.
As at 31 March 2011, the staff strength of SIA Group was 21,534, an increase of 2.7% over the previous year.
13,801 (64.1%) were employed by the Airline, with 7,304 cabin crew and 2,335 pilots.