Training & Development

Investing in our employees to develop an agile workforce

We need an agile and well trained workforce in order to respond to changes in the business environment and increased competition. We need talented individuals to want to work for us. We aim to recruit a capable and competent workforce, by offering competitive remuneration and benefits and providing training to enable our employees to realise their potential.

Looking after our employees

We offer competitive remuneration and benefits, even during difficult market conditions. Decisions on remuneration are made having regard to roles and responsibilities, individual and business performance, and conditions in the job markets and economies in which we operate. We communicate with staff through our intranet, newsletters, surveys and staff forums. The staff turnover rate which (which was 16% in 2016, compared with 13% in 2015) is monitored with a view to identifying and managing problems as they arise. A 24-hour counselling and consultation service is available for employees. More information about this can be found in the Health and Safety section of this report.

On the job learning

We develop our people through on-the-job learning, mentoring, classroom training, workshops and online learning. Our training programmes are designed to develop management, language and technical skills. Ethos International, Swire’s in-house leadership development company, provides training programmes for promising staff. The programmes were developed in partnership with INSEAD and Forum for the Future. On average, we provided over 28 hours of training per employee in 2016.

Developing for the future

We select high calibre graduates and existing staff members with high potential to work, initially as management trainees, in general management roles in our operating companies. Over a period of 15 years we coach and mentor them, send them on courses and plan the next steps in their careers. Our summer internship programme gives exceptional students the opportunity to gain experience of working at Swire. Interns first learn about what we do and our values. They are then posted to work on business projects at our operating companies. Interns are considered for selection as management trainees.

By providing our employees with the right opportunities, we aim to enable them to develop their abilities and so to perform well within the Group. We review the development and performance of individuals (considering their competence, skills and experience) with a view to identifying what training and further development opportunities would suit them best.

CASE STUDY
CASE STUDY 01

Ethos International's leadership training

Ethos International's leadership training

Ethos International, Swire's in-house leadership development company, provides a leadership programme for management trainees and promising leaders in the group. The programme is designed to enable participants to develop the capabilities needed to perform well and progress. There are assessments and tailored training. Selected individuals are sent on business management and executive programmes at INSEAD, IESE and Stanford. Ethos' training emphasises sustainability, a strong corporate culture and leadership consistent with Swire’s values.

We accept about 20 graduates per year into our management trainee programme. Ethos operates over 80 courses per year, offering places to more than 1,000 participants. Participants consistently rate these courses highly.

CASE STUDY 01

 

CASE STUDY 02

Cathay Pacific’s Learner’s World – online training

Cathay Pacific’s Learner’s World – online training

Learner’s World permits employees to access work related training (including in relation to compliance matters) and personal development opportunities online when and where they want. A course on cultural awareness covers taboos, social norms, languages, different religious values and cultural sensitivity. The course aims to demonstrate the importance of respect and sensitivity to other cultures and of avoiding behaviour which others might find offensive. There are language courses and courses on effective communication.

 

CASE STUDY 02
CASE STUDY 03

The Propeller Club of Manila

The Propeller Club of Manila

40% of the maritime employees of Swire Pacific Offshore (SPO) are from the Philippines. SPO supports The Propeller Club of Manila, a non-profit organisation offering residential scholarships to young persons from underprivileged families in the Philippines enabling them to be trained for employment in the maritime industry. SPO funds the participation of 12 young persons per intake into the programme. The participants receive technical and vocational training at the Don Bosco technical institute in Manila over 18 months designed to enable them to become fitters, mechanics or cooks. Where possible, SPO offers employment to participants who have completed the course. The training of 90 young persons under the programme has been funded by SPO to date.

CASE STUDY 03
GALLERY

To further the safety training efforts, Swire Pacific Offshore established positions of “Training Captains”, who visit their vessels and live aboard for 7-10 days at a time, helping identify any gaps in knowledge that they then help to fill whilst still on board.

Photo credit: Swire Blue Ocean A/S

GALLERY

In November 2016, 200 sustainability experts and senior executives from 35 Swire Group companies attended the 6th Swire Sustainable Development Forum in Hong Kong.

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