dnata Singapore

At a Glance

In today’s context, career development has been identified as one of the key drivers in employee satisfaction.

Recognising the importance of driving employee satisfaction, dnata Singapore embarked on a workplace transformation journey to aid its employees in navigating their career pathways in the air cargo industry, as well as to retain talent.

How successful were the workplace learning interventions implemented at dnata Singapore? Read on to find out!

Achievements

Through the workplace transformation project with NACE@IAL and IAL’s Certified Workplace Learning Specialist (CWLS), dnata Singapore was able to achieve the following:

• Creation of a detailed career pathway for the company’s Cargo Import and Export Department, inclusive of promotion requirements.
• Development of a career profile based on actual staff interviews to help new hires understand the expectations of each job role.
• Empowerment of Supervisors to pursue career coaching conversation training, allowing them to be able to successfully conduct 3 career coaching conversations.

As dnata is committed to continuous learning and design, we wanted to be part of a network that sees the benefits of development at the workplace and that we can learn from through knowledge exchange. The pandemic has highlighted not only the importance of job redesign to stay relevant, but also for the company to improve on career development opportunities to ensure we retain our workforce and attract new talent.

Mr. Musdalifa Abdullah, Managing Director
 

The project aided the career planning conversations amongst our teams and helped both the supervisors and managers to conduct more mature career coaching with their team members. It also provided a blueprint that we can follow in future which would guide both vertical and horizontal progression and ultimately support to retain our staff by providing continuous learning and development.

Mr. Sam Gould, Head of Cargo
 

I am glad to have been part of this project, as the Certified Workplace Learning Specialist provided a refreshing take on the workplace and shared invaluable insights. I found it admirable that some of my colleagues subsequently decided to take on part-time studies on top of their full-time jobs, to upgrade themselves as part of their lifelong learning journey.

Mr. Mohamad Khairul Anil Bin Grahan, Training Executive

Challenges

Although career progression and development are viewed as crucial drivers of employee satisfaction, interviews with a few dnata Singapore Cargo employees found that they were either unclear of their career pathway in the organisation, or were unsure about how they could be promoted. Furthermore, most interviewees expressed the desire to learn new skills and knowledge within and outside their current area of work. However, the desire to upskill themselves was not expressed outrightly due to the lack of understanding of how they could further pursue this initiative.

Interventions

To address the various challenges pertaining to the experience, growth, and upskilling of employees, the following interventions were put in place:

1. Development of career pathways for the Import and Export teams
2. Alignment of employees and new hires to their career profiles
3. Implementation of career coaching conversation training
4. Provision of on-the-job training (OJT) and train-the-trainer programme

Ready to embark on a workplace transformation project with us?

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