Highlights of the Year

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1 The Human Resources Department is responsible for providing human resources services for the Kuk. Under the guidance of the Personnel Committee, the Department assists in the formulation of HR policy and ensures its smooth implementation with the objective of building a stable and efficient workforce for delivering the Kuk s mission. The range of services provided includes recruitment, staff training, remuneration and benefits, staff performance management, etc. We also offer advice on labour and employment related legislation, staff employment and discipline matters in support of the Kuk s human resources management. 236

2 Highlights of the Year Recruitment In recent years, the Kuk has continued to expand its services and opened new service units. This year, we opened Kwai Chung Home for the Elderly, Pokfulam Rehabilitation Centre, Dawn Court Refuge Centre for Women, an early learning centre, Community Canteens and Local Adoption Services. Besides, we have reorganised some of the existing services and increased their manpower to cope with the change of service needs, and these include Tin Ka Ping Rehabilitation Support Centre, New Comers Ward (Headquarters), Student Guidance Services and Health Promotion Project. During the year, we recruited more than 900 staff of whom about 130 were for new services and units. To prepare for the opening of a new elderly home this year, we again cooperated with the Employees Retraining Board and its associated training organisations. We provided opportunities for some of their health worker and personal care worker trainees for practical training in our centres. In view of the high standard of the course attended by these trainees, we eventually employed some of the graduates. Staff Training This year, we held seventeen sessions of Orientation Programme during which we introduced Kuk s HR policy and staff benefits to our newly joined staff, so that they can have a general understanding of Kuk s history and its wide spectrum of services. Due to the opening of various new centres in the year, many staff joined the Kuk at the same time. To minimise the disturbance to the operations of those centres, we conducted the Orientation Programmes at some of the new centres, including Kwok Law Kwai Chun Home for the Elderly, Comfort Court for the Senior, Pokfulam Rehabilitation Centre and Kwai Chung Home for the Elderly. Po Leung Kuk Annual Report

3 HR colleague introduced Kuk s Human Resources Policy & staff benefits. Staff were attentive to the occupational safety & health briefing. Staff visited the Kwan-ti Hall at Kuk s Headquarters, they were interested in PLK s history. More than half of the Kuk s staff are child care workers, front-line care workers and workmen, with most of them performing health care work and manual work duties. Hence, occupational safety and health is particularly important. We organised fifteen sessions of occupational safety and health seminars on ten different topics, which included Manual Handling Operation and Prevention of Back Injuries, First Aid Care in the Workplace (Demonstration and Practice of Bandaging), Occupational Health for staff of Pre-primary Services, Occupational Health for Office Workers and Prevention of Musculoskeletal Disorder for Office Workers, Prevention of Upper Limb Disorder, Plantar Fasciitis and so on. As a responsible employer, we always strive for the provision of a safe and healthy work place to our staff. 238

4 Compensation and Benefits Management The Department is responsible for administering the payroll and staff benefits for more than 3,600 staff every month, which include 3,070* monthly-paid staff and 540 relief staff. To enhance our recruitment competitiveness, we reviewed the Kuk s job ranks and pay structure by working closely with various departments. We implemented attractive pay package in line with the market level. Allowance was offered to those job ranks with recruitment difficulties so as to attract quality people to join us and retain existing staff. Although the outlook of the global economic environment remains unclear, Hong Kong is on the economic upturn and the job market has improved continuously. We will keep a close watch of Hong Kong s financial situation and the job market and will undertake an overall review of the Kuk s remuneration packages when necessary. Staff Retirement Benefits The HSBC Trust (HK) Limited notified the Kuk of the change of the terms of its Provident Fund Scheme participated by some of Kuk s staff. We informed the staff affected and organised three sessions of staff seminars with the participation of HSBC representatives. These seminars enabled the staff to have a better understanding of the situation and expressed their views. In response to staff s feedback, the Kuk has set up a Provident Fund Scheme Concern Group, with staff participation. We believed that by keeping the staff fully informed of the development and allowing them to have a forum to express their views would facilitate management s decision on this issue. Our ultimate objective is to have a scheme which would provide longterm and stable retirement benefits for our staff. Po Leung Kuk Annual Report

5 Human Resources Policy Review and Support Services After a regular review of our various HR policies, we have revised our Leave Policy this year and promulgated a clear set of guidelines on the subject for the reference and compliance of our staff. Besides, we have also drawn up the policy on Employment of Persons with Disabilities with guidelines to ensure that the Kuk provides an equal and fair employment opportunity for applicants who have disabilities. Apart from offering all successful applicants the same remuneration package, we also provide special support to those with disabilities. This is in line with the Kuk s objective of serving the disadvantaged, and to assist them to work for their self-reliance and full integration into the community. We offer departments with advice and assistance on HR management. In practice, we would provide them with an analysis of the cases which can cover matters relating to staff discipline, employment terms, leave and payroll calculation and work injury and employee relations issues. We seek legal advice when necessary. We work towards achieving a fair and impartial execution of our HR policy as well as an effective human resources management. 240

6 Human Resources Information System Enhancement To cope with the change of Kuk s policies, we reviewed our human resources information systems and made relevant modifications to ensure their smooth operation. In support of the implementation of the Documentary Workflow Management System at the headquarters, we have introduced electronic personnel forms for the use of other departments and uploaded HR policies in the system for easy reference by our departments and service units. Future Development We will continue to review existing HR policies and make appropriate revision, addition and deletion as necessary. Since many of our front-line management staff are not conversant with the employment and employees compensation ordinances, we will organise more seminars and workshops to enhance their knowledge on the subject which will assist them in their daily work. In the coming year, we will continue to keep a close watch on the change of the Hong Kong s financial situation and job market. When necessary, we will review our job ranks and remuneration packages. If there is a need, we will work out various measures to assist the Kuk to address any recruitment difficulties and staff retention problems so as to maintain a stable workforce for the Kuk. * Figure not including staff of the Kuk s secondary schools and primary schools. Po Leung Kuk Annual Report