Human Capital
Our people are foundational to our Group’s continued success. In a rapidly evolving landscape, we are committed to fostering an inclusive, employee-centric culture that supports personal and professional growth. By nurturing a supportive workplace, we empower our workforce to thrive and build a future-ready organisation that creates lasting value for our people and stakeholders.
Performance Highlights
4,199 Total workforce
Workforce by gender
1,844 Male
2,355 Female
Workforce by employment category
17 Senior management
608 Management
3,574 General staff
Talent Acquisition & Retention
Our Group Human Resources Management Policy goes beyond regulatory compliance to ensure our Human Resources (“HR”) procedures are in line with our Group values. The HR Department oversees key areas including equal opportunities for employees, talent optimisation, compensation and benefits, employee development, engagement, and workplace health and safety.
The Staff Recruitment Policy outlines the recruitment philosophy and defines the criteria for talent selection, based on essential skills, capabilities, experience, and qualifications. Through a robust evaluation by the HR Department and hiring managers, as well as a structured approval process, the best-fitted candidates with proven capabilities are selected to join CCG’s high-performing team. Our HR Department strictly adheres to the Staff Reward and Grading Policy to review salaries and benefits packages, providing fair, equitable, and competitive remuneration.
Continuing with our Employer Value Proposition (“EVP”), CCG aims to create a “Space to make transformative impact, career and life” for showing care to its employees and boost talent attraction and retention based on the four key pillars below:
Space to drive social progress
Space to bring out the best in you
Space to share decisions
Space to support your family and your passions
We undergo ongoing transformation to embed the EVP values in our culture and empower our employees.
CCG offers comprehensive benefits to employees, including:
- Hybrid work arrangements, with some flexibility to choose where to work, to strike a work-life balance and improve employees’ well-being
- Enhanced annual leave entitlements based on years of service for employees in non-executive grades
- Extension of medical coverage to the families of colleagues holding manager or above positions
- Team-building activities to foster a spirit of collaboration and teamwork
- An employee assistance programme, featuring 24-hour counselling support, accompanied by self-learning resources and training to support employees’ mental health
- A Group-wide scholarship scheme for employees’ children, which has recognised 131 students for their outstanding academic achievements since 2022
- A designated nursing room at our headquarters provides a comfortable environment for new mothers
- Our employees, as parents of newborns, are entitled to fully paid maternity and paternity leave
The Group is also committed to supporting employees throughout their entire career journey. To reinforce this commitment, we have implemented a Retirement Policy to ensure proper retirement arrangements and retirement benefit schemes for normal retirement, pre-retirement, and re-employment of retirees. This includes facilitating early communication, creating succession plans, and conducting a job handover to ensure a smooth transfer of role that is supported by the retirement benefit scheme.
CCG has been honoured with the Good Employer Charter 2024 for its exemplary commitment to employee-friendly practices on promoting work-life balance, providing employee benefits that exceed legal requirements, and maintaining effective communication with employees.
Case Study
Buddy Scheme
The Buddy Scheme was launched in 2023 to support our new team members. To ensure new employees can adapt to a new working environment quickly and undergo a smooth transition and integration into CCG, they are paired with an experienced colleague who serves as a buddy during the initial employment period. This mentorship enables new joiners to gain insights into the job role and expectations, as well as the Group’s organisational structure, culture, vision, mission, and values. It also builds networks and relationships among employees, enhancing overall team cohesion, cooperation, and a sense of belonging and inclusion.
Employee Engagement
Our Employee Engagement and Communication Policy outlines our commitment to value employees’ views and feedback through open, transparent, and two-way communication. CCG prioritises an environment where employees feel a strong sense of belonging, and incorporates their feedback as appropriate to improve operational practices.
The online Suggestion Platform on the Group intranet is a convenient platform for employees to share their ideas. A total of 16 employee-driven feedback sessions were collected during the Reporting Period.
CCG conduct Employee Engagement Survey regularly and plans to launch the next survey in FY2025/26, focusing on five dimensions: Organisational Effectiveness and Agility, Communication Effectiveness, Engagement, Leadership, and Performance Enablement. This survey will enable the Group to benchmark its performance and track progress over time. Employee feedback will be actively acknowledged, with targeted initiatives implemented to address their needs and expectations.
