Developing Our People

• Staff Development and Training
• Pay and Compensation
• Employee Engagement and Communication
• Diversity
• Code Of Conduct
• Work-Life Balance

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 2008, our number of full-time equivalent staff was 9,764, a year-on-year increase of 6.2 per cent.

Staff Development and Training

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 keep staff well informed of the learning and development solutions available to them via our intranet. We provide instructor-led programmes at our training centres 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.

Our average number of training days per member of staff in 2008 was six. About 56,000 trainees received in-house training in 2008 through instructor-led courses and e-learning programmes.

Career Advancement
We have developed a Staff Development and Career Planning Model to support our strategy of nurturing and retaining talent. 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
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.

For long-term succession planning, we have created a succession framework to enable a pipeline of future leaders for key post succession across major businesses and functions.

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.

Pay and Compensation

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.

These initiatives helped us record a 2008 turnover rate of 8.7 per cent in Hong Kong – 5.7 percentage points lower than the market average.

Employee Engagement and Communication

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. Part of our intranet, our HR Net communicates the Bank’s HR policies and gives 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.

The 2008 Survey revealed a very positive result with 78% of staff expressing engagement towards the Bank, ahead of both the Hong Kong and Best in Class norm comparisons.

Employees are also encouraged to contribute their ideas during work improvement programmes, cross-team projects and suggestion schemes.

Diversity

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.

Code Of Conduct

All staff are required to strictly adhere to the Code of Conduct contained in our Staff Handbook. Following regulatory guidelines and industry best practice, the Code sets out the ethical standards and values that our staff must adopt. Topics include the prevention of bribery, dealing in securities, personal benefits, outside employment and anti-discrimination policies. The Bank uses various communication channels to periodically remind staff of the requirement to adhere to the rules and standards established by the Code and staff are required to sign a declaration on an annual basis to certify their strict compliance.

Work-Life Balance

Employees who enjoy a good work-life balance are better equipped to give their best performance.

Our Staff Recreation Centre is set up to enhance physical and psychological health of staff members and their families through participation in a wide range of sporting and recreational activities. We also arrange regular talks, interest classes and workshops on topics such as health, stress management and family harmony.

In 2008, over 13,600 employees and their family members participated in 470 sports and recreation events organised by the Bank, and around 30,700 people were served at the Staff Recreation Centre.

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