<span>Human </span><b>Capital</b>

Human Capital

Maintaining the Group's success requires a proactive and comprehensive approach to managing our human capital, such that we can continue to grow and excel. We strive to recruit and retain the best talent. Across our operations we invest in our staff, encourage work-life balance and promote team spirit in order to reinforce our position as an employer of choice. The Group has a "Human Rights Policy" to reaffirm its commitment to respecting and protecting the fundamental rights of our employees. The policy was developed in accordance with the principles of the United Nations Global Compact, and stipulates the Group's mechanism through which staff can report concerns.

Equality and Diversity

 

Continuous efforts are made to promote workplace diversity. Our policies on recruitment, promotion, dismissal and anti-discrimination as stated in our internal "Code of Conduct" ensure fair and equitable work environment for all, regardless of age, gender, ethnicity and other aspects of diversity. Under the Group's grievance and whistleblowing procedures, allegations of discrimination are investigated confidentially and thoroughly, and followed up with appropriate management action.

Celebrating Diversity

2017

Celebrating Diversity

Our commitment to workplace diversity and equal employment opportunity is reflected in our efforts to recruit and help people whose talents may have been overlooked.


Hong Kong Convention and Exhibition Centre (Management) Limited ("HML") has been working closely with St. James’ Settlement to recruit people with intellectual disabilities. Lau Yee Wai, nicknamed “Wai Wai”, was one of those hired in 2014 to join the Stewarding Team of the Housekeeping Department. Wai Wai is responsible for cleaning the staff canteen. Tailored training courses were provided for her when she first started, and she can now handle a range of duties with minimal supervision. The job has not only enabled Wai Wai to master new skills and develop her confidence, but also boosted her ability to look after herself.


In FY2017, our Corporate Office also initiated a jobshadowing scheme to support young people with disability. In collaboration with the Ebenezer School & Home for the Visually Impaired and CareER, five young people were recruited to shadow staff in various departments. Each was assigned a manager-grade mentor who guided them and shared useful tips on navigating the business world.

Training and Education

 

We encourage staff members to proactively identify their training needs and seek development opportunities to fulfil their personal and career aspirations. As an employer believing in life-long learning, we provide educational subsidies and examination leave to motivate our employees to pursue further study. In addition to on-the-job training and guidance from mentors, employees are provided with the opportunity to attend external and in-house training programmes.

The Path to Professional Excellence

2017

The Path to Professional Excellence

Recognition is instrumental in motivating employees to strive to achieve more. The Group has established an Outstanding Employee Awards scheme to honour top-performing employees. In FY2017, awards were presented to 12 individuals from the managerial, general and operational staff categories as well as four employee teams.


Jin Mei, a toll collector of Hangzhou Guoyi, was the winner of the operational staff category in FY2017. Located at the heart of China’s eastern economic hub, Hangzhou Ring Road serves over 78,000 vehicles on a daily basis. Jin Mei is awarded for her exemplary customer service skills. She greets every driver passing through her toll booth with courtesy and a smile. These golden rules of customer-service etiquette exemplify the customer-centric spirit we aim to uphold. What’s more, she is active in passing along her knowledge and skills to fellow frontline staff through internal sharing opportunities and training sessions.


We work to make Hangzhou Ring Road a stellar example of what a modern toll road can be, with customer satisfaction as a top priority, alongside road safety and environmental protection. Resources have been allocated to enhance facilities and employee training, aiming to take service quality to even greater heights.

Marine Officer Trainee Programme

2015

Marine Officer Trainee Programme

The majority of the operational staff at New World First Ferry Services Limited ("NWFF") is 50 years of age or older. Looking ahead, it will be crucial to attract and train new recruits to take over the jobs vacated by retiring senior staff. To attract young people to the industry and build a pipeline for succession, NWFF established the First Ferry Marine Officer Trainee Programme in 2015. The six-year development programme provides young recruits with maritime knowledge, management skills and professional seafaring know-how through classroom learning and on-the-job practical experience. After the training programme, trainees can take examinations to gain professional qualification as Grade 1 coxswains or can be promoted to become operation supervisors.

HML Reaches Out to Talent

2015

HML Reaches Out to Talent

Being at the forefront of the booming convention and exhibition industry, Hong Kong Convention and Exhibition Centre (Management) Limited ("HML") is faced with the challenge of finding the right talent to maintain the highest service standards for customers and event organizers. Most notably, positions in food and beverage, engineering, and facilities management are increasingly competitive to recruit for. In response, HML continues to broaden its outreach to potential candidates.


Each year, HML partners with different educational institutions to nurture fresh talent by providing internship opportunities and on-the-job training. To nurture the skills required by the food and beverage division, for example, a Hospitality Experience Programme has been developed in partnership with the Hong Kong College of Technology. Students specializing in catering and hospitality are provided with both hands-on experience and performance-based job placement opportunity.


With the aim of reaching out to a larger pool of potential candidates, HML staged a Recruitment Day in 2015. Applicants were introduced to various job openings and provided with on-site interviews with departmental managers and supervisors. Over 180 applicants applied for more than 50 vacancies, and half of these posts were filled within a day.

Acquiring and Growing Talent

2014

Acquiring and Growing Talent

One of the biggest challenges for businesses in Hong Kong is a decline in labour supply. In particular, the shortage of young technical and operational staff poses a significant risk to our construction business. About 35% of our construction workforce is over 50 years old. This means that over the next 15 years, as these employees reach retirement age, we will face an outflow of technical expertise that directly affects our ability to be in business. It is imperative that we put in place effective measures to attract, train and retain new employees.


The Group’s subsidiary, Hip Hing, addresses the manpower issue by establishing itself as a preferred employer. It regularly reviews and realigns its people development programmes, reflecting its commitment to providing rewarding career and personal development opportunities to all levels of staff.


To boost the talent pool, the comprehensive people development programme starts with scholarships and sponsorships targeting high-performing students at universities and further education institutes. In addition to financial support, students are offered internships and job attachments to broaden their experience and apply academic knowledge in a practical environment under the guidance of an experienced supervisor. Interns stay connected with Hip Hing during their final year of study through a Fellowship Programme, which serves as a springboard for a career at Hip Hing. Scholarship recipients and outstanding interns from the Construction Industry Council’s Technician Diploma Programme are offered an Apprentice Foreman post and admitted to the Apprentice Foreman Training Programme upon graduation.


High-potential university graduates are recruited to Hip Hing through a targeted management trainee programme, the Construction Officer Development Programme, which aims to grow young graduates into competent project management executives. Apart from furthering their professional qualifications, job knowledge and technical abilities through job rotation, trainees are guided in developing their personal effectiveness and managerial competences.


Project managers and site agents are key staff within a construction company and vital to the successful delivery of a project. To ensure a stable pipeline of staff qualified for these crucial positions, Hip Hing designed two talent development programmes, namely Project Manager Development Programme (“PMDP”) and Site Agent Development Programme (“SADP”), that provide staff with opportunities to grow and unleash their potential. The PMDP focuses on three areas of professional qualifications, job knowledge and technical abilities, and managerial competences, and each trainee is assigned a coach who tracks their learning and development. In the SADP, trainees are assigned a mentor who plans and oversees their on-the-job training, which embraces technical, supervisory and management disciplines.

Work-life Balance

 

Work-life balance is a value broadly promoted across our operations through caring policies and measures, as well as a wide range of leisure and sports activities. These initiatives consider the well-being of not just our employees but also their families. We also actively promote employee health and wellness by providing staff members with free influenza vaccinations, medical check-ups and fresh fruits.

NWS Adventure Day

2015

NWS Adventure Day

At NWS Holdings, we organize a series of family excursions and activities, which are open to employees across the Group. The bi-annual NWS Adventure Day is one way in which we reward our employees with a fun-filled day with their families and co-workers. The NWS Adventure Day, held in September 2015, attracted a record-breaking turnout of over 8,000 employees and their family members for an outing to Hong Kong Disneyland. Participants enjoyed a dazzling opening ceremony, the Festival of the Lion King show, lucky draws, and an exclusive preview of the popular Disney Haunted Halloween attraction. Participants also enjoyed special offers on meals and shopping.

Occupational Health and Safety

 

Safety committees, policies, protocols are fully integrated into our businesses, particularly in operations exposed to greater occupational health and safety risks. Joint management-worker taskforces are set up at various subsidiaries to address the particular nature of work at each company and to incorporate frontline views in the formation of safety measures.

Hip Hing Construction Group Puts Safety First

2015

Hip Hing Construction Group Puts Safety First

Hip Hing attaches paramount importance to safety and works relentlessly to prevent and manage construction site risks, aiming to deliver continuous improvement in industrial safety and, ultimately, achieve a zero injury rate. Hip Hing is working towards this goal with a two pronged approach comprising safety promotion and the use of new technology.


In 2015, Hip Hing launched a large-scale internal safety awareness programme, which included a safety forum, internal safety survey, educational videos, safety tips and a safe construction site recognition scheme. To demonstrate management commitment to a safe working environment, Hip Hing’s senior management has increased the frequency of their visits to construction sites, where they lead morning exercise, distribute sunblock products and present awards to the most safety-minded workers.


Project teams at Hip Hing are making increasing use of technology to monitor and reduce safety risks. At the Po Heung Street Public Rental Housing Project, for example, specialists were deployed to construct 3D renderings from 2D drawings that can be used to pinpoint safety risks to frontline workers. Hong Kong Polytechnic University was also engaged to develop the Proactive Construction Management System (PCMS), which involves the installation of GPS locators on the safety helmets of workers. When a worker crosses into a danger zone or is in the vicinity of in-use machinery, the PCMS generates a warning signal to alert them to imminent risk. The system also provides data about the frequency of workers entering danger zones to help project teams review and plan further safety measures.


These initiatives, together with the concerted efforts of all Hip Hing staff, had resulted in an improved injury rate of 9.9/1,000 workers in the financial year ended 30 June 2015, compared to 11.3/1,000 in the previous financial year. Hip Hing’s site injury rate is well below the construction industry average of 40/1,000 workers.