Land Registry Annual Report 2003/04
 
 
 


Service

Human Resources Development
 
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.





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