Performance Management in Temasek Holdings
It is interesting to note that Temasek Holdings has a compensation structure where all the staff share in both positive and negative results of the company which in essence having an owner’s approach to the business and operations. When Temasek achieves above-target returns, there is the Wealth Added and reported in the annual Temasek Review, it will have gains to share with its staff.
Reported recently Ho Ching (57),CEO of Temasek Holdings has announced that the entire staff from CEO to office attendants of Temasek will be receiving “negative bonuses.” where besides the annual bonuses being slashed due to poor performance over the past year and also, the staff will not get any money from the pool, or the value of the overall pool shrinks. If based on this negative bonus concept, it looks like there will be more negative bonuses for this year performance.
Details:
- Part of every Temasek employee’s bonus goes into a pool that is paid out over a number of years rather than at the end of each year.
- When Temasek meets its internal performance benchmarks with higher-than-targeted returns, the pool of bonuses to be distributed grows and each employee gets a bigger slice.
- But when it fails to do so, employees get ‘negative bonuses’
- This compensation structure is based on a key principle of having staff ’share in the institution’s performance, both for positive and negative results’,
- Recent News on Singapore GLC-Temasek Holdings
- Targeted Performance Management (TPM) – An Overview
- KPA/KPI: Practical Challenges In Implementing Targeted Performance Management (TPM)
- Temasek Wants To Own 10% of Vietnam’s Eximbank shares
- Temasek Holding’s Disappointing Financial Results For Last Year
- Europe: French Bank BNP Making Huge Bonus Payout
- Advantages and Disadvantages of Using Economic Value-Added (EVA) As Performance Indicator or KPI
July 30, 2009
Posted in: Government Linked Companies(GLC), Performance Mgmt, Singapore
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