Believing that “People are the Key to Success”, CITIC Pacific has invested substantially in staff training and development, with the ultimate goal of building a competent and committed workforce who produces desired performance in support of our organisational strategies and business objectives. During 2013, a wide range of internal and external training and development programmes were launched in building leadership and management capabilities, as well as expanding business and professional expertise, competencies and skill sets. Company sponsorship was also offered to encourage individual employees at all levels to take external training or study programmes related to their jobs or development needs.
Leadership development is always integral to CITIC Pacific’s learning and development strategy. Following the success of the CITIC Pacific Leadership Development Programme (CPLDP) since its first launch in 2011, CITIC Pacific continued the partnership with the Hong Kong University of Science and Technology (HKUST) in organising the third cohort in 2013. So far, more than 100 senior managers from our headquarters and subsidiaries have attended the programme. Last April, a new training module on Change Management was added to the CPLDP training curriculum for those who completed the first two modules. In 2014, the CPLDP will continue to be a key development initiative of CITIC Pacific.
To build succession pipelines, management development programmes were implemented in CITIC Pacific for growing future managers. CITIC Pacific China Holding (“CP China”) started its Management Trainee (MT) Programme to develop high calibre university graduates through comprehensive training and mentoring by senior executives, while CITIC Pacific Mining (“CP Mining”) provided a “Foundations of Management Programme” for all managers. Similar training programmes were also organised by the Special Steel and Energy Divisions. At our headquarters, customised training programmes for managers and supervisors were delivered to equip them with required skills.
Effective on-boarding is essential for integrating new joiners into the company and having them make positive contributions quickly. During the year, our headquarters and subsidiaries including CP China, Special Steel and CP Mining implemented induction programmes for over 2,500 new employees. At Special Steel, a mentorship programme was also set up specifically for developing new hires.
In the areas of professional and functional training, CITIC Pacific has made tremendous efforts to giving employees the up-to-date knowledge, skills and insights they need to maintain high work standards and accomplish business objectives in compliance with legal and industry requirements. Among the programmes offered were courses in International Financial Reporting Standard (IFRS) Training, Internal Audit Training and the Human Resources Management Learning Series for employees at our headquarters and subsidiaries. In 2013, the Annual Functional Conferences of Finance and Human Resources Functions continued to be an important initiative of CITIC Pacific for building a solid platform for encouraging knowledge and experience sharing among participants and internal and external experts, and also for enhancing functional alignment and developing teamwork. We also invited a trainer from the Wharton Business School of the University of Pennsylvania in the US to familiarise senior finance executives at our headquarters and subsidiaries with the EVA (Economic Value-Added) management performance metric ahead of its implementation.
To provide an efficient, safe and healthy work environment, CITIC Pacific organised regular technical and operational training and assessments during the year. A highly significant programme comprising training, on-thejob practices and tests took place intensively at CP Mining for site operators and contractors as this huge project entered trial production in 2013. Over 24,000 participants attended for acquiring core operational competencies and skills to ensure compliance with safety, regulatory and legal requirements, and 240 employees attended the operator traineeship programme to gain the industry’s national accreditation qualifications. To further improve operational efficiency and cost savings in support of the trial production, CP Mining also implemented the Learning Management System (LMS) and Field Assessment Technology (FAST). In mainland China, the Special Steel group collaborated with local universities and training institutes to provide comprehensive technical training needed for gaining professional qualifications. In recognition of its training efforts, the Special Steel group received the Best Practice of Staff Training & Development Award granted by the All China Federation of Trade Unions in November 2013.
Promoting employee wellness through an informal learning format called CITIC Pacific Lunch & Learn was well received by our employees. During the year, a variety of topics covering physical and mental health, personal interests, leisure activities and work-life balance was organised at our headquarters. As the programme received an overwhelmingly positive response from employees, more sessions with an expanded list of topics will be provided in 2014.
To support the ever-increasing training needs of employees, CITIC Pacific has begun making use of internal trainers to deliver a variety of training programmes. At CP China, line managers conducted functional training in sales and marketing, finance and cost control and product design for over 1,500 participants during the year. The human resources development team at headquarters also provided training in a range of management and generic skills. In the year ahead, internal trainers will continue to deliver management and general skills training as well as specific functional training at both our headquarters and subsidiaries.
Putting great resources and efforts into people development is going to be a long-term goal and commitment of CITIC Pacific. To recognise the group’s achievements in people development, the Employees Retraining Board of the HKSAR Government confirmed that CITIC Pacific will receive the Manpower Developer Award for another two years from 2014-2016.