We continued to host “CEO Sharing Sessions” during which our CEO updated our people on the latest market and regulatory issues and organisational matters that are of interest to staff. Last year, executive directors of different units also were invited to some of these sessions to share high-level insights on hot regulatory topics to foster a better understanding of the organisation’s work as a whole.

Similarly, the “Commission Connection Series” represented another new initiative to promote an understanding of the organisation among staff. Seminars were held to let different units share with other colleagues an update on their major achievements, upcoming projects, their focus and important market developments.

In addition, different units set up channels of communication either via Intranet or physical mailboxes for their people to voice concerns and make suggestions.

During the year, 61 positions were added to handle our increased workload. We also broadened our search and recruited executives and secondees from China, Australia, the United Kingdom and Ireland.

In its third year, the Graduate Trainee Programme recruited 16 graduates and achieved a retention rate of 90% in the past 12 months, bringing the total number of trainees to 42. Having completed their job rotation, trainees from our first intake in 2009 have taken up positions in operational units of their choice. We truly believe in grooming talent from within to add to our professional pool in support of our organisational development.

Continual staff development helps ensure that we have a motivated workforce of high calibre. Last year, we concentrated on upgrading capability and competency to deal with increasing market complexities both locally and abroad.

We developed customised training workshops to help our employees fine-tune certain disciplines. One example was a number of workshops on inspection skills directed both at inducting new joiners and sharpening the skills of existing people. In addition, Putonghua courses were tailor-made for employees in different areas to help them better handle issues related to the development of renminbi products in Hong Kong.

Other learning initiatives taken during the year are as follows:

• “iBank Series” – Investment banking professionals and market practitioners shared with us their operational models and the latest developments in the financial market.
• Overseas secondments and study trips – We broadened the knowledge base of our employees by sending them overseas on secondment. During the year, three of our executives spent up to three weeks overseas to gain more exposure in terms of fund authorization and supervision as well as inspection of credit rating agencies. They also exchanged views with overseas counterparts on regulatory matters of mutual interest. In addition, we organised two study trips to Shenzhen for our people to gain a better understanding of issues such as the operation of the Mainland’s securities market, its financial and economic reforms, financial market developments and regulation, and the renminbi’s internationalisation.
• New e-learning modules – Topics introduced to our e-learning portal during the year include: enhancing information security awareness, and handling product authorization submissions and case evidence for investigations. Learning online has shortened the induction process for new employees, increased flexibility and enhanced cost efficiency.
• Learning Management System – We synchronised our in-house developed e-library with the off-the-shelf e-library of financial products and markets by launching a common platform. The system provides each learner with an ongoing learning record that captures information such as courses taken and progress of their individual development plan.
• Division-specific competency models – We shall continue with our efforts to complete a competency model, which underpins the development of a talent management framework.

Our remuneration strategy is reviewed each year to ensure that we can attract and retain the right talent to meet our organisational goals. We also recognise individuals and teams for their outstanding contribution to the organisation through the annual SFC Employee Awards. During the year, seven employees received individual awards and eight teams were awarded for completing projects successfully through cross-divisional collaboration.