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FOREWORD Message from Alfred W K Chan BBS Chairman The Hong Kong Management Association
Message from Dr Victor Lee Executive Director The Hong Kong Management Association
The Hong Kong Management Association has been supporting The Conference Board CEO Challenge® Survey as the regional partner in Hong Kong since 2013. I am very pleased to announce that a regional report for Hong Kong, for the first time, will be officially released in late June this year.
Hong Kong is facing critical challenges arising from global competition and local instability. There is a compelling call for Hong Kong to revitalise its competitive edge to walk through the threats and overcome the challenges ahead. Among all, human capital is the most critical factor to enhance our competitiveness.
To catch the first glimpse of the survey report, ‘human capital’ ranks first, again, as the most critical challenge facing CEOs from around the world including Hong Kong in 2015. CEOs in Hong Kong see the criticality of ‘human capital’ to business success, while considering better leadership programmes and enhancing the effectiveness of their senior management teams as top priorities. Celebrating the 25th anniversary this year, the Award for Excellence in Training and Development has recognised over 300 training and development programmes and trainers. These winning companies have demonstrated their commitment to developing and retaining skilled talent through a wellestablished career advancement preparation system. They serve as shining examples of how a strong investment in human capital can help companies thrive and prosper. On behalf of the Association, I wish to thank the Panel of Adjudicators, the Board of Examiners and members of the Organizing Committee, for their generous devotion of time and effort to this meaningful event. I would also like to extend my gratitude to the Main Sponsors, Sponsors and Media Sponsors for their tremendous support for training and development profession. Finally, we are immensely grateful to Dr Leong Che Hung GBM GBS OBE JP, Council Chairman of The University of Hong Kong, for sharing his invaluable insights at the Final Presentation Seminar.
The Award for Excellence in Training and Development was first initiated by The Hong Kong Management Association in 1990. We are glad to see that many corporations in Hong Kong have been investing heavily in developing their human capital. The continuous improvement in organisational performance brought by effective training and development programmes will surely exert a positive impact on Hong Kong’s long-term economic development. This year, the Award celebrates its 25 years of establishment. I would like to express my heartfelt gratitude to Mr Anthony Rushton, Chairman of the Awards Organizing Committee and his fellow members for contributing countless hours and efforts in making the Award such a great success. I also would like to express my big thanks to all of the adjudicators and examiners for their scrutiny in the judging process, as well as their endeavors to uphold the standard of the Awards. My sincere appreciations also goes to all the Main Sponsors, Sponsors and Media Sponsors for their generous support. Last but not least, I would like to pay tribute to Dr Leong Che Hung GBM GBS OBE JP, Council Chairman of The University of Hong Kong, for being the Keynote Speaker of the Final Presentation Seminar.
Finalist Anthony Rushton, Chairman, Training & Development Awards Organising Committee, HKMA Award for Excellence in Training & Development
What to expect this year Having observed the Awards over the past few years, Rushton has seen changes in both the types of companies putting themselves forward for recognition, and in the presentations at the seminar. He commented, “The quality of entries is getting better and better. We’re seeing more creativity and there’s a wider variety of organisations and industries joining. Participants are each time better prepared, and the presentations are getting even more professional.”
In his second year as Chairman of the Organising Committee for the 2015 HKMA Award for Excellence in Training and Development, Anthony Rushton, Head of Learning, Hong Kong, Human Resources, Asia Pacific, HSBC shares on better training in Hong Kong, how the learning sphere is changing and what the judges will be hoping to see in this year’s awards.
HR Magazine • hrmagazine.hk
Rushton is glad to have seen a change in those joining the Awards. “Whilst, five or six years ago it was predominantly larger companies with specific internal training departments who entered, each year more and more smaller companies are also putting themselves up for the accolade.” Core L&D values In order to develop and deliver an effective L&D programme, HR should be looking to fulfil three key objectives. According to Rushton, “First, it must be impactful—aligned to the business strategy and tangible. Second it must be stimulating—innovative and creative. Third, often training can be seen as a cost not an investment, so it must be cost effective. The investment must be clear.”
In his own career development, Rushton has moved between various roles including business development, branch manager and relationship manager. He credits this with giving him great insight into training and people. He recommends enabling those with an interest in training to speak up early in their careers and get some exposure to the reality of various roles, before totally moving into the training arena. L&D and attrition On using L&D as a retention tool, Rushton stressed that it must be in the organisation’s DNA. He said it must reinforce and emphasise the organisation’s culture, “An organisation that is aligned with the culture is very powerful.” With employers continuing to look to the graduate market for innovative minds and fresh approaches, Rushton advised employers to keep in touch with the different wants and
needs of the group. He said, “Gone are the days of the twoyear graduate development programme. They need to know it is ongoing development. Organisations must meet this requirement to get the top talent from that market. At HSBC, Rushton has seen a dramatic shift in the way training is delivered. There are far more and very effective pre- and post-course online materials for added support, giving instant results and immediate feedback through online platforms ensures that training can have a larger impact. Business sponsorship Absolutely crucial to success is senior management’s support. Rushton commented, “It is not enough anymore to come and open a programme, stick around for a couple of minutes, then go and leave the participants to it.” For maximum impact, organisations need to have their head of learning or an HR presence in the senior management team, there at the table where the decision-making is taking place. It is risky to consider them as merely a support function or an afterthought. Finally, Rushton shared his training ethos—“If a training function is positioned and led in the right way in an organisation, it can bring tremendous positive business results. But it must be positioned and led in the right way or it will not have the impact.”
“
If a training function is positioned and led in the right way in an organisation, it can bring tremendous positive business results.
”
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
Rushton believes the key to choosing a great trainer is looking beyond the simple ability to facilitate a workshop. Essential also is a background in the focus area—leadership taught by someone who has worked as a people leader, sales training led by an ex-salesman. He commented, “They can bring this expertise to the programme, they can relate to the issues and bring the content to life. Of all the trainers I have worked with, 95% of the good ones had real experience in that function.”
Finalist
SKILLS TRAINING CATEGORY
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
4
t celebrates their successful cutover. The Cathay Pacific team at Frankfurt Airpor
Cathay Pacific Airways The PSS Transformation Programme
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athay Pacific Airways, the home airline of Hong Kong, serves more than 190 destinations in 51 countries and territories worldwide, and its Passenger Services System (PSS) that helps manage passenger check-in is crucial to its success. In 2014, the old PSS, nearing the end of its lifecycle, was replaced with a completely new Customer Management system. Because of the complexity, criticality and scale of this transition, the migration to the new PSS became the airline’s largest ever IT project. To meet this monumental task, the airline established an equally impressive Passenger Services System Transformation Programme to help re-skill around 8,500 check-in agents and airport staff globally and get them up to speed with the new system. Tim Catling, Programme Manager for Cathay Pacific’s Passenger Services System (PSS) explained the demanding and delicate nature of this process, “If a PSS is the beating heart of an airline, then changing it is like a heart transplant. Airport staff worldwide needed training in and to be migrated to the new system, spawning Cathay’s largest ever skills training programme. Changing from a legacy to a modern system was also an opportunity to change the way we worked to optimise processes and exploit new functionality.” At the height of the education programme, 16 classes were being trained per week in Hong Kong alone, which completely exhausted the supply of regular classrooms. As result, 12 additional classrooms were built from scratch in just one month to facilitate this huge L&D undertaking. 90% of participants attending the programme said it was helpful and effective and while a positive reaction is satisfying; proof of learning is also
critical. Catling explained, “We needed to find out if our people had actually acquired new knowledge and skills. Consequently, all participants had to reach a minimum proficiency—checked through examination—to ensure Cathay reached all its compliance obligations and commercial imperatives.” Pointing out the obvious benefits of the programme, Catling noted, “Thanks to a great team effort all staff were trained to time and budget. Aside from boosting knowledge and skills, one of the biggest measurable changes the programme has elicited is a reduction in average check-in processing times by 18% across the network.”
“
Changing from a legacy to a modern system was also an opportunity to change the way we worked to optimise processes and exploit new functionality.
Re-skilling • Transition • Optimisation HR Magazine • hrmagazine.hk
”
– Tim Catling, Programme Manager for Cathay Pacific’s Passenger Services System, Cathay Pacific Airways Limited
Finalist
SKILLS TRAINING CATEGORY
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
6
DBS Bank (Hong Kong) Limited Kelvin Chung, Head of Treasures and Distribution, led the branch managers to devise the Business Plannin g and People Development Strategies.
New Relationship Manager Continuum Development Programme for Consumer Banking and Private Banking Businesses
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ince 2003, DBS has been operating its Consumer Banking and Private Banking businesses in Hong Kong. In 2011, as part of the business growth strategy, the Bank placed additional focus on expanding its wealth management solutions to meet customers’ increasingly sophisticated banking needs. DBS pioneered the Wealth Continuum concept and services to customers to help them better manage their wealth and grow their assets. Rapid expansion of the wealth management business coupled with a limited talent supply in the local market meant intense competition for acquiring suitably experienced Relationship Managers. Instead of intensifying this war for talent, DBS chose to strengthen its own people capabilities to build a talent pipeline that could sustain and support continuous business growth. To support this, the Bank developed the New Relationship Manager Continuum Development Programme for the Consumer Banking and Private Banking Businesses to attract young talent to join DBS and to develop existing junior Relationship Managers into experienced managers serving high net worth customers from both the Consumer and Private Banking segments. This training has paved the way for the career advancement of over 200 junior Relationship Managers over the years within the Bank and facilitated the recruitment and retention of talented Relationship Managers.
The programme’s success has manifested itself in growth of total income, customer base, customer satisfaction and staff satisfaction. These amazing results have been driven not only through the efforts of the Learning & Development team, but also through the commitment of senior management and the joint efforts of business heads, line trainers and wealth management coaches.
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Senior management’s support is the most important element to help facilitate an effective learning environment. The business heads are keen on developing their people and they have a strong belief that when we invest in people, they can deliver the results and stay longer with us.
Purpose-driven • Relationship-led • Everything fun! HR Magazine • hrmagazine.hk
”
– Sharon Cheng, Managing Director and Head of Human Resources, Hong Kong & China DBS Bank (Hong Kong) Limited
Finalist
SKILLS TRAINING CATEGORY
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
8
Fedex Courier i-learning programme, a refreshingly new approach to training that integrates mobile technology and workpl ace coaches into a holistic learning experience for new couriers.
Federal Express (Hong Kong) Limited Asia Pacific Courier i-learning
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edEx Express believes in a people first culture providing a high quality service that ultimately leads to profits that can then be used to reward and invest in employees. The Courier i-learning programme integrates mobile technology and workplace coaching into an “innovative and holistic learning experience” for new couriers. In such a way, this frontline training leads to an emphasis on on-thejob training via workplace coaches and mobile devices equipped with training curricula. Choon-Neo Siow, Managing Director, Training and Performance Enhancement, FedEx Express, Asia Pacific strongly agreed with the view that trainers are now seen as consultants, citing that active listening is a key differentiation between a consultant and trainer, where listening with an “open mind” is the best way to understand employees’ needs and challenges. FedEx felt it important to train affected management so that they could properly support the roll out of the Courier i-learning programme. In that way they could familiarise themselves with it and engage with the subject matter to realise the benefits. Recognition of outstanding performance within FedEx is via internal communications, awards, videos and online tools. Continuing in this vein, talent is usually sourced internally before looking externally, and it is no surprise therefore that 75% of the directors and
managers in Asia have been promoted from within. The key point FedEx felt they took from the implementation of their programme is that “taking timely action is powerful” and that for this to be possible accurate data and information is a necessity.
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Learning can be far more effective and efficient when the right mix of learning methods and technology comes together.
Encourage • Own • Enrich HR Magazine • hrmagazine.hk
”
– Choon-Neo Siow, Managing Director, Training and Performance Enhancement, FedEx Express, Asia Pacific
Vincent Woo, Training Manager—Japanese Chain Restaurants, Maxim’s stressed the importance of delivering value to workforce performance and productivity across the organisation to benefit both learners and the business as a whole. He explained, “We need to build trust from the learners—to increase their motivation to learn. We need to build trust from the learner’s line managers—to ensure their buy-in as to the benefits from an operational perspective. Additionally, we need to build trust from senior management—to obtain their endorsement for developing a learning organisation.” Woo believes it is also important for training practitioners to have the mindset of a business partner, to better understand the needs of the business, support organisational development and to increase the credibility of the profession as a whole. He also noted that line manager support is essential to all new training programmes. Before a new training programme launch, line managers receive briefings to ensure they understand the objectives and contents of the programme. Moreover, all training dates are scheduled right at the beginning of each programme, to help them make manpower arrangements well in advance. To further ensure the relevancy and applicability in the workplace, experienced district managers are also invited as guest speakers to share their experience in certain training modules. Real examples from stores are used as case studies for participant discussion to increase the effectiveness of knowledge transfer. Sushi Master Training Programme was developed as a fast-track programme, shortening the learning time
by using a systematic learning approach to train up a pool of potential chefs to become Sushi Masters to support business growth. Woo explained, “We adapted experiential-learning approaches to influence participant beliefs and mindset in terms of limitation, trust, engagement, teamwork and communication, as well as strengthening learning impact.” And it seems to be working: 16 out of 20 trainees have passed the assessment to qualify as Sushi Masters, and gone on to train up over 1,000 staff in the last one and half years. Tea sets designed by the Sushi Masters have also significantly boosted sales revenue. Apart from business results, the programme has served as a retention and development tool—with the turnover rate of Sushi Masters being much lower than that of traditional store managers.
“
Only if you can stimulate the participant’s passion, they will proactively engage with the programme and unleash their potential.
”
— Vincent Woo,Training Manager— Japanese Chain Restaurants, Maxim’s Caterers Limited
Trust • Passion • Fun HKMA Award for Excellence in Training & Development • 2015
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
W
ith over 1,400 employees in Hong Kong, at Maxim’s Japanese Chain Restaurants Division, one of the most important ingredients in their mix is trust.
SKILLS TRAINING CATEGORY
Group photo of Maxim’s Japanese Chain Restaurants Division
Genki Sushi—Sushi Master Training Programme
Finalist
Maxim’s Caterers Limited
9
Finalist
SKILLS TRAINING CATEGORY
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
10
team Steven Lam, Head of Learning (front center) & Development with the training
Sun Life Hong Kong Limited
Producers’ Advancement Programme
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un Life Hong Kong is a wholly-owned subsidiary of Sun Life Assurance Company of Canada. Having set up their first operations in Hong Kong in 1892, they are one of the most established players in the Hong Kong financial services market offering customers a wide array of protection and wealth management products and services. Their distributors use a multi-distribution approach to serve more than 1 million individuals and corporate customers in Hong Kong. All of Sun Life’s consultants and distributors go through comprehensive training and development programmes and attend regular classes at a dedicated training centre. The programmes focus on product knowledge, sales and analytical techniques and management skills. There is a great emphasis on discovering the specific training requirements of the individual so that a training programme can be designed and facilitated according to their actual needs, making them hugely effective and efficient. Trainers are seen as consultants who not only deliver the training, but also have pre- and post-training sessions to ensure that the training are as effective as possible. After training, the effectiveness of the programme is evaluated by tracking business results, leading to further analysis where recommendations for improvement are made.
Sun Life have a comprehensive tracking system for evaluating the ROI of their training programmes which takes into account increased performance versus the cost of the programme. The HKMA awards process proved to be particularly challenging and demanding for the Sun Life team and therefore, encourages the continuous advancement of their training’s quality.
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Successful training must perfectly match with participants’ training needs and business targets.
Momentum • Share • Appreciation HR Magazine • hrmagazine.hk
”
— Steven Lam, Head of Learning and Development, Sun Life Hong Kong Limited
關愛
服務與了解
專業
誠信與信任
為配合永明金融打造「最備受推崇的理財顧問團隊」，每位團隊成員皆透過四個核心 價值觀 —「關愛」、「專業」、「啟發」及「勝利」，讓永明的優質團隊文化、優質 銷售服務及優質產品，獲得同業的尊敬及客戶的認同。
勝利
領導市場 表現卓越
啟發
投入與鼓舞
最備受推崇的理財顧問團隊
Finalist
SKILLS TRAINING CATEGORY
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
12
Synergis Management Services Limited Synergis Safety Inspector Programme
Brenda Yau, Acting Managing Director, d Synergis Management Services Limite
C
ommitted to nurturing a learning culture and continually uplifting quality, with over 6,000 staff, Synergis has always focused on ensuring great communication—both within the organisation and with its customers. Brenda Yau, Acting Managing Director, Synergis Management Services Limited explained, “We take employee feedbacks and customer comments seriously, and incorporate real cases reflected by our operations team and our customers into our training.” With this in mind and to further enhance the safety of its team, Synergis launched a major training initiative with its Safety Inspector Programme. The programme has already upskilled over 160 participants as Safety Inspector of their own team; allowed best-practise sharing and provided recognition of success stories throughout the organisation. Communication across different business units and at all levels within the organisation has been of paramount importance. Brenda added, “Senior management support and encouragement has been a crucial factor in ensuring the success of the programme. L&D manager works in project teams to ensure the whole team is well versed with both the ultimate business goals and the relevant staff needs so that they can design the most suitable programme.” Line managers have also contributed greatly to the programme—performing monthly joint-inspections with the SI and coach them to help ensure that what they learn on the programme is applied into their daily duties.
And the positive impact of L&D is plain to see, with injury rates dropping 16% and 15% in 2013 and 2014, respectively. This excellent safety record has also brought significant financial savings, helping the organisation achieve reduction in 2015 EC premiums.
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Management support is crucial for a programme to succeed, and involving staff gives them better sense of ownership, hence help us sustain the learning result.
Commitment • Feedback • Persistence HR Magazine • hrmagazine.hk
”
– Brenda Yau, Acting Managing Director, Synergis Management Services Limited
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
Finalist
DEVELOPMENT CATEGORY
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
14
CLP Power Hong Kong Limited Andy Luk, Senior Human Resources Manager, Corporate Development, CLP Power Hong Kong Limited
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ince its establishment in 1901, CLP Power’s dedicated workforce has been committed to providing highly reliable electricity to over 80% of Hong Kong’s population. One of our core values is “Cares for People”, we recognise outstanding employees and reward them with opportunities for career advancement, including job rotations as well as promotion. We also organise regular internal events to publicly acknowledge these unsound ‘heroes’, to commendate their exceptional contribution. One of the challenges faced by line managers at the firm when introducing new training programmes is sustaining momentum after the initial rollout. CLP thus introduced the Teamwork, Innovation and Cando (TIC) Cultural Change programme to help nurture a learning culture among fellow staff members. They believe trainers should embrace and take responsibility for the performance of their fellow staff, so their role is more than being a consultant. They should be a business partner and ‘own’ the business. Senior Human Resources Manager Andy Luk explained, “Leadership support is one of the key success factors in training and development.” He added that training is seen as just part of the solution and needs to be combined with other actions to sustain the momentum and change the mindset of those people. He believes in having a holistic approach and a total package of how you are going to help staff.
TIC Culture Change Programme
While CLP training programmes do not use a specific method to measure ROI, however, they have asked the staff that if they took the same training externally, how much they were willing to pay. A typical response was HKD 1,000 per session, showing the programmes are highly valued by staff.
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The HKMA T&D Awards process is seen as very robust, the bar is set high which makes it much more challenging and meaningful and enables us to prosper and excel.
Teamwork • Innovation • Can-do HR Magazine • hrmagazine.hk
”
– Andy Luk, Senior HR Manager, Corporate Development, CLP Power Hong Kong Limited
Finalist
DEVELOPMENT CATEGORY
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
16
DBS Bank (Hong Kong) Limited Over 70 Management Associates from China, Hong Kong, India, Indonesia, Singapore & Taiwan enjoy nine weeks of training in Singapore.
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ith over 4,500 staff, DBS Bank (Hong Kong) Limited has long realised the strategic importance of developing its talent for the future. The Bank’s DBS Management Associate Programme helps develop the sharpest minds in the organisation to take on future leadership roles at the Bank. Sharon Cheng, Managing Director and Head of Human Resources, Hong Kong & China, at DBS Bank (Hong Kong) Limited, pointed out the importance of the Programme, which benefits around 70 Management Associates (MAs) each year, “It is essential to build a pipeline of high performing young talent for the future of banking. DBS aspires to be the ‘University of Talent’. A key initiative in this regard is to ‘grow our own timber’ and develop our future ambassadors.’’ The 24-month Programme provides career development and training opportunities to young and high potential individuals who are passionate about building a long-term career in banking. Cheng added, “As the MAs are groomed within, we trust they will upkeep the Bank’s culture by carrying on our beliefs and desired behaviours, to help with the Bank’s retention and sustainable development.” The journey begins, for all MAs, with a nine-week campus induction and fundamental training programme in the Bank’s headquarters in Singapore. This is a world-class training curriculum that equips MAs with professional knowledge in Banking and Finance, facilitates adaptation to DBS values and culture, and develops soft skills to improve personal effectiveness. Later, three seven-month rotations in front, middle and support offices provide broad-based exposure. Top MAs are then identified as talent and nominated to join
DBS Management Associate Programme
a two-year secondment STAR Programme—offering continuous development together with cross-border and cross-unit opportunities. Over the past decade, the structured framework of the Programme has proven to be a great success, achieving an impressive retention rate of over 70%. On being part of the HKMA L&D Awards, Cheng noted, “The beauty is it creates an open platform for HR practitioners from various industries to share their best practices in different areas—a great opportunity for us to learn from others and strive to offer the best talent development programme in town.”
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It is essential to build a pipeline of high performing young talent for the future of banking.
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– Sharon Cheng, Managing Director and Head of Human Resourses, Hong Kong & China, DBS Bank (Hong Kong) Limited
Purpose-driven • Relationship-led • Everything fun! HR Magazine • hrmagazine.hk
Finalist
DEVELOPMENT CATEGORY
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
18
, with the restaurant team
Susanna Li, Vice President—McDonald’s
McDonald’s Restaurants (Hong Kong) Limited High-Potentials Development Program
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cDonald’s Hong Kong, serving one million daily customers, has over 15,000 employees across more than 230 restaurants. Keeping its people happy, motivated and capable of excelling is at the heart of its success and under its Strategic Talent Development Framework launched its dynamic HighPotentials Development Program in 2007. The 18-month programme helps to groom frontline restaurant managers to become consultants for the restaurant management teams. Following the ‘3Es’ approach: education, experience and exposure—the programme includes classroom learning and taps into participants’ actual work experience. The programme helps build key skill sets including operations, service standards, food safety procedures, training, human resources, workplace safety and retail marketing. And the learning doesn’t stop there…the Hi-Po Alumni Network then provides unique post-programme engagement to further augment graduates’ development through self-initiated learning activities. Encouraging input from staff at all levels and nurturing and recognising innovation is fundamental to talent development throughout McDonald’s. Susanna Li, Vice President, McDonald’s Restaurants (Hong Kong) Limited explained, “We believe leaders nurture innovation, and all employees have the ability to submit ideas at anytime to help further enhance operational efficiency. Every quarter, the best ideas are selected and awards are made to recognise creative mindsets.”
The programme has brought clear benefits in terms of employee promotions, talent retention rate and award wins by graduates. To date, almost a third of all Alumni have already been promoted to Consultants, while all newly-promoted Consultants in the past five years were Alumni.
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Be clear right at the beginning by sharing why change is needed. If employees understand the ‘why’, it helps them fully buy into training and get the most out of it.
Fun • Learn • Pride HR Magazine • hrmagazine.hk
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– Susanna Li, Vice President, McDonald’s Restaurants (Hong Kong) Limited
Elite Army
E
stablished in 1973, Midland Holdings has been emphasising talent development and management for many years. The organisation set up ‘Talent Pool’ to manage HiPo staff ranging from management associate to director. Facing the fierce talent war in the market, the most important task for the T&D department is to transform salespersons with potential into branch managers. Hence, ‘Elite Army’, one of the major programmes of Talent Pool, was launched in 2014, aligned with the company’s market development strategy. Louiee Chu, Assistant Manager—Training and Development commented, “We have to find out exactly what they want first. We involve all the managers from the start and actively ask for their input. Then, when we have developed the programme, we inform the front line managers first, and make sure they’re on board.” However, even with the best input and the best plan in the world, getting these bubbly individuals into classrooms can be a demanding task. To tackle this motivational challenge, Midland decided to introduce something almost every salesmen has come to know and love—competition. “Unfortunately, classroom training can be a bit boring for outgoing people, and we’ve found that engaged people are far more innovative,” Louiee explained. Every staff member in the Elite Army programme gets a badge for every session they attend and extra credit for doing homework. Course participants graduate with the
equivalent of an army rank, such as ‘soldier’, ‘lieutenant’ or ‘general’, complete with a picture in the appropriate uniform and a certificate. Results are sent to top management for endorsement. In addition, the top 35 participants are recommended to management for consideration for promotion to team manager. So far, all have been promoted following the course. The success of the programme has contributed to the development of the company by providing a sufficient supply of talents and the company plans to use the programme for years to come.
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If you just have a plan, but you can’t work with others, it is meaningless. If you work with other people, there must be communication.
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—Karmen Wong, Senior Manager (Training & Development), Midland Realty
Innovative • Collaborative • Rewarding HKMA Award for Excellence in Training & Development • 2015
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
Midland Holdings Limited
DEVELOPMENT CATEGORY
Finalist
Karmen Wong, Senior Manager (Training & Develo pment) and Louiee Chu, Assistant Manager (Training & Development)
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Finalist
DEVELOPMENT CATEGORY
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
20
Nurturing lifelong learning: a Shangri-La experie
nce.
Shangri-La Hotels and Resorts Shangri-La Academy
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hangri-La, with almost 40,000 employees globally, was convinced that in order to build a sustainable training and development programme, stakeholder engagement was crucial. In this sense, stakeholders can be defined as anyone with an interest in their L&D programme— top-level executives, front-line staff, even trainers and consultants. Going by that assumption, the Shangri-La Academy was developed. The Academy’s purpose was to engage and train people internally, by focusing on employability and innovation. Over the last decade, the programme has gone through several enhancements, particularly when it comes to measuring results. While data collection can assist in determining the effectiveness of a programme by measuring sales results, for instance, ultimately it is about people. Tay Beng Koon, Director of Academy, Shangri-La explained, “We ask ourselves a few simple questions to measure the effectiveness of our programmes. How do people react to it? Have they become more confident in their jobs? Can they apply their new skills in the workplace and perform better? Did we make our monetisation targets? Did we meet our financial targets? At the end of the day, the answers to those questions determine the success.” Even for a veteran programme such as this run by Shangri-La Academy, learning opportunities about how to engage people are always around the corner. Shangri-La emphasises the importance of internal
best practice sharing not only in L&D programmes but throughout the organisation as a whole. “We always encourage best practice sharing. Our young employees come together in corporate classes and share ideas, and we ask the same of senior management. Similarly, as an organisation, we look to our peers and competitors to stay ahead of the curve as well,” Beng Koon commented.
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One of our biggest learning points was that training programmes must improve employability —otherwise there is no use.
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– Tay Beng Koon, Director of Academy, Shangri-La Academy
Respect • Humility • Sincerity HR Magazine • hrmagazine.hk
SAGE Joyful Care — Make A Difference
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s an organisation that cares for the elderly, the Hong Kong Society for the Aged (SAGE) made staff training a priority from the very beginning. SAGE realised it’s about allowing people to grow old gracefully and peacefully, a concept which is reflected from the board level down to its frontline staff. The trainers of the Service Quality Assurance and Person-centred Care Programme are professionals in the health care and social service fields, such as nurses, physiotherapists, occupational therapists, social workers and speech therapists. Contrary to its corporate cousins, all of these trainers are employed in-house, to ensure constant day-to-day feedback and improvements. Like the implementation of most training programmes, SAGE sensed some hesitation from the line managers. Due to day-to-day operational issues such as stringent workforce supply demands, staff turnover and a lack of interest, training can be viewed by line managers as interfering with their duties. So how do you get them on board? Dr Mak commented, “It is of paramount importance to highlight the professional and evidence-based foundation of the programme and the effective implementation of training.” By showcasing the results, SAGE argues that you not only get the C-Suite on board, but also convince the managers of the benefits of engaging in the programme. The L&D programme has boasted some impressive results: increased levels of well-being for their clients (measured by Dementia Care Mapping), positive changes in staff attitude, care competency as well as numerous awards.
Dr Mak said, “The whole concept supports and reinforces chances for the staff to take the initiative, dare to be adventurous, and be ready to try. The programme is a real breakthrough in conventional care.” Aside from the success of the programme for the participants, it has also been a great learning experience for the organisation as a whole. What stood out most to Dr Mak was the idea of realising that the programme couldn’t magically make all problems disappear, or accomplish huge advancements. Creating a culture of nurturing and adopting a caring responsibility—although full of fun—while raising the professional standard is the ultimate goal.
“
Though people may come and go, the wisdom in this programme will penetrate to the millions of care-givers who love our seniors and care about their well-being.
”
– Dr Kim Mak, Chairman of SAGE
Innovation • Enthusiasm • Teamwork HKMA Award for Excellence in Training & Development • 2015
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
Dr Kim Mak, Chairman of SAGE
DEVELOPMENT CATEGORY
Finalist
The Hong Kong Society for the Aged
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INDIVIDUAL AWARDS WINNERS
HKMA AWARD AWARD FOR FOR EXCELLENCE EXCELLENCE IN IN TRAINING TRAINING && DEVELOPMENT DEVELOPMENT 2015 2015 SUPPLEMENT SUPPLEMENT HKMA
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2015 INDIVIDUAL AWARDS WINNERS Distinguished Trainer Award Winners Mr Alan Leung Regional Training Manager DFS Group Limited
Ms Dorothy Wong Director ICC Limited
I would like to give a BIG thank you to my DFS L&D team, judges and staff of HKMA, for their support that facilitate me to be awarded the Distinguished Trainer Award of 2015. This is a great honour in my life and the Award also recognises my effort in training and encourages me to remain ‘passionate’ in my future training career.
It is my great honour to compete with so many professional trainers for this award. And it is even more rewarding to go through my signature training with the distinguished examiners. Their challenging enquires were such an invaluable experience which I deeply appreciated. My heartfelt gratitude to all my corporate clients who have so much trust in me and my work.
Ms Elsa Wong Training Manager Bank Of China (Hong Kong) Limited
Mr Desmond Mok Assistant Manager, Learning & Development Maxim’s Caterers Limited
It is my great honour to receive the ‘Distinguished Trainer Award’. I would like to express my heartfelt gratitude to the Bank and the department for the tremendous support and guidance throughout the process.
I am greatly humbled and honoured to be receiving the ‘Distinguished Trainer Award’. I would like to offer my sincerest gratitude to both the HKMA and Maxim’s Group for this honour. And also to express my gratitude to my team, m.a.x. concepts and L&D Department which supported me all the time. It has been a meaningful learning process for me in the participation of this award. Thank you!
Outstanding New Trainer Award Winners Mr King Chan RSG Consultant—TL&D McDonald’s Restaurant (Hong ››Kong) Limited I am deeply honoured to receive the ‘Outstanding New Trainer Award’ from HKMA. This marks a key milestone in my career path which drive me excel in my training profession. I would like to express my heartfelt gratitude to my company, McDonald’s Restaurants (Hong Kong) Limited, superiors and colleagues who shown great support and encouragement along the journey.
Ms Eliza Cheng Training Engineer CLP Power Hong Kong Limited It’s my honour that HKMA recognises my efforts in the ‘CLP Safety Leader Programme’. The judging process reaffirmed the key attributes being a professional trainer. I love to express my heartfelt gratitude to HKMA in organising this meaningful event, my fellow colleagues and my beloved family for your endless support and encouragement.
Mr Keith Chu RSG Consultant—TL&D McDonald’s Restaurant (Hong ››Kong) Limited It is my honour to receive the ‘Outstanding New Trainer Award’ from HKMA. The selection process provided me a platform to further explore my journey in training, reminding me the importance of implementing a robust training design and evaluation process. I would like to extend my sincere gratitude to McDonald’s HK for nourishing my growth and equipping me with variety of competencies in training, operations and management.
Ms Becky Chung Training Manager, Learning ››Academy Standard Chartered Bank (Hong ››Kong) Limited I am very honoured to receive the ‘Outstanding New Trainer Award’ from HKMA. I would like to express my special thanks to my company, Standard Chartered Bank, for giving me this valuable opportunity, especially my managers and colleagues for their support and encouragement in this journey. This marks a key milestone in my career path.
HR Magazine • hrmagazine.hk
Mr Lynn Lai Senior Officer—Agent Training ››Session China Life Insurance (Overseas) ››Co. Ltd.
Ms Stephanie Wong Distribution Development Head HSBC Life (International) Limited
I am honoured to be awarded the ‘Outstanding New Trainer Award’ by HKMA. Special thanks to China Life Insurance (Overseas) Co. Ltd., my managers and colleagues for their tremendous support and encouragement. I have learnt to be persevering and ever-improving. May I encourage all trainers to join the competition and embrace the challenge.
The Outstanding New Trainer Award has brought me to the next chapter of my career. I am so thankful to have this valuable opportunity to share my achievement in Distribution Development focusing on our High Net Worth proposition. Special thanks to my company—HSBC Life, my department head, team head and my colleagues who gave me their full support, guidance and trust.
Mr Charles Tang Human Resources Development ››Officer MTR Corporation Limited
Mr Kim Wu Learning Specialist Maxims Group—Starbucks Hong ››Kong
It is an honour to receive the ‘Outstanding New Trainer Award’ from The Hong Kong Management Association. I would like to express my heartfelt gratitude to MTR for this opportunity, and especially my department head, team managers and team members for the continuous support. The insights gained from this experience are invaluable for my long-term development.
Ms Amy Tong National Senior Training Officer G2000 (Apparel) Limited I will use two words to describe my feeling of winning this award. The first is ‘Thanks’. My heartfelt thanks to G2000 for the great support and the trust given by my leaders and the team. The second word is ‘Action’. I will do my very best in the future to turn my gratitude from attitude to real actions.
Mr Penny Tsang Manager, Training & ››Organization Development ››Department Pure International (HK) Ltd. I am honoured to receive the ‘Outstanding New Trainer Award’ and I would like to thank HKMA in organising this event. As a talent development trainer, I constantly strive to make it possible to help each participant who has attended my workshop to be successful both in business and in personal life. This award is not only proof to make me believe that I am on the right track to become a professional trainer, but also drive me that I need to keep improving myself from outstanding to excellent.
It is my great honour to receive the ‘Outstanding New Trainer Award’ from HKMA, this is a prestigious recognition for my achievement. I believe anyone can be swayed by the call of the bean, that’s why I dedicate my career to Starbucks. Anyone who holds a deep passion for coffee can be shown the ropes and led down the tantalising path of taste and texture. This is my lifeblood, my passion and my mission.
Ms Psyche Yau Human Resources Development ››Officer MTR Corporation Limited It is my great honour to receive the ‘Outstanding New Trainer Award’. As a milestone in my career development, it strengthens my determination to strive for excellence in the T&D profession and contribute to my company and society. I would like to express my sincere gratitude to HKMA, MTR, my department head, team manager and team members for offering the opportunities, guidance and support in my development journey. Thank you.
Ms Willy Yuen Assistant Learning & ››Development Manager BOC Group Life Assurance ››Company Limited Receiving the ‘Outstanding New Trainer Award 2015’ from HKMA is a great honour to me. It recognises my devotion to Learning & Development which is a key focus of BOCG Life. I am indebted to the valuable learning opportunity I have been given, and all the great support from my team head, managers and co-workers. My passion and commitment in this profession will go on.
2011
2007
Trainer of the Year: Ms Yvonne Yam, RS Components Limited Distinguished Trainer Awardees: Ms Maggie Chan, Bank of China (Hong Kong) Limited Mr Leo Lee, CSL Limited Ms Amy Leung, DFS Group Limited Ms Jasmine Lok, Maxim’s Caterers Limited Ms Maria Tong, Cathay Pacific Airways Mr Vincent Woo, Maxim’s Caterers Limited Ms Yvonne Yam, RS Components Limited Ms Snowy Zheng, Australia and New Zealand Banking Group Limited Outstanding New Trainer Awardees: Mr David Chan, Maxim’s Caterers Limited Mr Max Cheng, DFS Group Limited Ms Novem Chung, Midland Holdings Limited Ms Kathy Kwong, New World Development Company Limited Mr Kenny Lai, Bank of China (Hong Kong) Limited Ms Rebecca Leung, Maxim’s Caterers Limited Ms Jacqueline Ng, Maxim’s Caterers Limited Mr Jovi Yan, The Hong Kong Jockey Club Ms Karin Yeung, MTR Corporation
Trainer of the Year: Ms Prudence Sze, CLP Power Hong Kong Limited Distinguished Trainer Awardees: Ms Sonia Lui, Civil Service Training And Development Institute, Civil Service Bureau, HKSAR Ms Prudence Sze, CLP Power Hong Kong Limited Mr Bob Xie, The Hong Kong & China Gas Company Limited Outstanding New Trainer Awardees: Mr Nicky Lam , Island Shangri-La, Hong Kong Ms Amy Law, HSBC Mr Lee Chee King, The Hong Kong Jockey Club Ms Priscilla Lim , HSBC Ms Katherine Lo, American International Assurance Company Limited Mr Kelvin Lo, The Hong Kong Jockey Club Ms Amy Yu, HSBC
Trainer of the Year: Ms Carroll Chu, Island Shangri-La, Hong Kong Distinguished Trainer Awardees: Ms Carroll Chu, Island Shangri-La, Hong Kong Ms Selina Kam, HSBC Mr Kenny Mak, HSBC Ms Shirley Ng, Hong Kong Disneyland Resort Outstanding New Trainer Awardees: Mr Mark Chan, HSBC Mr Peter Cheung, Hong Kong Disneyland Resort Mr Desmond Ho, HSBC Mr Badhri Nath Rama Iyer, HSBC
2013
Trainer of the Year: Ms Natalie Lee, HSBC Distinguished Trainer Awardees: Ms Astor Lau , Ageas Insurance Company (Asia) Limited Ms Natalie Lee, HSBC Ms Jacqueline Moyse, Mandarin Oriental Hotel Group Mr Bradley Wadsworth, PACNET Outstanding New Trainer Awardees: Mr Jason Furness, HSBC Ms Angelina Lee, CLP Power Hong Kong Limited Mr Lawrence Luk, General Mills Hong Kong Limited
Trainer of the Year Dr Kelvin Wan, The Hongkong and Shanghai Banking Corporation Limited Distinguished Trainer Awardees Mr Tomas Bay, Ethos International Limited Mr Rex Choi, CSL Limited Mr Charles Ho, MTR Corporation Limited Ms Mandy Hong, CLP Power Hong Kong Limited Mr Billy Ip, The Hong Kong Jockey Club Ms Jessie Kwong, The Hongkong and Shanghai Banking Corporation Limited Ms Angelina Lee, CSL Limited Dr Kelvin Wan, The Hongkong and Shanghai Banking Corporation Limited Outstanding New Trainer Awardees: Mr Anthony Chan, Standard Chartered Bank (Hong Kong) Limited Mr Ray Chan, Bank of China (Hong Kong) Limited Mr Frankie Fang, Standard Chartered Bank (Hong Kong) Limited Mr Gene Fung, Australia and New Zealand Banking Group Limited Mr Vikas Grewal, Fleet Management Limited Ms Jannet Kan, McDonald’s Restaurants (Hong Kong) Limited Mr Donald Lai, Standard Chartered Bank (Hong Kong) Limited Ms Lolita Lei, Richemont Asia Pacific Limited— Alfred Dunhill Mr Andrew Li, The Hongkong and Shanghai Banking Corporation Limited Ms Jessica Siu, The Hong Kong Jockey Club Mr Simon Wong, CLP Power Hong Kong Limited Mr Raymond Yip, McDonald’s Restaurants (Hong Kong) Limited
2012 Trainer of the Year & Distinguished Trainer Awardee: Ms Vinky Lau, The Hong Kong and China Gas Company Limited Outstanding New Trainer Awardees: Ms Charissa Chan, Swire Hotels Mr Takki Chan, The Hong Kong Jockey Club Mr Anthony Chau, DBS Bank (Hong Kong) Limited Ms Belli Chui, Standard Chartered Bank (Hong Kong) Limited Ms Gloria Kam, The Hong Kong Jockey Club Ms Goldia Kong, Miramar Group Mr Leo Lee, CSL Limited Ms Angie Li, BOC Group Life Assurance Company Limited Mr Chris Ng, McDonald’s Restaurants (Hong Kong) Limited Ms Carmen Tam, Ocean Park Corporation Mr Tony Wo, Zurich Insurance (Hong Kong) Mr Kenneth Wong, MTR Corporation Limited Ms Rose Wong, Hong Kong Air Cargo Terminals Limited Ms Joice Yan, Toys “R” Us (Asia) Limited
2010
2009 Trainer of the Year: Ms Elsa Lam, Ageas Insurance Company (Asia) Limited Distinguished Trainer Awardees: Mr Joseph Chan, HSBC Ms Elsa Lam, Ageas Insurance Company (Asia) Limited Mr Thomas Robillard, FedEx Express Mr Wilkins Wong, Civil Service Training and Development Institute, Civil Service Bureau Outstanding New Trainer Awardees: Ms Fanny Chan, HSBC Ms Effie Cheng, McDonald’s Restaurants (HK) Limited Mr Andy Lau, HSBC Mr Nelson Wong, The Hong Kong Jockey Club Mr Will Wong, HSBC
2008 Trainer of the Year: Mr Kelvin Ju, AIG Companies Distinguished Trainer Awardees: Mr Kelvin Ju, AIG Companies Ms Amy Kwong, CLP Power Hong Kong Limited Ms May Li, Civil Service Training & Development Institute, Civil Service Bureau Mr Frankie Lo, Ageas Insurance Company (Asia) Limited Mr Vincent Tang, HSBC Ms Catherine Tong, The Hong Kong Jockey Club Mr Christopher Yang, HSBC Outstanding New Trainer Awardees: Mr Jonathan Bok, HSBC Ms Viola Chan, AIG Companies Mr Andy Clark, ClarkMorgan Corporate Training Ms Ivy Poon, The Great Eagle Properties Management Company Limited Mr Vincent Woo, PCCW Limited Ms Susane Yan, HSBC Mr Lester Yeung, PCCW Limited
2006 Trainer of the Year: Ms Michelle Yam, Shangri-La Hotels & Resorts Distinguished Trainer Awardees: Ms Sara Ho, The Hong Kong Jockey Club Ms Doris Ip, The Aberdeen Marina Club Ms Jessie Lau, HSBC Ms Carrie Wong, HSBC Ms Michelle Yam, Shangri-La Hotels & Resorts Outstanding New Trainer Awardees Ms Iris Chow, HSBC Ms Angela Tsui, CLP Power Hong Kong Limited Ms Joyce Wai, HSBC
2005 Trainer of the Year: Mr Shekhar Visvanath, HSBC Distinguished Trainer Awardees: Ms Marianne Chung, HSBC Mr Allen Kuo, HSBC Mr Gary Liu, The Dairy Farm Company Limited Ms Theresa Sham, The Excelsior, Hong Kong Dr Chester Tsang, Hospital Authority/Institute of Health Care Mr Shekhar Visvanath, HSBC Outstanding New Trainer Awardees Ms Elsie Gung, HSBC Mr King Lee, Kowloon-Canton Railway Corporation
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2014 SUPPLEMENT
2014
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
* This list shows the Award recipients and their companies during the year of the Award indicated.
PAST WINNERS INDIVIDUAL AWARDS
PAST WINNERS
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HKMA Award for Excellence in Training & Development • 2015
CAMPAIGN AWARDS PAST WINNERS
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
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CAMPAIGN AWARDS * The list below shows the names of the award-receiving companies during the year of the Award indicated.
2014
2008
1999
Skills Training Category Gold Award: Hong Kong Broadband Network Limited Silver Award: Synergis Management Services Limited Bronze Award: RS Components Limited Excellence Awards: Chow Tai Fook Jewellery Company Limited Hotel ICON Ma Belle Jewellery Company Limited
Gold Prize: CLP Power Hong Kong Limited Silver Prize: Maxim’s Caterers Limited and Hospital Authority Bronze Prize: The Hong Kong Jockey Club Certificates of Excellence: Canossa Hospital (Caritas) Hong Kong CSL Limited InterContinental Hong Kong
Gold Prize: Hang Seng Bank Limited Silver Prize: CLP Power Hong Kong Limited Bronze Prize: Hang Seng Bank Limited Certificates of Merit: Goodwell Property Management Limited The Jockey Club Kau Sai Chau Public Golf Course Limited Kowloon-Canton Railway Corporation
Development Category Gold Award: Crystal Group Silver Award: DFS Group Limited Bronze Award:Bank of China (Hong Kong) Limited Excellence Awards: Fuji Xerox (Hong Kong) Limited Hotel ICON Shun Tak – China Travel Ship Management Limited
Gold Prize: Tao Heung Group Limited Silver Prize: Kowloon-Canton Railway Corporation Bronze Prize: The Hong Kong Jockey Club Certificates of Excellence: Kowloon Shangri-La Hotel Li & Fung (Trading) Limited PCCW Limited
2013 Skills Training Category Gold Award: Maxim’s Caterers Limited Silver Award: MTR Corporation Limited Bronze Award: The Hong Kong Jockey Club Excellence Awards: The Hongkong and Shanghai Banking Corporation Limited The Kowloon Motor Bus Company (1933) Limited Sun Life (Hong Kong) Limited Development Category Gold Award: Chun Wo Development Holdings Limited Silver Award: DFS Group Limited Bronze Award: FedEx Express (China) Excellence Awards: AIA International Limited MTR Corporation Limited Societe Generale, Asia-Pacific
2012 Skills Training Category Gold Prize: The Hong Kong Jockey Club Silver Prize: DHL Express (HK) Limited Bronze Prize: CLP Power Hong Kong Limited Excellence Awards: Hong Kong Air Cargo Terminals Limited Hong Kong Broadband Network Limited Shanghai Feng Cheng Property Management Company Limited — Subsidary of Shui On Land (HK & China) Development Category Gold Prize: The Hong Kong Society for the Aged Silver Prize: Hip Hing Construction Company Limited Bronze Prize: MTR Corporation Limited Excellence Awards: Civil Service Training and Development Institute, Civil Service Bureau The Dow Chemical Company HSBC
2011 Gold Prize: BOC Group Life Assurance Company Limited Silver Prize: Shangri-La Hotels and Resorts Bronze Prize: Kowloon Central Cluster, Hospital Authority Excellence Awards: Fleet Management Limited Maxim’s Caterers Limited Standard Chartered Bank (HK) Limited
2010 Gold Prize: Bank of China (Hong Kong) Limited Silver Prize: Morgan Stanley Bronze Prize: The Hong Kong Jockey Club Excellence Awards: Aon Hong Kong Limited Fuji Xerox (Hong Kong) Limited Mandarin Oriental Hotel Group
2009 Gold Prize: MTR Corporation Limited Silver Prize: Synergis Management Services Limited Bronze Prize: Zurich Life Insurance Company Limited Certificates of Excellence: Hang Yick Properties Management Limited Hong Yip Service Company Limited InterContinental Grand Stanford Hong Kong
HR Magazine • hrmagazine.hk
2007
2006 Gold Prize: Langham Place Hotel Silver Prize: Gammon Construction Limited Bronze Prize: Hang Seng Bank Certificates of Excellence: Hang Seng Bank Jones Lang LaSalle—Management Solutions Shun Hing Electric Service Centre Limited
2005 Gold Prize: Langham Place Hotel Silver Prize: CLP Power Hong Kong Limited Bronze Prize: The Hong Kong and China Gas Company Limited Certificates of Merit: The Hongkong and Shanghai Banking Corporation Limited PCCW Limited Standard Chartered Bank (Hong Kong) Limited Special Award for SMEs: KC Maritime Limited
2004 Gold Prize: The Hong Kong Jockey Club Silver Prize: The Hongkong and Shanghai Banking Corporation Limited Bronze Prize: AXA China Insurance Company Limited Certificates of Merit: ACNielson (China) Limited Hong Kong Housing Authority MTR Corporation Limited
2003 Gold Prize: Cathay Pacific Airways Limited Silver Prize: Circle K Convenience Stores (HK) Limited Bronze Prize: The Hongkong and Shanghai Banking Corporation Limited Certificates of Merit: Canossa Hospital (Caritas) Kai Shing Management Services Limited Sun Hung Kai Properties Limited
2002 Gold Prize: Hong Kong Housing Authority Silver Prize: Hsin Chong Real Estate Management Limited Bronze Prize: Allen & Overy (HK) Limited Certificates of Merit: American International Assurance Company (Bermuda) Limited Hong Yip Service Company Limited Shangri-La Hotels and Resorts
2001 Gold Prize: Hang Seng Bank Limited Silver Prize: Hongkong Post Bronze Prize: Watson’s The Chemist Certificates of Merit: Giordano International Limited Hang Yick Properties Management Limited Hong Yip Service Company Limited
2000 Gold Prize: Standard Chartered Bank Silver Prize: Hong Kong Housing Authority Bronze Prize: The Hong Kong Jockey Club Certificates of Merit: Heraeus Limited Hospital Authority MTR Corporation
1998 Gold Prize: Sheraton Hong Kong Hotel & Towers Silver Prize: Tse Sui Luen Jewellery Company Limited Bronze Prize: DHL International (HK) Limited Certificates of Merit: The Hong Kong Jockey Club Hong Kong Police Shell Hong Kong Limited
1997 Strategic HRD Category: Silver Prize: Regal Hotels International Bronze Prize: DHL International (HK) Limited Skills Training and Development Category: Gold Prize: Hang Seng Bank Limited Silver Prize: Marks and Spencer (HK) Limited Bronze Prize: Regal Hotels International
1996 Overall Winner: Giordano Limited Strategic HRD Category: Giordano Limited Skills Training and Development Category: Mass Transit Railway Corporation
1995 Overall Winner: Hospital Authority Strategic HRD Category: Hospital Authority Skills Training and Development Category: Mass Transit Railway Corporation
1994 Overall Winner: Kowloon-Canton Railway Corporation Strategic Management/Strategic HRD/TQM Training Category: Kowloon-Canton Railway Corporation Management/Supervisory Training Category: Cathay Pacific Catering Services (HK) Limited Professional/Technical Training Category: Securair Limited
1993 Overall Winner: The Asian Sources Media Group Strategic Management/Strategic HRD/ Customer Service/TQM Training Category: The Sino Group Management/Supervisory Training Category: The Asian Sources Media Group Professional/Technical Training/Others Category: Hong Kong Aircraft Engineering Company Limited
1992 Service Category: Mass Transit Railway Corporation Commercial and Industrial Category: Shell Hong Kong Limited
1991 Service Category: Arthur Andersen & Company Manufacturing Category: Computer Products Asia-Pacific Limited Construction Category: Franki Kier Limited Wholesale/Retail/Import/Export Category: Jardine Pacific Limited—Pizza Hut Division Utilities and Public Sector Category: Mass Transit Railway Corporation
1990 Multi-National Corporations Category: China Light & Power Company Limited
MANAGEMENT COMMITTEE Dr Ritchie Bent (Chairman) Group Head of Human Resources Jardine Matheson Limited Mr Graham Barkus Head of Organization Development Swire Properties Limited Mr Morison Chan* Deputy General Manager – Corporate Planning Group Executive Office Chow Tai Fook Jewellery Group Limited Ms Catherine Chau * Head of Human Resources Hongkong Land Limited Ms Kit Fan* Head of Corporate HR The Hong Kong & China Gas Company Limited
Mr Barry Ip* Regional Director Learning and Development – Asia Jabil Circuit Inc
Ms Eliza Ng * Director, Human Resources Fuji Xerox (Hong Kong) Limited Mr Kelvin Ng* General Manager – Training and Organization Development Human Resources Department Nan Fung Development Limited
Ms Susan Lansing* Vice President, Global Learning and Development DFS Group Limited Ms Maylie Lee* Head of Human Resources, Hong Kong and Greater China Marsh (Hong Kong) Limited Mr Anthony Mak* Principal Assistant Secretary (Civil Service) Training and Development Civil Service Training and Development Institute, Civil Service Bureau
Mr Anthony Rushton (Chairman) Head of Learning, Hong Kong Human Resources, Asia Pacific HSBC
Mr Chester Tsang* Principal - Academy of Excellent Service MTR Corporation Limited Mr Kenneth Wai* Area Director of Human Resources Island Shangri-La Hotel
* Also members of the Board of Examiners
2015 TRAINING AND DEVELOPMENT AWARDS
ORGANISING COMMITTEE* Mr Anthony Rushton Head of Learning, Hong Kong Human Resources, Asia Pacific HSBC Dr Salina Chan Head of Learning & Development Group Human Resources – Retail Hong Kong A.S. Watson Group (HK) Limited Mr Ian Choy Senior Director – People Resources McDonald’s Restaurants (HK) Limited Ms Judy Feng Head of Organizational Development The Hong Kong Jockey Club Mr Ellis Ku Head of Learning & Organization Development Maxim’s Caterers Limited Ms Ivy Lau Director – Talent Engagement Hong Kong Broadband Network Limited
Mr Steve Lawrence Head of Training & Development – Airports Cathay Pacific Airways Limited
Ms Carmen Ting Principal, Learning & Development KPMG China
Ms Rita Lee Head of Human Resources Shiseido Hong Kong Limited
Ms Bianca Wong Group Human Resources and Corporate Communications Director Jebsen & Co Ltd
Ms Ivy Leung General Manager, Human Resources & Administration Department Octopus Holdings Limited
Mr Teddy Liu General Manager – Corporate and Talent Development New World Development Company Limited Ms Catherine Lo Senior Vice President, Human Resources and Administration CITIC Telecom International CPC Ltd
Mr Dennis Wu General Manager (Human Resources) Hongkong Electric Co Ltd Ms Joyce Yap Regional Head of Human Resources, Asia Pacific Societe Generale Mr Eric Yee Head of Talent Solutions for Hong Kong, Macau and Taiwan Linkedin
Ms Felicity Sam Senior Director, Learning & Development Ralph Lauren Asia Pacific Limited
* Members of the Training and Development Awards Organizing Committee are also members of the Board of Examiners.
PANEL OF ADJUDICATORS SKILLS TRAINING CATEGORY Mr Shaun Campbell General Manager Langham Place, Mongkok, Hong Kong
Mr Jean-Michel Dumont Chairman, Asia Ruder Finn Asia
Mr Stephen Leung Country Manager Pfizer Corporation Hong Kong Ltd
Ms Agnes Chan Managing Partner, Hong Kong & Macau Ernst & Young
Dr Victor Lee Executive Director The Hong Kong Management Association
Mr Maximilian Y K Ma Chairman Lee Heng Diamond Group
DEVELOPMENT CATEGORY Mr S K Cheong Executive Director and General Manager Television Broadcasts Limited
Mr Roger Lee Chief Executive Officer TAL Group
Mr Thomas Ho JP Chief Executive Gammon Construction Limited
Dr Victor Lee Executive Director The Hong Kong Management Association
Mr Ben Wong Chief Operating Officer Hong Kong Airlines Limited
HKMA Award for Excellence in Training & Development • 2015
HKMA AWARD FOR EXCELLENCE IN TRAINING & DEVELOPMENT 2015 SUPPLEMENT
2014/2015 HUMAN RESOURCES DEVELOPMENT
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