Page 4 - 2016 GCSS Newsletter-Issue 10-November 2016_Neat

IHG Recognised in Singapore's
"Best Companies to Work For" List
for Second Consecutive Year

This is the second consecutive year IHG is ranked amongst the country’s top
employers after the ‘Best Companies to Work For’ list was launched by Great Place
®
to Work Institute Singapore last year. To gain a position on the coveted list,
organisations must show commitment to creating a great work environment where
employees trust the people they work for, take pride in the work they do, and
enjoy working with the people around them.

We are the only hotel company placed amongst the top three. The rankings are
derived from insights gathered from Great Place to Work's extensive Trust
©
Index Survey, which measures employee perception of the workplace
©
environment, and a Culture Audit , completed by the organisation’s management
team and evaluated by an independent Great Place to Work team.

Jan Smits, Chief Executive Officer, Asia, Middle East and Africa, IHG, said: “At IHG we believe that creating an environment of
empowerment, accountability and performance is critical to our continued success. We understand that what’s really behind a great
culture is the right behaviours and mindset in our people, and that can only come from an environment that cultivates strong relationships
and trust.

“Over the years we’ve invested tirelessly in providing opportunities for our people to grow both personally and professionally; taking time
to celebrate their hard work and recognise their performance, and striving to create an environment which allows our colleagues to build
great trusting relationships with each other. And we’re still on our journey. It is truly heartening to once again be recognised as one of the
best companies to work for in Singapore. It’s a testament that we’re on the right path and this award is great recognition for all our
employees and our leaders who give so much to IHG,” he added.

As a company, we place a strong emphasis on growing, developing, and retaining its people. Industry-leading programmes the company
has launched in recent years, such as IHG Future Leaders, where young individuals with leadership potential are trained to lead a function
in the hotel within two years; and GM Express, which focuses on accelerating the development of high-potential talent to be the General
Manager of a hotel under the company’s select service brand, Holiday Inn Express, within 18 months; are testament to how the company
invests behind helping its employees grow in their roles and develop themselves personally and professionally.

In 2015, we were ranked third in Singapore’s inaugural Great Place to Work’s ‘Best Company to Work For’ list. This year, the company
also came in fourth in the Saudi Arabia awards, and moved up the ranks to take 16th place in the India awards held by the Great Place to
Work Institute.

WorldatWork Survey: Overtime Rules Will Decrease Workplace Flexibility Options
The U.S. Department of Labor released the final rules updating the Fair Labor Standards Act of 1938 (FLSA) earlier this year, which are
effective Dec. 1, 2016. This rule raises the standard salary level threshold for exemption to $47,476 per year. The snapshot survey analyzes
how organizations are implementing these changes.

73% of respondents will comply with the new regulation through a combination
of re-classification of some workers to nonexempt and increasing salaries above
the new threshold for others. Half of employers, 49%, who plan to reclassify
employees from exempt to nonexempt reported that workplace flexibility
options for those employees will decrease.

The survey asked total rewards professionals when they intend to implement
any changes in order to be in compliance with the new rules; 63% indicated
that they are planning to wait until Dec. 1 or the pay period that includes the
Dec. 1 deadline to make any changes.
From 2010 to 2016, the number of organizations using bonuses increased from
59% to 81%, reflecting a shift in variable pay programs. Meanwhile, the number
of employers using individual incentives (other than sales) dropped during the same time period, from 67% in 2010 to 39% in 2016.
4