Page 31 - HKMA TA2020 Souvenir Programme

Silver Award Special Award

“Technician Trainee Career Development Program” Best in Career Development
CLP Power Hong Kong Limited

Business Challenges
CLP Power has a long history of recruiting Craft Apprentices (CAs), with an aim to provide job opportunities for secondary school leavers. In recent years,
CLP Power have been faced with the challenges of managing the millennial generation, who were perceived by their supervisors as more egocentric
or lacking commitment, discipline, and drive. The power industry is also experiencing disruptive shock from technological innovation, tougher
environmental policies and higher customer expectations. These have triggered the need for changing the CA training programme to the present form of
Technician Trainee (TT) Career Development Programme.

Response Strategies
After conducting research locally and visiting overseas organizations, the new TT programme was created to focus on four anchors, namely “Enabling,
Enlightening, Enlarging and Enlivening”, to leverage the inherent strengths of the millennials such as being intrinsically motivated, flexible, being able
to think out of the box, collaborative, digital savvy, public-spirited and inquisitive, while addressing the needs of school leavers who are generally
characterized as having relatively low self-esteem, lacking confidence and being unsuccessful in the early stage of career. The anchors are designed with
specific activities aimed to fully engage and closely interact with young people.

Enabling Psychologically, young people need self-assurance and life skills, and so leadership, language and PC skills are provided to enhance
Enlightening their personal and work efficacy.
Enlarging Mentally, unfreezing the mindset of an occupational life, providing feedback, equipping them with the skills to manage their career.
Enlivening Physically, with steep learning curve at the beginning, multi-trade training and real job practices are introduced.
Socially, providing a pluralistic, lively and engaging work environment to meet the social and emotional needs.

Stakeholder Engagement
The CLP Power Learning Institute is responsible for project design, delivery and evaluation of the training series, while other functional units provide on-
the-job training and opportunities for volunteer work, community functions, and taking up various roles in company events and activities. Externally, the
Office of Director of Apprenticeship and the E&M Trade Promotion Working Group provides useful information in shaping the programme.

Ongoing Assessment
A dartboard is developed to collect data from multiple sources, covering training evaluation, absenteeism, punctuality, sick leave, etc. In addition,
metrics like Diversity Ratio, Strength Index (execution, leadership, agility and cognition) and Growth Rate are introduced to gauge the overall programme
effectiveness. An average of 16% improvement on all available metrices has been resulted for the last two years.

Key Achievements
One of the key achievements of this programme is expanding the Trade Skills Capacity by 38.21% through multi-skills training with no additional
resources. The programme is also successful in improving the flexibility of staff deployment and providing wider career choices. In 2020, their technician
trainees received two highly recognized awards in Hong Kong, namely “The Outstanding Apprentice Award” and “Sir Edward Youde Memorial Outstanding
Apprentice Award”, which recognize their outstanding achievements in multiple aspects.

Sustainable Development
CLP Power strongly believes that sustainability relies on the younger generation. The programme has been proved to be successful in nurturing frontline
leadership and fostering a group of young talents to generate a positive impact on the company, as well as the social and economic development of Hong
Kong.

Comments from Adjudicators
The programme was very well structured with objectives clearly defined. It was commendable for laying a good foundation and opportunities for young
technicians to advance in career development throughout their journeys at CLP Power Hong Kong.

Through the well-designed career development framework, the four anchors of “Enable, Enlighten, Enlarge and Enliven” closely addressed its younger
employees’ underlying physical, social, mental and psychological needs. The results were impressive with measurable dimensions of employees’ career,
humanity and self-directedness over the past 18 months; and with strong emphasis on the concept of whole person development.

Overall speaking, it was a great initiative with passion which benefited the youth, the organization as well as the community at large.

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