Interview with Staff

Serving in the Site Staff team, I work with my team in the New Works Section to provide support mainly in staff deployment, learning and development, and site and contractor management in coordination with different project teams. We attach great importance to providing ample training and development opportunities and promoting communication so as to develop a greater sense of engagement and technical proficiency amongst our staff.

At the management and senior staff level, we meet frequently to discuss and plan ahead for the sake of staff's professional development. We consider their specific needs when deciding the annual training focuses. It is our aim to communicate clearly the expectations and resources the departments given to our staff, thus furthering their proactiveness in professional and personal development.

Since the establishment of our experience-sharing platform, also known as the KM Portal, our staff has been interested and active to share and exchange their hands-on discoveries from different projects. For instance, the technical knowledge papers documenting the outstanding neighbourhood environmental impact management and communication practices deployed in the redevelopment of Queen Mary Hospital (QMH) Phase 1 project have been shared on the KM Portal. The sharing enables staff to learn by example and pay extra attention on details in similar work procedures in future projects. I am very pleased to witness the increasing willingness of our staff to share and their dedication to drive the department's service and management quality as a whole.

Moreover, we have integrated our internal training resources into the 'TEAM+' programme, which encompasses systematic and active knowledge transfer and a wide array of training opportunities for our site supervisory staff. We received positive feedback about the sustainable and all-round benefits brought to the staff's personal and professional development, as well as the contribution to the Department's talent development and effective succession planning.

Apart from training, we are conscientious in creating a caring and family-friendly working culture which in turns bolster our staff's mental wellbeing. We organised and invited colleagues' family to join the diverse recreational activities organised by the department and tours upon the completion of different projects. Looking forward, my team and I will continue to keep up the exemplary practices and improve on any shortcomings regarding the management of team development and performance.

ArchSD has indeed devoted tremendous resources in upscaling our training and development opportunities to staff. It is great to received positive feedback from colleagues across different levels. Thanks to the contributions and dedication of every staff member, our performance is well recognised by the industry. We are committed to exploring and upgrading our supporting measures to ensure our team is competent at dealing with challenges in all dimensions.