HR Corner Leading by example by Maggie Tang Multinational financial conglomerate reveals extensive capabilities In today's business environment, corporate results depend to a large degree on the acquisition and application of extensive knowledge. Attracting, developing and retaining adroit people with the requisite skills and acumen are therefore major contemporary corporate concerns. This is particularly true in the dynamic financial services industry where intellectual capital has become invaluable. Hantec Investment Holdings Ltd has a clear understanding of the driving force talent now exerts in the industry. In response therefore, the company has established a talent management infrastructure encompassing a wide range of training and development initiatives. Founded in 1990, Hantec is a provider of full-range financial services and boasts a strong global presence with branches in China, Japan, North America, South America and Europe. The scope of its expertise covers both personal and commercial services, including leveraged forex and securities trading, fund management, commodities and futures trading, asset management and financing. To investors, Hantec is a service provider as well as a resource centre. The company publishes books and newsletters focusing on investment. Staff team up to compile information for these publications. "From research to report, everything is done by our staff. This 'hands-on' learning approach constitutes valuable educational experiences," says Gordon Tsui, the company's deputy general manager. Laudable learning In essence, Hantec provides a platform for continuous employee learning. Active participation in the organisation of corporate events such as investor seminars is encouraged. "Event management is a great way to help our employees acquire leadership and organisational skills," says Ellen Hwang, Hantec's managing director. Dr Tsui is a role model for lifelong learning. To commemorate the conferment of his doctorate degree, the company presented him with a "lifelong learning" award in appreciation of his determination and effort in pursuing his further educational goals. "We wanted to send the message that Hantec not only focuses on business results but also on developing the intellectual capital of our staff. If our team members take the initiative to attain new knowledge and higher qualifications, they are lauded by the company, and this in turn motivates other staff to further their own education," Ms Hwang emphasises. "Ongoing cerebral enhancement is vital" Besides recognition, study subsidies for relevant educational programmes are on offer. "Ongoing cerebral enhancement is vital in our industry in addition to the CPD (continuous professional development) requirements. Tremendous technical knowledge is essential in the field so industry players must pass recognised licensing examinations in order to widen the scope of services available to clients. We regularly make adjustments to the work schedules of staff to facilitate their learning activities," Ms Hwang notes. Hantec also provides special subsidies for staff studying for a master's degree, safe in the knowledge that academic upgrading ultimately adds value to the company. Dr Tsui explains, "The lifelong learning concept is widely adopted today. The process involved when acquiring a master's degree broadens both professional and global horizons and boosts confidence levels while simultaneously enhancing problem-solving skills." For experienced staff members who do not possess a first degree, exposure to tertiary educational opportunities helps foster a broader perspective alongside instilling comprehensive cross-disciplinary knowledge and enhancing creativity. Leader quality Gordon Tsui, deputy general manager Hantec Investment Holdings Ltd Today's business leaders need a plethora of skills and knowledge. The management trainee programme in place to nurture future company leaders at Hantec ensures new recruits gain professional exposure in two to three key departments of the company. They then acquire a better panorama of the company's overall operational scope. Networking is encouraged in each department, which is vital for future success in the industry. The minimum entry requirement for Hantec's management trainee programme is currently a bachelor's degree. According to Ms Hwang, academic qualification is only one of the assessment criteria. "We also look at personal qualities such as integrity, attitude, willingness to learn and a sense of responsibility," Ms Hwang adds. Meanwhile, Hantec employees enjoy the opportunity for overseas secondment. "Through secondment, staff appreciate business divergence in alternative cultural contexts," Dr Tsui points out. Ms Hwang adds, "Our company ethos aspires towards responsible corporate citizenship, bringing value to stakeholders and contributing to overall social development. In essence, our human resources policies are devised to reflect this." Salient points * Lifelong learning a priority * CSR reflected in HR policies * Exposure in tow to three key department * Schedules adjusted to facilitate learning Taken from Career Times 29 February 2008, p. A20 Your comments are welcome at [email protected]