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StarHub Ltd Annual Report 2015
03 04 05 Overview
Legal & Regulatory Human Resource Partnership Strategy
StarHub faces a dynamic legal Human resource is a significant StarHub works with partners
and regulatory landscape in StarHub asset. Hiring, growing in various aspects of its info-
the local technology and info- and retaining talented, communications business and
communications sector. In recent experienced, innovative and also forms strategic partnerships
years, regulators have lowered passionate people are vital and with key vendors and other
the barriers for new entrants in a strategic factors to the company’s complementary service providers
competitive and highly saturated success. In a tight labour market, to expand its footprint and serve
local market. As part of our it poses an additional challenge to new market segments. This
operations, we are also exposed recruit the right people with the exposes us to potential supply
to litigation risks, from regulators, right skill sets. chain risks.
customers and suppliers.
Mitigation Mitigation Performance
Mitigation We regularly invest in developing Our senior management regularly
StarHub engages with our people with ongoing training. engages with key partners and
regulators by participating in Retention strategies are in place plays an active role in sustaining
consultations conducted by the to minimise employee turnover the strength and commitments
relevant government ministries including talent and performance of our strategic relationships
and authorities, to safeguard management, competitive and joint ventures. We have
StarHub’s long term interests and remuneration, recognition and established service standards,
competitiveness. reward programmes and fast- training programmes, and
tracking of high-performance feedback mechanisms to drive
Our in-house legal and regulatory employees. Human resource consistent and desirable service
support functions provide prompt policies and functions are also in standards from our partners.
advisory and guidance to ensure place to support, attract, retain and
that internal stakeholders are grow talent, as well as to create a
aware of and comply with the conducive work environment.
existing and new legislation and
regulatory obligations. We also have succession
planning programmes to mitigate
key employee risks. Governance & Sustainability
Financials
