Our Temasek Heartbeat
We are a team of 800 people, with some 30 diverse nationalities working across 11 offices, connected by our Temasek Heartbeat.
Transforming our Institution
We are operating in a digital economy characterised by rapid changes and technological disruption. To help prepare the firm and our staff for the future, we have embarked on various initiatives to increase general firm-wide awareness and develop tech-enabled capabilities.
In 2018, we embarked on a three-year technology transformation journey to improve our IT systems, develop new digital and innovation capabilities, automate more internal processes, and free up our staff’s time to focus on more impactful and analytical work.
To prepare for the future, we embarked on initiatives to increase firm-wide awareness and develop tech-enabled capabilities.
In 2018, we embarked on a three-year technology transformation journey to improve our IT systems, develop new digital and innovation capabilities, automate more internal processes, and free up our staff’s time to focus on more impactful and analytical work.
To help us understand new ways of working and try out different types of team structures, we recently formed two pilot groups, or pods, to focus on the areas of Artificial Intelligence and Blockchain. Comprising cross-functional team members who are trained in Agile project management methods, these pods are part of an institutional experiment to explore operating models that facilitate quick decision-making and strategic direction.
We have also embarked on other change management initiatives to help us better navigate the various changes within the organisation.
Preparing our People
We are committed to developing and growing our people through varied training programmes and initiatives to encourage them to take charge of their own learning and prepare themselves for the future.
We equip our employees with life skills by offering training in emergency preparedness and emotional agility.
Our talent development framework provides the pathway for our employees to build their careers with us. They are empowered to choose their own training programmes to enhance their competence and focus on areas of skills improvement. We also provide opportunities to our employees to broaden their perspectives and gain insights from renowned experts.
In March this year, Temasek collaborated with the Singularity University (“SingularityU”) to bring their flagship programme to Singapore. Aimed at getting participants to leverage exponential technologies to solve global challenges, the two-day conference and workshop were attended by about 500 participants, including our employees, staff from our portfolio companies, and representatives from universities and the public sector.
Making A Difference
Our “Make-A-Difference” (MAD) Programme has been an integral part of Temasek’s journey since 2008. MAD promotes a culture of personal ownership and responsibility. Individual and company-wide MAD targets are set each year. They go beyond financial and performance targets to cover health, learning, institution and the community.
As part of our MAD programme, we introduced training modules on Agile and Scrum methods to encourage employees to think differently and be more nimble when managing their work and projects.
We continue to equip our employees with life skills by offering training in emergency preparedness and emotional agility. Moving forward, we will introduce firm-wide sustainability-related targets to drive change, and encourage our staff to commit to sustainable work practices.
Our CEO Challenge aims to encourage continual learning and innovation among our employees. Besides taking coding and data science courses, staff may learn new skills such as a language or a musical instrument to complete the Challenge. Such skills can be the foundation for lifelong learning, new hobbies and interests well into retirement. They encourage new friendships and perspectives, and reduce dementia and depression risks. In addition, they help boost confidence, reduce fear of the unknown new digital world, and enhance creativity. Since the launch of the CEO Challenge four years ago, more than 80 per cent of our staff have learnt new skills or enhanced their proficiency. Over 60 per cent have completed a Challenge in Programming or Data Science and Analytics.
Another segment of the CEO Innovation Challenge saw our staff form teams and develop innovative tech applications to solve real-life problems. Last year, close to 140 employees developed their own applications, and the top teams presented their ideas at the annual Innovation Fair. We partnered startups to organise ideation workshops for our staff, and assigned industry experts to mentor and help them with their presentations and app development.
Our people give back to their communities by taking part in activities organised by T-Touch, a volunteer initiative driven by our staff. Temasek’s incorporation date, 25 June, is designated as our annual Community Day for our staff all around the world, where they work with beneficiaries in their communities. Others take part in volunteering activities throughout the year, and have access to a number of days leave for volunteer work.
(as at 31 March)
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