Creating an Industry-leading Work Environment for our Employees
Our employees receive competitive remuneration packages with a variety of benefits. In Hong Kong, these packages include medical care, retirement schemes and discretionary bonuses, while in the Chinese Mainland, in addition to social insurance and housing funds, employees are provided with medical care and discretionary bonuses.
Swire Properties strives to ensure that every employee receives regular, objective, fair and open assessments of their performance and is rewarded accordingly with merit-based incentives. We have a Performance and Development Review (“PDR”) system in place to streamline our assessment processes and ensure consistency across the Company. Our office employees align their annual performance goals with each SD Pillar.
We identified a job evaluation platform to aid in the development of a Swire Properties Rewards Philosophy – ensuring that our employees continue to receive fair pay internally and a competitive salary within the industry. The job evaluation process was completed this year. Next, we will conduct a thorough compensation and benefits review to help us develop an action plan to achieve our 2025 KPIs.
Our employer branding communication strategy, launched in 2020, ensures that we continue to attract and retain talent. Our 2025 KPIs contain targets relating to talent attraction and retention which will support our long-term plan of being identified as a “preferred employer” by 2030.
Since 2020, we have taken a blended approach to onboarding interns and trainees. While traditional in-person visits to our portfolios still take place, half of the orientation is now conducted online via our internal learning platform.
This platform has become a part of our regular onboarding practices as new joiners may access the platform at any time to familiarise themselves with the Company by reading articles, completing quizzes and watching videos of department representatives sharing their experiences. This popular and efficient approach cuts down on the manpower involved in the orientation process, and also serves as a blueprint for future recruits, regardless of their onboarding date or location.