Our People

• Developing Our People
• Staff Development and Training
• Pay and Compensation
• Employee Engagement and Communication
• Staff Health and Safety
• Diversity
• Code Of Conduct
• Work-Life Balance

Developing Our People

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 2009, our number of full-time equivalent staff was 9,342, a year-on-year decrease of 4.3 per cent.

Staff Development and Training

Staff reviews are conducted semi-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 web-based training 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.

We revamped and enhanced our training intranet in 2009 to better deliver customised e-learning solutions that maximise training effectiveness.

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 2009 was six, the same as in 2008.

Career Development
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 development. We support internal recruitment where suitable candidates are available.

Talent Development
Comprised of senior Bank executives, our succession planning committees identify members of staff with good potential for key post succession across major business groups and functions. These individuals are offered enhanced career development opportunities and special training programmes. With respect to long-term succession planning, we have created a succession framework to ensure a steady pipeline of future leaders.

Leadership and Management Skills Development
We use a Leadership and Management Development model with a strategic training focus that enhances leadership qualities, people management capabilities, and business and personal effectiveness. We also customise training programmes for staff in Hong Kong and on the Mainland to promote a high performance culture throughout the Bank.

Management Trainee Programmes
Our Management Trainee programmes give 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.

Our voluntary turnover rate in Hong Kong for 2009 was 6 per cent - the second lowest among banks in Hong Kong.

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. Our 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 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, Management Effectiveness Questionnaires and Post-results Business Briefings. Hang Seng China also operates the 'Fly High' Programme to communicate future business direction and build team spirit among its staff.

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

Staff Health and Safety

We established our official Health and Safety Policy in 2001 and continue to refine our occupational health and safety policies, procedures and training. In 2009, we set up a Safety Management Committee to lead the execution of job hazard analysis, risk assessment and safety control measures, and to oversee the production of a comprehensive set of safety management system documents that include an occupational health and safety system manual as well as health and safety instructions and procedures.

In early 2010, Hang Seng became the world's first bank to be assessed as compliant with BS OHSAS 18001:2007 - an internationally recognised best practice standard for occupational health and safety.

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 all 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 all 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.

To promote work-life balance, we operate a sports and recreation centre at our MegaBox premises and encourage our employees to participate in a wide range of sporting and recreational activities. Over 400 activities were organised in 2009, with more than 25,000 staff and their family members taking part. Such initiatives include outings, regular talks, interest classes and workshops on topics such as health, stress management and family harmony.

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