Swire Properties places great importance on attracting and retaining talent. We offer fulfilling long-term careers with the Company and have numerous programmes in place to train our employees to high standards, encourage their continuous learning and development, create pathways for promotion and succession, and gather their feedback.

Swire Properties strives to ensure that every employee receives regular, objective, fair and open assessments of their performance and are rewarded accordingly with merit-based incentives. Our annual Performance and Development Reviews (“PDRs”) streamline our assessment processes and ensure consistency across the Company. Our office employees align their annual performance goals with the SD Pillars of our SD 2030 Strategy.

In 2024, we introduced a competency framework to our PDR. Competencies are observable and measurable behaviours that contribute to individual and organisational performance, and the framework allows us to differentiate these by job grades and responsibilities. This helps ensure our people have the right skills to support the Company’s long-term growth and success. Competency performance is measured and rated as part of the PDR.

Swire Properties also promotes collaborative and regular conversations and continuous feedback to ensure that objectives and goals are aligned and adjusted in an agile manner. Feedback is collected from peers from a cross-section of departments, direct reports and managers to provide a 360-degree view of employee performance. These employees are encouraged to discuss the findings with their team and identify any follow-up actions.

All employees undertaking job-related training – from training courses to long-term studies for diplomas, certificates, undergraduate or post-graduate degree courses offered by local or overseas external tertiary education institutions, industry organisations, and professional associations – are eligible for reimbursement of their course fees, regardless of their job role.

Swire Properties also has a robust annual talent review process that seeks to assess and develop our talent pipeline. The objective is to provide an overview of our organisational capabilities, identify high-potential individuals, develop robust succession plans, and deliver targeted development of our talent.

We launched a consolidated customer service handbook to standardise our service delivery protocols across all management offices in Hong Kong portfolio. To ensure that all customer-facing staff are familiar with the handbook’s content, we provided accessible learning resources, including flexible learning materials accessible via mobile devices. One e-learning series, titled “Legends of SPROPS Heroes”, is an innovative nine-episode series released in 2024. Each episode features a compelling narrative that follows a “hero” on a “quest” to overcome various challenges posed by a “villain”, all of which mirror real-world customer service scenarios.

We continued empowering our employees throughout 2024, providing engagement and learning opportunities through online and offline training programmes. Several of these were new or revamped versions of long-running initiatives such as the Achieving Excellence Programme and our structured leadership programmes. The New Joiner Programmes are day-long experiential induction sessions that bring new joiners from different departments together for a day of fun, learning and experience-building.