3 min read | M&E Engineering
To sustain the motivation and productivity of its people, DLE M&E takes a comprehensive approach centred on multiskilling, job rotations and the creation of career pathways. In 2017, the company began training its drafters in BIM through the Building and Construction Authority Academy courses supported by the CCP. The company has also pursued EcoVadis certification and enrolled employees in the CCP for Sustainability Professionals.
Job redesign is also being implemented with support from grants. The company works with BDO Consultants, who shadow employees, analysing job scopes and identifying opportunities for improvement and digitalisation. These redesigned processes subsequently inform tailored training roadmaps for employees reskilling through the CCP for Built Environmental Professionals.
Key Highlights of DLE M&E’s Workforce Transformation
- Trained engineers in Building Information Modelling (BIM), a platform for developing intelligent 3D infrastructure models
- Reskilled employees through the Career Conversion Programmes (CCPs) for Sustainability Professionals and Built Environment Professionals
- Achieved EcoVadis certification through targeted ESG training, opening new business opportunities
- Implemented job redesign through grants to digitise workflows and improve efficiency
Introduction
DLE M&E, a 46-year-old mechanical and electrical engineering firm, operates in a sector known for long hours, demanding work and persistent manpower constraints. With a 350-strong workforce, the company has chosen a distinctive path – rather than rely on endless recruitment to address talent challenges, it invested meaningfully in employee development and career health.
The Challenge
The construction and engineering sectors face mounting pressures on multiple fronts. Growing environmental, social and governance (ESG) expectations from clients, coupled with an industry culture that often leads to high turnover, create significant operational challenges. Meanwhile, increasingly sophisticated technical capabilities are becoming non-negotiable pre-requisites for competitive positioning in the industry. For DLE M&E, which specialises in installing mechanical and electrical systems, and handling complex retrofitting projects for multinational clients, these technical demands are particularly acute. For example, the BIM, a 3D digital platform, is now mandatory for construction projects with a gross floor area of above 5,000 square metres. This requirement illustrates how evolving technical standards are reshaping industry competencies.
The Solution
According to Mrs Sarah Tham, DLE M&E’s Director (Finance & HR), the company is taking a long-term view of both business needs and employee development. “Staff look to the company to develop them as individuals and professionals. When new tools are introduced, management must actively support the change, so staff don't feel they are left to navigate the challenges themselves,” she said.
According to Mrs Sarah Tham, DLE M&E’s Director (Finance & HR), the company is taking a long-term view of both business needs and employee development. “Staff look to the company to develop them as individuals and professionals. When new tools are introduced, management must actively support the change, so staff don't feel they are left to navigate the challenges themselves,” she said.
To sustain the motivation and productivity of its people, DLE M&E takes a comprehensive approach centred on multiskilling, job rotations and the creation of career pathways. In 2017, the company began training its drafters in BIM through the Building and Construction Authority Academy courses supported by the CCP. The company has also pursued EcoVadis certification and enrolled employees in the CCP for Sustainability Professionals.
Beyond technical proficiency, the company encourages self-discovery and career planning. Employees attend workshops such as Career Aspiration Navigator, which uses profiling tools to assess readiness for change, communication styles, learning preferences and skills gaps. These have sparked active conversations around employee aspirations and how they align with company needs.
Job redesign is also being implemented with support from grants. The company works with BDO Consultants, who shadow employees, analysing job scopes and identifying opportunities for improvement and digitalisation. These redesigned processes subsequently inform tailored training roadmaps for employees reskilling through the CCP for Built Environmental Professionals.
The Impact
The outcomes demonstrate tangible business gains alongside individual career advancement. The collective BIM proficiency of DLE M&E's drafters now gives the company a competitive edge when bidding for tenders. Employees who have requested and undergone job rotations have taken on new scopes and responsibilities. Among them was a cost engineer who transitioned from a desk-bound role to overseeing site work as a project manager.
The outcomes demonstrate tangible business gains alongside individual career advancement. The collective BIM proficiency of DLE M&E's drafters now gives the company a competitive edge when bidding for tenders. Employees who have requested and undergone job rotations have taken on new scopes and responsibilities. Among them was a cost engineer who transitioned from a desk-bound role to overseeing site work as a project manager.
Mrs Tham adds, “The clients see that we are ESG-ready, which opens up many business opportunities for us. By having open and honest conversations with staff about their goals and supporting them in achieving them, they experience greater job satisfaction and are more likely to stay with us longer.”
Looking Ahead
The company’s journey reveals an important lesson for businesses in demanding industries. Career health isn't just about upward mobility – it's about creating the conditions for people to grow, adapt and sustain their energy over longer working lives. For DLE M&E, job redesign and continuous reskilling are not HR initiatives detached from business strategy, but integrated responses to real market pressures, executed through genuine partnership between management and employees. In an industry facing manpower constraints and burnout risks, this approach offers a sustainable path forward as technical requirements and client expectations continue to evolve.
The company’s journey reveals an important lesson for businesses in demanding industries. Career health isn't just about upward mobility – it's about creating the conditions for people to grow, adapt and sustain their energy over longer working lives. For DLE M&E, job redesign and continuous reskilling are not HR initiatives detached from business strategy, but integrated responses to real market pressures, executed through genuine partnership between management and employees. In an industry facing manpower constraints and burnout risks, this approach offers a sustainable path forward as technical requirements and client expectations continue to evolve.
