Building capability

The pace of digital disruption is increasing as is our capability to adapt and respond to this.
Most Material Topic : Training and Education

Training and development

In 2017, we recruited over 100 apprentices, technicians and graduate engineers across the Group. Over 20% of these technical trainees intake are females. Below shows the breakdown by region and gender.

We also recruited a number of senior level staff globally for different functions including Renewable Energy, Innovation and Big Data to enhance our strategic capabilities. We also broadened our recruitment channels to hire young engineering talent to strengthen the Engineering talent pipeline. We collaborated with a number of overseas universities to provide industrial placement opportunities for engineering students. For example, six engineering students from the University of New South Wales started their placements in Hong Kong in December 2017.

In addition to our ongoing management development programmes, we have focused our efforts on the areas of innovation and new technologies to build the capabilities of our workforce to stay aligned with our changing business environment. For example, design thinking workshops were launched to introduce a systematic thinking process of generating user-centric innovation for 40 key staff in Hong Kong.

Our capabilities are also extended and broadened by leveraging external strategic partnerships. Some of the programmes with our strategic partners École polytechnique fédérale de Lausanne (EPFL) and the International Institute for Management Development (IMD) included:

  • An online programme on the impact of Digital Disruption provided by IMD for 22 senior staff;
  • An executive development programme with EPFL for 20 employees on the impact of new technologies;
  • Industrial placements for three MSc students from EPFL to work on complex technical challenges as part of their MSc studies;
  • Technology-related briefings on topics including solar energy and digital transformation provided for senior management and the non-Executive directors by experts from EPFL and on energy harvesting using graphene by the University of Manchester Graphene Centre.

Through our structured Performance Management System (PMS), 100% of our employees annually set individual objectives, review achievements and review performance ratings which determine remuneration and other incentives.

 


CLP Power Academy

In Hong Kong, we launched the CLP Power Academy in 2017. This professional training institution provides high quality and recognised training programmes for young people who want to pursue a career in the power industry. It cooperates with a variety of educational institutions to offer professional diploma courses and other advanced programmes, covering technical training including generation engineering, electrical engineering, operational safety, and management.

By working with a variety of tertiary institutions, the CLP Power Academy aims to develop more engineering diploma courses and degree programmes in the future to further raise industry standards and nurture the talent we need for future growth.

The Power Academy has developed advanced training facilities to enhance the technical capabilities of our skilled workforce, including adoption of Virtual Reality (VR) and Augmented Reality (AR) technology, providing zero-risk training through the simulated experience of transmission tower climbing and overhead line maintenance work.