Patsy Doerr Director head of business school, Asia-Pacific and head of Global Centre of Competence, Credit Suisse
For success from day one, all new hires at Credit Suisse need a working knowledge of the bank and a globally consistent set of core tools. The "welcome day" is our first opportunity as an employer to show we are dedicated to making the working partnership a rewarding and enjoyable one.
To attract the best talent, we offer an environment in which they can thrive. Before starting with us, recruits can find useful information on our website, and we regularly touch base with them. The preparation centres on the hiring manager, in communicating about the onboarding process, making recommendations and providing checklists. It is all designed to ensure a smooth transition into the organisation.
Our approach to onboarding is to see it as a partnership for mutual benefit between the employee and the firm. All new joiners have a one-day induction programme to learn about the bank's business, strategy and vision, and to meet senior executives. We encourage them to ask questions and provide them with the tools to start developing "their story" at Credit Suisse.
Employees take division-specific and cross-divisional training programmes. These initiatives focus on product and technical skills, building client relationships and leadership development. There is a robust HR framework to explain and oversee policies, benefits and career opportunities. The bank established employee networks in Hong Kong four years ago. The aim is to bring together people from across the bank to share information, ideas and experiences. This helps to promote career development through networking, mentoring, informal education and access to senior management.
Brian Ho Executive director of human resources, Ocean Park
We are part of the hospitality industry and strongly believe in the importance of empowering front-line personnel. We put special emphasis on giving new hires the necessary skills and experience and, in this respect, our structured programme plays a vital role in ensuring and monitoring the delivery of quality services for guests at all times.
Orientation The HR department teams with representatives from the respective line departments to conduct a pre-job orientation and induction session. This is the initial stage of a comprehensive and intensive training programme. It includes everything from information about the park's vision, mission, core values and corporate strategies to details of our organisational structure, the need for a strong and sustainable service culture, and standards for personal grooming. To explain service concepts, we show new joiners the tourist's viewpoint and the behind-the-scenes perspective of our major attractions, guest facilities and transportation.
The programme also covers key areas such as HR policies and procedures, work ethics, and environmental health and safety, so that all new hires start on the right foot.
During their first three months, new recruits also take part in our "Ocean Partner" programme. The HR department and experienced staff share their experiences and talk about the right attitude towards work. Newer employees from different divisions then split into small groups to complete various tasks, involving games and role-play exercises to build teamwork and teach creative problem-solving. In addition, participants
take a personality test to understand themselves better. These activities help people overcome "culture shock" and engage them in a new environment.