Staffing
To provide the best service possible to the people of Hong Kong, it
is the policy of the Land Registry to keep its manpower resources
flexible. This flexibility comes from the ability of Land Registry's
staff to undertake a range of different work. This allows them to
be re-deployed to meet changing operational needs. The permanent staff
of the department are also supported by non-civil service contract
(NCSC) staff. The employment of such contract staff allows the Registry
to respond easily to changes in operational or business needs while
containing costs. As at 31 March 2004, 475 permanent staff and 61
NCSC staff were employed.
Upon implementation of the Integrated Registration Information
System, the management hierarchy of the Land Registry will be re-structured
to suit the new mode of operation. Under the new organisation structure,
the staffing establishment will be further reduced to 459 permanent
staff and 25 NCSC staff. The deletion of posts will be effected
when staff leave the service through the Second Voluntary Retirement
Scheme and by natural wastage.
Development and Training
The investment that the Land Registry puts in training and development
is a sign of our commitment to giving staff the support they need
to work well together and to expand their individual capabilities.
The Land Registry formulates an annual Departmental Training Plan
that serves as the blueprint for all training and development (T&D)
activities. The Land Registry is a government leader in implementing
this system and its T&D plan was used as the model for the Government's
2001 guide for all departments, the Guide on Preparing a Departmental
T&D Plan.
To pave way for the smooth implementation of our new IRIS, “Teaming
up with IRIS” was adopted as the Annual Staff Development
Theme for 2003/04. The objective of the workshops was to enhance
understanding and practical skills in achieving results through
effective leadership and teamwork during organisational change.
To enhance commitment from all participants, the workshops were
all conducted at an outside venue. The spacious environment and
huge open area facilitated group activities and free discussions
which contributed to the success of the event. Each workshop was
closed by either the Land Registrar or the Registry Manager to demonstrate
solid and encouragement support from senior management.
In addition to theme development programmes, training in support
of IRIS was the focus for the year. General training to transfer
knowledge on use of the new system and technical training on operation
of the new equipment were conducted concurrently. Skills in handling
common personal or work-related problems and psychological reactions
of staff in facing departmental changes was another identified training
need. During the year, workshops on “Employee Counselling”
were arranged for all officer grades staff to prepare them for the
new challenges.
Apart from organising training courses, we aim to create an environment
to help individuals to expand their capabilities and to help the
department as a whole to give better service to our community.
For effective management of training information and to enhance
staff involvement in staff development, a new Training Information
System (TIS) was implemented. The TIS enables access of training
records by individual officers and facilitates supervisors to assess
the training and development needs of their subordinates via the
departmental LAN system.
In the coming year, the Land Registry will focus on maintaining
a clean, honest and accountable working team in support of the department's
organisational change. Therefore, ethical training together with
the practical training for IRIS will be our two main directions.
Taking advantage of technology in training, e-learning will be employed
to encourage staff in mastering their own learning. The Registry
will regularly review the effectiveness of training activities so
as to ensure that training will improve efficiency of the workplace
and add value to our business operation.
Management Initiatives
In 2003, a consultancy study was conducted to review the Registry's
existing training programmes for customer service and to identify
our staff's training needs on customer service. Following the review,
the consultant delivered a seminar on "Strategic Leadership Competence
Development" for all senior staff. It strengthened the concepts
and skills in leading our frontline staff to achieve the Registry's
business objectives.
Staff Relations
The Land Registry recognises that effective communication between
management and staff is essential to provide quality service to
clients and customers. The Land Registry is committed to providing
an environment that promotes communication between staff at all
levels.
Green Management and Environmental
Improvement
The Land Registry continues to improve its performance in the efficient
use of resources and energy, in reducing the use of paper and office
supplies and encouraging waste reduction. In 2003, consumption of
paper fell by 8.5%. Due to the installation of energy-efficient
lighting and new office design, consumption of electricity in the
departmental headquarters at Queensway Government Offices and in
its Central Imaging Centre at Shatin dropped by 0.1% and 4.5% respectively.
In the year, consumption of envelopes increased by 10.4% mainly
due to the upsurge in business volume in the second half. Waste
paper collected for recycling decreased by 22%. We will continue
to observe our environmental policy and implement green measures
to sustain improvement and achieve further savings in resources.
The Controlling Officer's Environmental Report for 2003 can be
found at our website: www.landreg.gov.hk.
Development Projects and
New Services
Operations and Customer Focus
Performance Pledges
Customer Focus
Human Resources Development
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