Working groups, liaison groups and other exchanges with customers and public

Land Registry Annual Report 2005/06

Organization Structure and Management Initiatives

Training and development

The investment that we put into training and development programme is a sign of our commitment to give all staff the support they need to work well together and to expand their individual capabilities. A new Learning Resource Centre was set up in Admiralty Centre in July 2005 to provide staff with a better learning environment away from the main offices.

In recognition of human resource development as one of the critical success factors of the Land Registry, we have adopted a strategic approach on staff training and development by linking training and development initiatives to departmental goals and objectives, reviewing training policies and objectives regularly and promoting a continuous learning culture. With the successful rollout of IRIS and the imminent implementation of the title registration system, we have reviewed the training and development policy and objectives to bring our training in line with the future development of the Land Registry. The ultimate aim is to realize our vision “To be the best in all that we do” and to meet the departmental objectives through quality training. They also pave the way for the implementation of title registration system.

The revised training and development policy and objectives are:

Training policy

The Land Registry will provide quality training that enables all staff to work with confidence, strengthens teamwork and commitment to service excellence, and supports continuous improvement in individual and departmental performance.

Development policy

The Land Registry will provide opportunities and encouragement for staff at all stages of their career to realize their potential by obtaining knowledge, skills and experience that will help them to master changes in work, prepare for new challenges and responsibilities and sustain improvements in the Land Registry as a public service provider and workplace of the highest quality.

Training and development objectives

To develop a dynamic and happy workforce with shared values and expectations about service objectives and commitment to excellence for fulfilling the department’s vision, mission and values and meeting the development and new business initiatives of the department.

To provide training opportunities for staff to enhance their technical and professional capabilities which will enable them to respond appropriately to both routine and crisis situations and to contribute to a high-performing team to meet the needs of the department.

To develop our staff to reach their full potential, to support their career progression and to enhance their personal effectiveness so that they can make full and effective contribution to the work.

To prepare for the transformation from deeds registration to title registration.

To nurture a culture of continuous learning, knowledge sharing and improvement.

Highlights of training activities arranged in 2005/06

Maintaining a sense of balance as individuals and as an organization is essential in order to remain happy and effective in our work. We have chosen “Achieving Work-Life Balance, Creating a Winning Workplace” as the Staff Development Theme Training for 2005/06. The training aimed at reminding staff of work-life balance in the midst of the changes that have occurred and will continue to be part of the experience in the Land Registry in coming years. The interactive training with integration of key principles, games and activities helped enhancing staff members’ understanding on the importance of work-life balance. Each workshop was started by either the Land Registrar or the Registry Manager giving an opening message to participants that everyone could joyfully achieve professional life through work-life balance.

Apart from the annual development programme on Work-Life Balance organized for all staff, we also emphasize on the professional development of officers. This year, refresher training on the Land Registration Ordinance and training on understanding the Land Titles Ordinance from legal and operational perspectives were provided to all officer grades staff.

While staff are confident in their own area of work under IRIS, we need to prepare them for meeting future challenges. To strengthen staff’s knowledge about the post-IRIS functions and workflows of the major operation divisions of the Land Registry, experience sharing sessions for officers and cross-divisional visits for other grades staff have been arranged to enhance professional knowledge of all staff.

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