Merit-based remuneration without discrimination remains an essential element of StarHub’s compensation policy. As such, its compensatiAn and benefits policies-designed to attract, retain and motivate employee talent-are based on merit, skills, qualifications, relevant experience and performance.

To align corporate objectives with individual goals, StarHub, which has 2,723 employees, carries out formal appraisals biannually. These enable supervisors to provide feedback to, coach and develop employees so as to guide and equip them in accomplishing their work objectives. The appraisal also allows employees to provide feedback to their supervisors, hence ensuring an effective two-way communication process.

Apart from determining performance rewards, StarHub’s appraisal system also actively seeks to identify employees’ development needs and career aspirations, as well as develop necessary plans to meet these goals.

This is because employee development is an important aspect of StarHub’s people management strategy. The main objectives of its Learning & Development Framework are to build and maintain an engaged and motivated workforce, build leadership quality for the future, and identify and equip employees with critical technical skills which are required to meet current and future business challenges. Specific sets of Key Programmes have been developed for various job categories to meet their specific learning needs. Attendance in these courses is actually one of the criteria for promotion. Other than in-house training programmes, StarHub employees are also provided sponsorship opportunities for attending functional skills training,