Loretta Ng Human resources manager, power system business group, CLP Power
It is essential to prepare recruits and orientate them to work in a new environment. They will have a basic understanding of our operation and their expected role before they start, but this is the time to get their "buy-in" to the company's values and ensure they have everything needed to perform their duties effectively.
Our HR department ensures that the right office equipment is available - or personal protective equipment for site staff - and arranges access to the IT systems. Supervisors welcome new hires at the assigned work location and conduct an initial orientation. This includes a formal introduction to colleagues, a briefing on local safety requirements, mention of the facilities available, and details about work arrangements in case of adverse weather.
On the official orientation day, we brief staff about the company's vision, mission and core values. We then talk about the organisational structure and management team, benefits, the performance management system, employee relations, communication channels and social activities. We also explain how to find more information through our intranet, including an e-induction programme.
For graduate trainees, technician trainees and craft apprentices, there is a specially designed one-day workshop with interactive outdoor activities to promote the importance of safety and teamwork.
Follow-up and support
We continue to arrange job-related training for new hires as they progress. If necessary, we will assign a "buddy" to help them to adapt to the new environment. Employees are also always welcome to contact their respective HR account managers.
Yau Tik-wai Assistant general manager, HR and administration, Wing On Travel
Through our orientation, training programmes and introduction to the business from department heads, new joiners get a clear understanding of Wing On Travel's (WOT) background and corporate culture. This helps them settle in quickly and become familiar with their areas of work. It is especially important for new colleagues to have a good grasp of operations and know how the communication channels work between different departments. That also helps them develop a sense of belonging and is good for staff retention.
Before people join, our HR department arranges desks, stationery, an appointment for a photo for a staff card, and a session to fit their uniform.
On their first day, new employees attend an orientation briefing and have a tour of the company. Our HR division explains company rules and everyone receives a staff handbook with details of benefits and internal policies and procedures. Those in frontline positions have 10 days of professional training, covering standards of service and branch operations. Supervisors organise a welcome lunch so new recruits can get to know the members of their team.
Follow-up and support
During orientation, new hires are asked to fill in a "talent form" which helps us understand more about their interests and ambitions. We organise further classes and activities accordingly and invite them to join the WOT Group on Facebook to get regular updates about the company.
We pay special attention to work performance and co-operation with colleagues during the probation period. Supervisors arrange meetings with recent hires at the end of that period to discuss relevant points.