Human Capital and Intellectual Capital
Strategic priorities
- Enhance work experience, organisational capability and institutional knowledge
Committee oversight
Staff Administration and Corporate Affairs Committee (SACA)
Challenges, uncertainties, and disruptive factors
Key challenge
Translating high employee engagement into a consistently collaborative, accountable and high-performing culture. As the Fund implements Vision 2035, it must build specialised capabilities while retaining and sharing the institutional knowledge required to support new technologies, products and business models.
Mitigating factors/opportunities
Measures undertaken to address the challenge
During the year, the Fund officially launched and adopted its new values: Member Focus, Integrity, Creativity and Collaboration. Developed through an inclusive process involving all employees, the values provide a shared foundation for how we work, make decisions, and serve members.
Trend during the reporting period
Employee engagement increased from 91% to 93%, exceeding the annual target of 91%. This reflects a highly committed workforce and provides a solid foundation for the Fund’s culture transformation.
KPI
Employee engagement score of 95%
Outlook
In the year ahead, the Fund will continue implementing initiatives already underway while deepening its culture journey. Priorities will include strengthening employees’ financial wellbeing, introducing dual career pathways, leveraging the alumni network and implementing a modern Human Capital Management system to improve the employee experience.
These initiatives will strengthen organisational capability, broaden career opportunities and support the retention and transfer of knowledge and experience across the Fund. By investing in its people and strengthening the mechanisms through which institutional knowledge is captured, shared and applied, the Fund will build the human and intellectual capital required to embed its values and deliver Vision 2035.