Annual Report

Our People

One of the goals of Hongkong Post is to create a highly motivated workforce that enjoys high levels of job satisfaction. We are achieving this through our "World Class People" strategy, which amongst other things addresses issues of staff training and development, staff communications and the recognition of staff performance. In particular, we are committed to providing all staff with training opportunities that will equip them with the essential skills and attitudes needed for delivering a quality service to the public.

Training and development

We have continued to deliver a wide range of training programmes to enhance the competence and commitment of our workforce. There were 33,095 training days in 2008/09, slightly more than last year's figure of 32,830.

Following a revamp of our training curriculum, we have developed a series of new vocational training courses designed to help supervisors improve their performance. We have also designed an in-house customer service module that covers the skills needed for handling complaints.

To prepare our people for the smooth implementation of the Productivity and Quality Management System (PQMS), we organised a workshop on "lean management" for all our operations managers in July 2008, and arranged for supervisory officers to visit the Toyota factory in Guangzhou to see the Toyota Production System in operation. With the introduction of a new Mechanised Letter Sorting System and the full implementation of PQMS in our mail processing centres, we organised a series of Change Management Workshops to help supervisors cope with these changes.

We also introduced a new series of Competence Development Programme (CDP) for frontline staff, putting an emphasis on improving staff communication skills and reinforcing a "can-do" spirit. Over 2,500 staff members participated in the CDP in 2008/09.

We rolled out a number of initiatives during the year to promote integrity management within Hongkong Post. Besides making integrity management a part of all induction courses for new recruits, an integrity management module has been added to the CDP targeted at our floor supervisors and frontline staff. Across the year more than 2,000 officers attended these programmes. From time to time we also arrange talks by Independent Commission Against Corruption (ICAC) officers designed to make staff more aware of the areas of their duties most at risk from corruption. All these programmes have been developed with the aim of nurturing, developing and sustaining a culture of ethical behaviour in our staff.

During the year, we continued to offer a range of training and development programmes to managers of different ranks. We sent staff on postal management courses at the Asian-Pacific Postal College in Bangkok, to a national studies programme held in the Mainland and local public courses on project management, transport management and supplychain management. We also arranged for senior officers to attend a renowned Executive Management Programme, comprising a series of workshops on leadership, strategic analysis, marketing and the management of financial issues. Some of our senior officers were also sponsored to attend an Executive MBA Programme.

Apart from giving induction training to new recruits at managerial level, we also commissioned the Asian-Pacific Postal College to provide them with a two-week in-house training programme on international postal operations. Following this, the new recruits got to widen their international exposure through visits to SingPost and Pos Malaysia.

To foster a culture of continuous learning, we continued to provide evening courses in Putonghua, English and computer skills for all staff. In 2008/09, we went a step further by developing a Putonghua and English self-learning kit, which staff can use to improve their language skills at their own pace.

Our Staff Training Centre serves to foster a culture of continuous learning and improvement

Health and Safety programmes

In 2008/09, Hongkong Post became the first Government Department to implement a pilot Work Safety Behaviour Programme, which was launched at the International Mail Centre. Financed by the Civil Service Bureau (CSB), the programme aimed to identify and improve unsafe behaviour and to cultivate proactive work safety attitudes at shop floor level, leading to ongoing improvements in health and safety. Our experiences in implementing the programme were later shared with other Bureaux and Departments, at the CSB's Occupational Safety and Health Seminar held in October 2008.

During the year, a selection of Hongkong Post offices underwent the annual safety audit "Continual Improvement Safety Programme Recognition Of System (CISPROS) Level II", which was carried out by an Occupational Safety & Health Council consultant. In addition, the sorting office at the International Mail Centre, the Shek Wu Hui Delivery Office and the Queen's Road Post Office were all selected as pilot offices designated to work towards attaining CISPROS Level III Certification in 2009.

A professional consultancy service helped Hongkong Post implement the 5S programme at the Air Mail Centre. In addition, various operational divisions of Hongkong Post developed 5S revamp programmes that will be adopted in phases by all offices, helping cultivate and sustain good housekeeping practices amongst Hongkong Post staff.

We organised an "Occupational Safety & Health Week" to enhance staff awareness of health and safety issues.

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