OUR PEOPLE
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Hopewell Holdings Limited
Sustainability Report 2010/11
Our Management Approach
Human resources issues are managed by the respective
departments of HHL, its subsidiaries and joint ventures.
At HHL this is headed by an Executive Director.
Our Corporate Code of Conduct sets out our principles for
acting responsibly in the course of our business. This Code
of Conduct applies to all employees under the Group’s
employment and includes issues related to conflicts of
interest, non-discrimination, equal opportunities and diversity,
workplace harassment, disciplinary issues, complaints and
dispute resolution procedures.
To ensure that employees are aware of these policies and
their implications they are communicated via appropriate
channels including orientation and induction sessions and
on our Group’s Intranet. All employees are required to sign
an acknowledgement form appended to the Code of Conduct
upon appointment.
Annual performance appraisals are conducted for all our
permanent employees. Feedback and recommendations
from employees will be channelled, via Human Resources,
to the Executive Directors.
Our People
We regard our employees as our greatest asset. We endeavour to
provide good benefits, promote work-life balance, develop talent
and reinforce health and safety awareness amongst our staff. By
enhancing communication with our employees, we aim to cultivate
a sustainable workplace and responsible corporate culture.
As of 30 June 2011, the Group had 1,378 full-time employees in
Hong Kong and Mainland China, and 3,604 workers employed by
our highway and power plant joint venture companies in Mainland
China. Both the Group and joint venture companies ensure all
employees are paid beyond the legally required minimum wage
and there is no gender-based salary discrimination between men
and women working in similar jobs. Our Group’s senior management
work closely with the power plant partner to ensure that all workers
employed in the joint venture operation are treated fairly.
As an Equal Opportunities Employer, the Group is committed to
eliminating discrimination relating to disability, gender, marital
status, pregnancy, age, family status, sexual orientation and race.
We have adopted formal mechanisms through which employees
can make a complaint of discrimination or harassment. Grievance
or complaint procedures are outlined in the Employment Handbook
provided to staff on their first day of employment.
Employee Benefits and Welfare
We offer competitive remuneration packages to employees based
on prevailing market practices and individual performance. Share
options and share award schemes are provided to employees as
incentives. For details of the schemes, please refer to the Report
of the Directors in our Annual Report 2010/11. The Group offers
discretionary bonuses to employees based on individual and
business performance.
We provide medical insurance coverage to all staff and offer group
personal insurance cover to senior staff. We provide marriage,
compassionate, and examination leave on a case by case basis. We
allow people to rejoin us after fulfilling family obligations. With the
approval of respective divisional or department heads, employees
below managerial grade are eligible for compensation leave.
We have also launched the “Beyond the Expectations” Reward
Programme to recognise employees who demonstrate devotion
to their work and loyalty to the company. Incentives will include
overseas trips and holiday tours.