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全方位羅致人才 深層次培訓領袖
09 Dec 2016
高紫萍, 宏利人壽保險(國際)有限公司首席人力資源總監
宏利人壽保險(國際)有限公司首席行政總監萬士家,今年先後前往在亞洲不同國家舉行的領袖培訓計劃,分享管理心得及給予學員支持。
一般人可能以為招聘員工乃易事:具一定知名度的集團,只要在報紙雜誌或是招聘網站登廣告,便能吸引到不少求職者叩門,讓僱主慢慢挑選。但現時香港的失業率仍處於低水平,只有約百分三點四,近乎全民就業;加上不少公司所需的不僅是人手,而是人才,配合公司的長遠發展才是王道,所以很多企業的人力資源部都要花盡心思,透過不同途徑,從四方八面吸納優才。
宏利人壽保險(國際)有限公司不僅連續第二年贏得卓越僱主大獎,今年更首度囊括「卓越人才招聘策略大獎」及「卓越企業領袖培訓大獎」,成績斐然,足見該公司在招聘和培訓方面自有一套心得。宏利規模龐大,其主要業務遍及亞洲、加拿大和美國,屹立香港逾百年,是全球公認的金融翹楚,有助年輕新一代開拓理想事業。該公司首席人力資源總監高紫萍表示,不計理財策劃代理團隊,集團在香港區現僱有近一千六百多名員工。
由內到外 多方吸納專才
隨着互聯網和流動通訊的普及,不少企業已活用綫上(例如網站、社交媒體)和綫下媒介(報紙雜誌),公布職位空缺;宏利也不例外。除了招聘訊息,宏利現時也會透過網站發放有關公司的最新消息和發展動向等,內容豐富。高紫萍稱:「我們也希望求職者對宏利的企業文化和動態有一定認識,當他們申請公司職位時,便有事半功倍之效。」
公司現有的僱員亦是宏利招聘的對象。高解釋,如有職位空缺,人力資源部一定透過內聯網公布,讓有興趣的同事申請。「我們會優先考慮現有員工,藉此增加大家的晉升機會。除了縱向升職,不少同事也希望作橫向發展,嘗試不同部門或地區;內部招聘正好為他們提供更多良機。」
宏利重視每一位同事,所以亦相信「員工推薦員工」的效果。高紫萍認為,現職僱員對企業文化十分了解,由他們分享在宏利工作的苦樂,令求職者對公司有基本認識;入職後,有熟悉工作的同事指引,有利新人盡快融入公司,成功機會更大。現時約百分之三十六的員工,也是透過這個計劃入職。
現時就讀各間院校最後一年的學生,也有機會成為宏利的新血。「對於一些對宏利感興趣的大學生,在畢業前已有機會獲邀到公司參觀,由管理層闡釋業務策略,也有年輕員工分享工作體驗。」該公司的企業管理人員培訓計劃,重點培訓有志於保險及理財行業建立成就的精英畢業生。此外,精算部的角色舉足輕重,所以宏利亦有推出相關的在校實習生計劃。
另一方面,宏利每年均會推出暑期實習計劃,挑選三、四十名學生參與,讓他們得到寶貴的工作經驗,不少同學畢業後也希望重返宏利。「儘管不少畢業生成績優異,但由於缺乏社會經驗,因此有時未必能符合僱主的期望。我們發現,很多曾參與實習的年輕人,比完全沒有工作經驗者,擁有更正面的態度,處事亦會比較成熟,有助他們的事業發展。」
此外,公司對人力資源部同事的角色也有不一樣的要求。高紫萍解釋,他們應要擔任不同業務的顧問,明瞭公司發展方向和市場趨勢,了解有關部門的管理風格和人事架構,以建立緊密的夥伴關係,方能主動地為各部門精選合適的人才和作管理建議。
提升領導力 為持續發展打好根基
在領袖培訓方面, 宏利特別推出旗艦項目Leadership as a Professional(簡稱LAAP)系列課程,為公司的各級管理人員增強整體的領導能力。首系列包括如何管理變化趨勢、如何有效輔導下屬,以至透過各種獎賞以提升僱員表現等課程。「這個培訓項目不僅靠上課增值,我們更鼓勵學員在上課前先與其上司商議,並須閱讀所需資料,以了解個人所需;課後亦要作匯報,評核培訓效果。」高紫萍的團隊亦會作培訓需求分析,用以設計高效課程。
為了不斷加強管理層的領導能力,宏利安排管理人員參加年度的領導能力提升課程。透過有系統性的訓練,包括能力評估,海外培訓及交流,管理人員不但擴闊國際視野,而且還加深了對策略性企業管理的理解和實踐。「我曾經分別在香港、印尼、新加坡三地參與領袖培訓,當中包括案例模擬、競技挑戰等多元活動,以優化我們的管理能力。」
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