Business success relies on the teamwork and talents of our staff. We therefore strive to offer a working environment that attracts people of the highest calibre by providing compensation, training and career development opportunities that motivate staff to aim for greater heights of service excellence.
As at 31 December 2007, our number of full-time equivalent staff was 9,190, a year-on-year increase of 8.6 per cent.
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Staff reviews are conducted annually and include collaborative development of individualised development plans by members of staff and their managers. These plans provide the framework for giving staff opportunities to enhance their knowledge and skills through in-house training and other methods of learning as well as practical on-the-job exposure.
We provide instructor-led programmes at our training centre and desktop-based instruction through our e-learning platform. We offer a wide range of courses, ranging from financial and product knowledge training to leadership and management skills and language and professional development programmes. To support our rapid business development on the Mainland, we have developed a number of programmes that focus specifically on the development of key skills and knowledge for the Mainland market.
Staff are also encouraged to pursue professional or academic qualifications through the Bank's Education and Professional Qualification Award Scheme.
One of our training programmes, 'Strategic Collaboration for a New Insurance Culture', was awarded an Excellence in Practice citation by the American Society for Training and Development.
Our average number of training days per member of staff in 2007 was 6.5.
Career Advancement
We have well-defined career paths for different employee categories. Ongoing job rotation, secondment and cross-posting programmes offer good opportunities for learning and growth that can help build and consolidate the skills and experience required for career advancement. We support internal recruitment where suitable candidates are available.
Talent Development
Our Staff Development and Career Planning Model supports our strategy of nurturing and retaining high fliers. Comprised of senior Bank executives, our Talent Management Committee identifies strong performers who are invited to participate in our Talent Development programme, under which they will enjoy enhanced career development opportunities and mentoring by senior management.
Management Trainee Scheme
Our Management Trainee Scheme gives graduates both in Hong Kong and on the Mainland intensive training and exposure to different business segments with the objective of grooming individuals with good potential to take up management roles in the future.
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Offering fair and competitive pay and benefits packages helps us attract and retain talented employees. We use a performance-based remuneration system to motivate staff and reward them in line with their contributions to growing our business. Outstanding staff are further incentivised through the use of a variable pay scheme that is based on the performance of the Bank.
As part of our staff retention programme, we also regularly review packages and career advancement opportunities - particularly for key positions - to ensure continuing market competitiveness.
In light of the vital contributions of our staff to Hang Seng's strong financial performance in 2007, the Directors awarded pay increases of up to 12 per cent in early 2008.
These initiatives helped us record a 2007 turnover rate of 12.2 per cent in Hong Kong - 5.3 percentage points lower than the market average.
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Good communication with our staff is crucial. Information relating to employment matters and the Bank's business direction, strategies and policies are communicated to staff members via the intranet, morning broadcasts and staff newsletters. Our new HR Net works to communicate the Bank's HR policies and provide timely updates on new or changing information as well as providing other relevant information and forms.
Equally important, we recognise the invaluable role that our staff play in helping to form and enhance our direction and policies. We encourage an open dialogue across all levels through our 'listening and speaking up' culture.
Beginning in 2007, we now conduct an annual Staff Opinion Survey to help us understand the concerns and attitudes of our employees. Staff can also engage in two-way communication with senior management through such initiatives as Chief Executive's Mailbox, Meet The Staff Scheme, Management Effectiveness Questionnaires and Staff Hotline.
Employees are also encouraged to contribute their ideas during work improvement programmes, cross-team projects and suggestion schemes.
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We are committed to providing equal opportunities for all employees. Our employment practices do not discriminate on the grounds of sex, marital or family status, disability or pregnancy.
All employees are briefed on our anti-discrimination and anti-harassment policies. Disciplinary actions may be lodged against any employee who breaches these policies.
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All our staff are entitled to enjoy a safe and healthy working environment. We have systems in place to identify potential health, safety and fire risks, and take all necessary measures to remove, reduce or control material risks of fire, injuries or accidents to employees and visitors.
We conduct regular training of internally appointed responsible personnel such as fire marshals. We also ensure that staff have access to equipment and training designed to improve their occupational health.
We have prepared a Communicable Diseases Plan and developed an Avian Influenza Contingency Manual that sets out key issues to be addressed and responses to be taken in the event of the occurrence of a serious communicable disease. We have used various communication channels to raise staff awareness as regards the importance of personal hygiene and health.
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Employees who enjoy a good work-life balance are better equipped to give their best performance. We arrange regular talks, interest classes and workshops on topics such as health, stress management and family harmony to promote the well-being of our staff.
In addition to providing statutory maternity leave, in 2007, we introduced paternity leave, including in adoption cases.
Our Staff Recreation Centre also offers staff and their families the opportunity to participate in a wide range of sporting and recreational activities. In 2007, over 8,000 staff and their family members participated in 319 sports and leisure events.
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