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People

Caring for and Inspiring our Next Generation

Several redevelopment projects have been launched in To Kwa Wan in recent years. The URA subsequently formed the ‘oUR Amazing Kid Band’ for the To Kwa Wan community in 2018 aiming to strengthen the social network of the participating kids and their families through regular training sessions, performances and engagement activities. In 2020/21, the Kid Band recruited 17 new members from the URA project sites in To Kwa Wan, which is almost three times more than the number of new recruits in 2019/20, making a total number of 45 band members. Despite school suspension, the Band has continued to provide weekly music training through online platform and three online performances were produced to help maintain the participants’ social network while reaching out to the public audience through social media.

Through a series of education and extension programmes, the URA continues to engage members of the public, especially the younger generation, to enhance their understanding and foster a positive image of the URA. In particular, the 2020/21 Young Leaders Programme co-organised with the Tung Wah Group of Hospitals (TWGHs) was carried out to inspire students with innovative ideas about the sustainable development of Yau Tsim Mong District. A total of nine TWGHs secondary schools joined the programme. Another collaboration with the Institute of Vocational Education was conducted to provide a platform for students to unleash their creativity and apply academic knowledge on smart design and applications to improve the living condition of the old urban district.

 

Kid Band

HKIV Competition

 

Building Our Capacity

The URA puts much emphasis on keeping our staff abreast of the latest innovations while promoting knowledge sharing within the organisation. Our Learning Platform launched in June 2020 offers a wide range of courses for our staff to acquire different knowledge and skills that are beyond their existing work functions. To enhance their e-learning experience, internal eCourse and Story creation power is being developed gradually. As of 31 March 2021, 50 eCourse and Story editors have been trained up with more than 90 eCourses and Story had been published. As a result, more than 4,000 training hours were generated which accounted for 25% of the total training hours of the URA. On average, each member of our staff invested around six hours in eCourse and Story learning and nearly 95% of them participated in online learning. These figures demonstrated that our staff have adapted quickly to the new learning mode, and are moving towards the formation of an online learning culture in the URA.

With the launch of the URIS, additional training focus has been put on equipping URA’s staff with knowledge of the Geographic Information System and data analytic skills. As of March 2021, more than 25 videos were produced and 14 training sessions were provided for over 430 users of the system, facilitating the creation of more than 360 web maps at work.

To provide a structured roadmap for our staff to build up their capacity, Divisional Career Ladders describing the minimum requirements for progression from the entry level to the most senior level of a position have been launched across divisions. The Career Ladders serve as an open source for staff to identify the necessary knowledge, skills and competencies needed to prepare for future career advancements. The Career Ladders will be updated regularly to ensure fast response to market and organisational changes.

In order to build up talent pools for key position succession, a Successor Identification Model has been developed to apply human resources data analysis to identify potential succession candidates for the managerial grade and above. Apart from this, various programmes have been put in place to establish the URA’s talent pipeline, such as the Future Leaders Programme that targets General Managers and Senior Managers, the Manager Development Programme for Manager level staff and the Job Rotation Program for Assistant Managers and Managers to gain cross-division exposure.  

 

eLearning Platform

 

 

 

Attracting, Motivating, Engaging and Retaining the Right Staff

Facing a competitive labour market, the need for effective means to tap the right talent remains high. In order to attract, motivate and retain qualified and promising young professionals, a combined establishment at the Assistant Manager and Manager levels is used to enable an upward movement of staff. Professionals holding key strategic positions are closely managed to ensure a healthy career exposure and proper coaching.

A two-year Planner Trainee Programme has been launched to recruit fresh graduates of urban planning study with an aim to groom them into qualified urban planners who would be strategically important to our urban renewal process. Two planner trainees were recruited last year and have shown satisfactory progress.

To strengthen internal communication across the URA, 15 issues of the Quarterly Staff Newsletter have been published since its introduction in 2017. To minimise the health risk of COVID-19, our Staff Briefing Sessions and various staff activities were conducted virtually in 2020/21. In addition, our Staff Suggestion Scheme continues to invite ideas from staff members not only to improve work efficiency and effectiveness but also enhance the sense of belonging. Around 45% of staff suggestions were identified as inducing positive impact and were adopted in 2020/21.