Home > Sustainability > Nurturing a High Quality Team of Staff

Nurturing a High Quality Team of Staff

"Providing a Fair, Equitable and Transparent Work Environment Valuing Work-Life Balance and Leadership Development"

 

Leadership Development and Learning


Building leaders today for tomorrow is a critical component to achieve long-term organisation sustainability.  The Leaders Development Centre (the Development Centre) was launched in early 2018 as part of the people capability acceleration initiative. With the focus of “Fit for Future”, the Development Centre aims to serve as the platform for developing leadership competencies and solidifying our capability for strategic execution.  A series of leadership development activities have been mapped and rolled out through the Development Centre including Leaders Forum; a thought-exchange session to develop strategic thinking capabilities through simulated case-based learning.


To establish joint-ownership in paving the development journey, all staff have mapped their development key performance indicator (KPI) into the individual annual objectives to ensure continuous learning. We offer a range of training and development opportunities.


In 2017/2018, 68 staff attended the courses offered under Executive Diploma Programme in Shopping Mall Management (a total 2,303 training hours), which was designed in collaboration with the Institute of Advanced Executive Education of The Hong Kong Polytechnic University. Qualified colleagues are eligible to transfer credit for their further study.


To embrace a culture of developing self and talent, we continued organising the Buddy Training Programme for Property Management and Repair & Maintenance teams. It links experienced colleagues and newly joined colleagues together and provides invaluable support and guidance. Line Trainer system is also launched to strengthen the communication and on-site training with contractor staff.


Furthermore, e-learning and classroom training features practical skills and knowledge in the workplace, such as Barrier Free Training, Occupational Health & Safety Training, Prevention of Corruption seminar, raising and promoting awareness of sustainability. The total e-learning of 3,542 visits has been recorded. 

 

Education Sponsorship


Link offers education sponsorship to encourage continuous learning and proactive personal development. We sponsored a total of 4,798.6 learning hours in 2017/2018.

 

Promoting Development and Evaluating Performance


To support talent management, we organised 1,498 internal training and development sessions in 2017/2018.  A total of 15,419.3 contact hours was recorded for classroom and e-learning courses for our staff, while 6,478.6 hours of training for our contractors and service providers. 


The summary of training hours is as follows: 

 

Average Training Hours

 

Employee Category Average Hours of Training
Assistant General Manager and above 36.0
Assistant Manager to Senior Manager 14.2
General staff/officer grade 17.0
Contractors’ staff 2.9
 


Competency Framework


As the foundation of our talent management strategy, we established the Link Competency Framework in 2016/2017. Our workforce can contribute to Link’s long-term strategy via demonstrating the highlighted eight elements which include: 


· Analysis and Execution

· Alignment with Stakeholder Interest

· Business Orientation

· Building Team and Collaboration

· Communication and Impact

· Change Management

· Drive and Commitment

· Developing and Managing Self and Talent


The framework is integrated across our talent management planning and processes – from talent sourcing and acquisition, learning and development, to performance management and succession planning.

 

Creating a Rewarding Experience for Our Staff


We regularly review our workforce composition and compensation package to ensure its competitiveness and motivation to high performing staff. The Board oversees the governance and implementation of remuneration principles and makes sure it aligns with our corporate business strategy. Click here for more information.

 

Engaging and Retaining Our Staff


We value open communication and encourage our staff to exchange ideas and information through multi-channels. “YourVoice.com” is our online platform that allows open discussion on various topics. We also listen to our staff and measure their engagement levels via staff surveys. Moreover, staff focus group meetings facilitate an active participation of idea generation and the results are communicated to senior management as a demonstration of commitment.


Staff social gatherings such as Annual dinner, Christmas Party, and Town Hall connect our staff together and nurture a sense of belonging. Our attrition rate for Hong Kong operations was roughly in line with the previous year and reflected keen competition for labour across industries in Hong Kong. Around 200 new recruits joined the company in 2017/2018.

 

Employee Unit Purchase Plan


The Employee Unit Purchase Plan (“EUPP”), introduced in 2012, turns our staff into Link’s Unitholders. In 2017/2018, the total instalment through the programme was approximately HK$16.2 million, making purchases for over 240,000 units while Link contributed about HK$2.3 million.

 

Family Friendly Leave


As a responsible employer, we encourage work-life balance and introduced family-friendly leave as a benefit for all staff, including birthday leave, compassionate leave, parental leave and marriage leave. In 2017/2018, a total of 2,217.5 days was applied as family leave.

 

Caring Room


To retain and support working mothers, we set up Caring Room in our office since 2014. The hygienic private lactation space was designed to meet the needs of working mothers.   Please click here for our people management guidelines and handbook, as it outlines our core value of serving people.


 

 P1070897.JPG

Link's Aspiration

Diversity and Inclusion

Link is committed to uphold, protect and embrace different thinking, background, culture, sexual orientation, gender, ethnicity and other life experiences. Diversity and inclusion are at its best when people embrace differences, and it starts with our top core values - respect. Within all our business activities and partnerships, we strive to consider our social and environmental impacts and addressing any human rights issues.

Approach:

· Creating places that are accessible and welcoming to all people

· Ensure that local heritage and cultures are respected and embraced

· Create work environments which respects diversity in the workplace

· Establish a global mentoring program, to monitor and retain a talented and diverse workforce

Targets:

· Measure key diversity groups across all of Link’s daily operations
· Ensure all our properties are barrier-free accessible

Training, Skills & Employment


Our staff are our greatest asset and we strive to provide a fair, equitable and transparent work environment valuing work-life balance and leadership development for them.

 

Approach:

· Create more opportunities for further education, training, skills development and employment to improve people’s livelihoods and wellness

Targets:

· Implement an Employee Engagement Survey
· Have a record of 15,500 employee training hours 


Policies

Being a world-class real estate investor and manager means implementing best practices and developing a set of comprehensive policies, standards and principles. This ensures we uphold the commitments we make to our stakeholders and work towards a common set of ambitions together.

Biodiversity Policy
This policy sets out Link's stance and approach on biodiversity and will enable us to assess biodiversity-related risks and opportunities in managing our investments, anticipate and respond proactively to emerging regulations and societal expectations. We also believe that by creating assets that are connected to their local and natural environment, we provide nearby communities vibrant shopping experiences. 

Climate and Energy Policy
This policy describes Link’s stance and approaches to climate change and energy management. The objective of the policy is to improve climate change resilience and energy efficiency, providing general guidance on energy management.

Code of Conduct
Link's 'Code of Conduct' provides guidance to all of our staff. This outlines a clear set of appropriate behaviour guidelines with examples for reference by staff, in particular to those who supervise or deal with consultants, contractors, sub-contractors, suppliers, service providers and tenants of the shopping centre and car parks under Link's management. 


Escalation Policy and Procedures for Compliance Exceptions
Our 'Escalation Policy and Procedures for Compliance Exceptions', is an established protocol that our all staff are required to follow with respect to the notification to be made in the event that potential, alleged, or actual non-compliances of applicable laws and regulations are identified, or when any significant incident that exposes Link REIT to reputational risk is projected.   


Human Rights Policy
This policy describes Link’s stance and approach to human rights and acts as guidance to our staff in handling human and labour rights issues during Link’s daily operation.

 

Occupational Health and Safety (OHS) Policy
This policy describes our stance and approach to OHS. The objective of the policy is to ensure that our daily operations are conducted in a manner which safeguards the safety, health and well-being of all our stakeholders. These include our communities, employees, investors, tenants and business partners (suppliers and vendors, NGOs, media and government). 

Responsible Property Investment (RPI) Policy
This policy outlines Link’s fiduciary duty to our stakeholders and outlines our predominant commitment to sustainability. To epitomize our commitments and approach to RPI through our acquisition, divestment and business operations, five key foundations have been identified.

Supplier Policy
This policy describes how Link sources raw materials, products and services required for the portfolio and the impacts on suppliers, employees and the associated environment. 

Sustainability Policy
This policy describes Link’s stance and approaches to sustainability and how we believe that sustainability is good for those around us and therefore good for our business.

Waste Management Policy
This policy describes Link’s stance and approaches towards waste management. We strive to be a community leader in making a positive impact on the environment, aspiring to maximize the utilisation of resources and production of waste. 


Whistle Blowing Policy
Link's 'Whistle Blowing Policy' aims to provide a clear procedure and a trusted avenue so that all of our staff members will feel confident in reporting concerns or irregularities, malpractice or impropriety in the workplace in good faith, without fear that they will be penalised, discriminated or dismissed. 


​​​​​​​​​​
Euromoney Real Estate Awards 2013 Best Investment Manager in Hong Kong 2015 Institutional Investor Most Honored Company in Hong Kong 2015 The Asset Triple A Awards Property Investor of the Year DJSI Asia Pacific FTSE4Good GRESB Green Star 2014 Hong Kong Awards for Industries: Customer Service Grand Award Web Accessibility Recognition Scheme