We are one of Hong Kong's largest listed companies with 9,834 full-time equivalent employees as at 31 December 2011 - a year-on-year increase of 2%.

We foster a culture of open dialogue and our staff are encouraged to discuss their career aspirations or concerns with their supervisors at any time. Twice a year, this dialogue is formalised through staff performance reviews in which employees and their managers work together to identify personal strength and development areas of interest and/or knowledge and skills needs that can be enhanced through training and other career development intervention.

Our intranet provides staff with convenient access to information about our online and in-person training and career-planning solutions, with different teaching methods that allow employees to learn in a way that best suits their needs. Our wide range of programmes includes financial and product knowledge, selling and sales management skills, leadership and management skills, language and professional development as well as risk and compliance. We respond quickly to changing training needs to ensure our people meet regulatory requirements and are well equipped to explore new avenues for business growth.

Additional opportunities for staff development are provided through job rotations, secondments and cross-posting programmes. We also operate an award scheme to encourage staff to pursue professional or academic qualifications that will enhance their job performance and career advancement prospects.

Same as 2010, our average number of in-house training days per staff in 2011 was six, excluding external training, seminars and conferences, etc.

Cultivating Leaders and Nurturing Talent

With the aims of retaining talent and ensuring a quality internal pipeline, we identify and develop individuals displaying high potential to fill future leadership roles and other critical positions.

We have established a Leadership and Management Development framework with a strategic training focus that enhances leadership qualities, people management capabilities, and business and personal effectiveness skills (see box: Building Better Leaders).

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Management Trainee Programmes

Our Management Trainee programmes give graduates in Hong Kong and on the Mainland intensive training and exposure to different business segments with the objective of grooming programme participants to take up future management roles.

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Pay and Compensation

We offer competitive pay and employee benefits to attract talented staff and use a performance-based remuneration system to motivate and reward them in line with their contributions to growing our business. Additional incentivisation is generated through the use of a variable pay scheme that is based on the performance of the Bank and individual employees.

As part of our staff retention programme, we regularly review packages and career advancement opportunities, particularly for key positions, to ensure continuing market competitiveness.

Our voluntary turnover rate in Hong Kong for 2011 was 11.6% - the second lowest among major banks in Hong Kong.

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Employee Engagement and Communication

Effective communication is crucial in building a motivated, engaged workforce. Information relating to employment matters and the Bank's business direction, strategies and policies are communicated to staff by their supervisors and via our intranet, morning broadcasts and staff newsletter. Our online HR Net channel contains the Bank's human resources (HR) policies, provides timely updates on new or changing information, and serves as a convenient hub for accessing HR-related documents and forms.

Since 2007, we have conducted an annual Staff Opinion Survey to measure the engagement level of our staff and better understand their perspectives, priorities and concerns, enabling us to take effective action to continually improve employee engagement.

Our employees have an invaluable role to play in helping to form and enhance our strategic direction and policies. We promote a 'listening and speaking up' culture as part of our emphasis on open dialogue, resulting in more effective communication and improved service across all levels of our organisation. Staff are also encouraged to contribute their ideas during work improvement programmes, cross-team projects and suggestion schemes.

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Diversity and Inclusion

In championing a diverse and inclusive workplace, we expect all members of our team to demonstrate appreciation, care and respect for each other, regardless of position, background, gender or age.

Our employment practices do not discriminate on the grounds of sex, marital status or pregnancy, family status, race, religion, national or ethnic origin, or disability. The principles established in our Equal Opportunities Policy have been incorporated into our Staff Code of Conduct with which staff are required to comply.

All staff receive training on issues such as diversity and inclusion, equal opportunities and data privacy. In 2011, we provided over 17,000 hours of training on policies, procedures and building greater awareness of human rights issues that are relevant to our working environment and operations.

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Business Principles and Values

Our stringent principles of business conduct - based on external regulations and internally established standards and values - hold our people to high standards of integrity. We require a personal commitment to honesty, fair dealing and high-quality service, as well as full compliance with the spirit and letter of all relevant laws and regulations.

Our key principle is the concept of ‘courageous integrity’ (see box: Acting with Courageous Integrity), under which we empower all our employees with the courage and capability to do the right thing without compromising ethical standards or personal integrity, and to act in an honest and upright way in everything they do.

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Work-Life Balance

Staff who enjoy a good work-life balance are better equipped to give their best performance. We support our people in effectively managing their work and life commitments through initiatives including flexi-time arrangements, adoption leave and volunteer leave.

As part of our efforts to be a family-friendly employer, in 2008 we implemented a paternity leave scheme that gives fathers the chance to offer greater support to their wives in the days following the arrival of a new baby. About 90 male employees benefitted from this initiative in 2011, while about 170 female employees took their statutory entitlements for maternity leave. The return-to-work rate and retention rate following parental leave was close to 100%.

To encourage healthy lifestyles, a passionate spirit and broad-ranging interests among our employees, we organise a wide range of recreational and sporting activities. In 2011, these included a family fun day and six sporting competitions - badminton, 10-pin bowling, table tennis, golf, basketball and football - under the Hang Seng Cup. Over 20,000 participants took part in the sporting activities we organised for staff and their families in 2011.

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