It is the commitment, passion and hard work of our people that ensure M1's continued success in Singapore's competitive telecommunications marketplace. In turn, we seek to offer all employees an inclusive and non-discriminatory working environment that helps them achieve their full potential, professionally and personally.
It is the commitment, passion and hard work of our people that ensure M1's continued success in Singapore's competitive telecommunications marketplace. In turn, we seek to offer all employees an inclusive and non-discriminatory working environment that helps them achieve their full potential, professionally and personally.
Employee profile
M1 employed 1,528 people as at end-2012, an increase from 1,491 the year before.
Type of employment
| 2012 | Mix %1 | 2011 | Mix %1 | |
| Full-time | 1,380 | 90.3 | 1,341 | 89.9 |
| Part-time | 68 | 4.5 | 78 | 5.2 |
| Contract | 80 | 5.2 | 72 | 4.8 |
| Total | 1,528 | 100.0 | 1,491 | 100.0 |
Length of service
| 2012 | Mix %1 | 2011 | Mix %1 | |
| <5 years | 844 | 55.2 | 838 | 56.2 |
| 5-10 years | 215 | 14.1 | 186 | 12.5 |
| >10 years | 469 | 30.7 | 467 | 31.3 |
| Total | 1,528 | 100.0 | 1,491 | 100.0 |
1 Figures may not add up to due to rounding
Motivating performance
M1 is committed to industry best practices, with our recruitment, promotion and remuneration policies based on individual performance and merit.
Candidates are hired based on their qualifications and ability, regardless of ethnicity, gender or age, and M1's recruitment advertisements reflect this commitment.
Every year, our employees undertake a transparent appraisal exercise with their direct supervisor. The appraisal results for all employees, and their key performance targets for the following year, are mutually agreed upon between the employee and his or her supervisor.
We offer a competitive salary commensurate with the employee's skills and experience. This, alongside a variable bonus programme based on individual performance, helps foster a performance-based work culture. Senior employees are also eligible for M1's employee share option plan. The plan, which vests over a three year period, helps to retain talent and align employees' interests with M1's long-term performance.
M1 did not receive any official employee complaint on discrimination grounds in 2012.
M1 female workforce 2012
| Age | Chinese | Indian | Malay | Others | Total |
| <20 | 4 | - | - | - | 4 |
| 20-29 | 177 | 10 | 20 | 38 | 245 |
| 30-39 | 262 | 14 | 26 | 72 | 374 |
| 40-49 | 109 | 5 | 12 | 10 | 136 |
| 50-59 | 30 | 1 | 2 | - | 33 |
| ≥60 | 2 | 1 | - | - | 3 |
| Total | 584 | 31 | 60 | 120 | 795 |
| %1 | 73.5 | 3.9 | 7.5 | 15.1 | 100.0 |
M1 female workforce 2011
| Age | Chinese | Indian | Malay | Others | Total |
| <20 | 7 | - | 1 | - | 8 |
| 20-29 | 188 | 13 | 23 | 42 | 266 |
| 30-39 | 263 | 12 | 24 | 54 | 353 |
| 40-49 | 95 | 3 | 13 | 5 | 116 |
| 50-59 | 25 | 2 | 1 | - | 28 |
| ≥60 | 2 | 1 | - | - | 3 |
| Total | 580 | 31 | 62 | 101 | 774 |
| %1 | 74.9 | 4.0 | 8.1 | 13.0 | 100.0 |
M1 male workforce 2012
| Age | Chinese | Indian | Malay | Others | Total |
| <20 | 5 | - | - | - | 5 |
| 20-29 | 175 | 12 | 12 | 29 | 228 |
| 30-39 | 214 | 8 | 10 | 55 | 287 |
| 40-49 | 140 | 4 | 13 | 4 | 161 |
| 50-59 | 41 | 1 | 5 | 3 | 50 |
| ≥60 | - | 1 | 1 | - | 2 |
| Total | 575 | 26 | 41 | 91 | 733 |
| %1 | 78.5 | 3.5 | 5.6 | 12.4 | 100.0 |
M1 male workforce 2011
| Age | Chinese | Indian | Malay | Others | Total |
| <20 | - | - | - | - | - |
| 20-29 | 183 | 9 | 16 | 36 | 244 |
| 30-39 | 228 | 10 | 8 | 42 | 288 |
| 40-49 | 114 | 5 | 14 | 5 | 138 |
| 50-59 | 38 | 2 | 4 | 2 | 46 |
| ≥60 | - | - | 1 | - | 1 |
| Total | 563 | 26 | 43 | 85 | 717 |
| %1 | 78.5 | 3.6 | 6.0 | 11.9 | 100.0 |
1 Figures may not add up to due to rounding
Gender diversity
Women make up 52.0% of M1's workforce, and we recognise and appreciate their contribution to our success. They enjoy similar starting salaries as male hires, and occupy 48.4% of middle-management roles, compared to 47.5% in 2011. Women are also a significant presence in senior management, occupying 23.4% of these positions, including the office of Chief Executive Officer.
| Gender mix |
Gender diversity in the workplace
| 2012 | Male % | Female % |
| Senior management | 76.6 | 23.4 |
| Middle management | 51.6 | 48.4 |
| Executive | 54.0 | 46.0 |
| Non-executive | 42.5 | 57.5 |
| Total | 48.0 | 52.0 |
| 2011 | Male % | Female % |
| Senior management | 75.3 | 24.7 |
| Middle management | 52.5 | 47.5 |
| Executive | 52.5 | 47.5 |
| Non-executive | 43.2 | 56.8 |
| Total | 48.1 | 51.9 |
Encouraging learning and development
M1 advocates lifelong learning, and continues to invest in our human capital through both internal and external training programmes.
Our in-house Learning and Development team has over the years introduced a range of programmes to enhance our employees' personal and professional skills, such as communication and service excellence.
M1 employees also enjoy opportunities to attend relevant external programmes, from short seminars to overseas work attachment programmes with our business partners, to further hone their skills and knowledge.
As customer service is a key differentiator for M1, we continually look at ways to strengthen M1's customer-centric culture via training. One key programme, the Towards Legendary Service (TLS) workshop, has been integrated into our orientation programme to impress upon all new employees the importance of customer service to M1's business. It also aims to inculcate in employees the M1 service standards: Enthusiasm, Do it right the first time, and Efficiency.
Another key programme to give employees exposure to frontline operations, the Customer Centric Attachment programme, has also been incorporated into our employee induction programme. The attachment to both M1 Shop retail outlets and our customer call centre allows new employees to appreciate the challenges faced by frontline colleagues and foster stronger inter-department collaboration.
In 2012, we launched several new training programmes including "Presentation Essentials" and "Solve it Creatively!" These courses were well-received by employees, and we continue to look into new training programmes to further enhance our employees' skills.
Our average training hours per employee was lower at 40.3 hours in 2012, compared to 48.1 hours in 2011. This was because most eligible employees had completed the TLS workshop in 2011.
Respect for human rights
M1 is committed to complying with Singapore's employment laws.
We do not employ child or underage workers, or practice any sort of discrimination. The Group does not employ forced labour, and all M1 employees are free to join and leave the company after completing the notice period stipulated in their employment contract, or making payment in lieu of serving this notice. This notice period is highlighted to every employee when they join M1.
However, the company does not evaluate suppliers for human rights risks.
Building a harmonious labour-management relationship
We work with the Singapore Industrial & Services Employees' Union (SISEU) to build a harmonious labour-management relationship. In 2012, M1 signed a Collective Agreement with SISEU. The Agreement, effective from 1 May 2012, covers issues such as the probationary period, overtime pay and working hours.
Ahead of any significant organisational change, M1 will work with SISEU to manage the process so as to minimise the impact on affected personnel. Where possible, we will strive to give affected employees additional advance notice of any such change.
Of eligible M1 employees, 31% are SISEU members.
Creating a work-life integrated environment
M1 is committed to creating a safe and engaging work environment that supports a healthy work-life integrated lifestyle for all our employees. Notable employee benefits include:- Staff canteen with subsidised meals;
- A fully equipped, 24-hour in-house gymnasium;
- Subsidised shuttle services between major township hubs, MRT stations and the office;
- Free health screening programme for all employees;
- Discounted mobile and fixed products, accessories, and services.
Our employees enjoy a host of dependent care services, including a conveniently located childcare centre within our MiWorld Building, medical coverage for employees' family members, and on-site nursing facilities for new mothers.
In 2012, M1 held its inaugural "Bring Your Kids To Work Day", where employees could bring their children to the office to experience and better understand what their parents do.
The much-anticipated M1 Charity Bloc-Party 2012 in November 2012 further enhanced familial bonds and camaraderie amongst employees, bringing them and their family together to enjoy a day of games, entertainment, food and activities, while doing their part to raise funds for our adopted charities.
Every year, M1 sets aside a budget for department team-building and de-stress events. Employees can also take advantage of free or subsidised access to holiday chalets, the Night Safari, the Singapore Zoological Gardens and the Jurong Bird Park for their family outings.
In the area of workplace safety and health, M1 has put in place safety procedures for compliance by staff, contractors and vendors working in our premises or at work sites. We also conduct workshops to ensure our staff are familiar with the Codes of Practice on safety that are relevant to their area of work.
Our buildings are equipped with automated external defibrillators (AED), which are placed prominently in easily accessible public areas. AEDs are portable electronic devices used totreat emergency cardiac arrest, and faster access to this life-saving device will shorten the critical response time and improve the survival rate of heart failure victims. We also have 30 fire wardens trained in the use of the AED and administration of cardio pulmonary resuscitation (CPR), in case of a medical emergency.
M1's monthly newsletter, Voice, helps communicate new developments within the Group, as well as news, upcoming events and issues that matter, to our employees. Senior management will also share the Group's performance, recent developments and outlook via email and open townhall-style presentations at regular intervals.
