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AT the Defence Science and Techno- logy Agency (DSTA), the career development of employees is taken very seriously.
"Our strategy on developing and retaining talent in DSTA is anchored on providing a meaningful and rewarding career for all staff," DSTA chief executive Tan Peng Yam says.
"We have done this through five clusters of initiatives under our Staff Development Framework. These are the multiple career opportunities, complemented by integrated learning and development, via in-house foundation and milestone programmes, robust competency as well as leadership development to build depth in expertise and the personalised career development plan."
These efforts have resulted in DSTA being awarded the People Excellence Award at the Business Excellence Awards.
Developing people is crucial to DSTA, which implements defence technology plans, acquires defence equipment and supplies, and develops defence infrastructure for the Ministry of Defence (MINDEF) to meet the defence and national security needs of Singapore.
The organisation also provides leading-edge technological solutions to the Singapore Armed Forces by fostering an environment of creativity and innovation for defence applications.
Mr Tan says the culture of open conversations between staff and supervisors has brought fruitful results with a personalised approach to staff-grooming.
He explains: "They're able to engage with their supervisors on a one-on-one level when they are charting out their personalised career development plan for the immediate and the longer term.
"There is also a unique traffic-light system where staff can indicate their posting requests and how soon they want these to be put in place. This allows senior management to have candid discussions on aspirations, development needs as well as identify and resolve immediate concerns of staff quickly."