| Staffing
To provide the best service possible to the people
of Hong Kong, it is the policy of the Land Registry
to keep its manpower resources flexible. This flexibility
comes from the ability of Land Registry's staff to be
redeployed to meet changing operational needs and by
supplementing permanent staff with non-civil service
contract (NCSC) staff. The employment of such contract
staff allows the Registry to respond easily to changes
in operational or business needs while containing costs.
As at 31 March 2003, 497 permanent staff and 52 NCSC
staff were employed.
Development and Training
The investment that the Land Registry puts in training
and development is a sign of our commitment to giving
staff the support they need to work well together and
to expand their individual capabilities. The Land Registry
formulates an annual Departmental Training Plan that
serves as the blueprint for all training and development
(T&D) activities. The Land Registry is a government
leader in implementing this system and its T&D plan
was used as the model for the Government's 2001 guide
for all departments, the Guide on Preparing a Departmental
T&D Plan.
'Changing Creatively: Seeking Continuous Improvement'
was the Annual Staff Development Theme for 2002/03.
The workshops aimed at stimulating creativity in problem
solving and exploring ways to sustain a learning culture
with the ultimate aim of continuous improvement for
meeting the challenges of organisational change ahead.
In addition to theme development programmes, the Land
Registry organised a variety of in-house activities to
equip staff with the necessary knowledge and skills, such
as land related knowledge and customer service skills,
to cope with the business needs of the department.
During the year, the Land Registry staff produced a
VCD on good customer service. In this, the three winners
of the Best Counter Staff Award 2001 shared their experience
in providing good customer service.
To give staff insight into the operation and management
of land registration in other jurisdictions, two short
attachments with the Department of Land Administration
of the State of Western Australia and the Singapore
Land Authority were arranged for four Land Registration
Officers this year. The programmes broaden officers'
perspective and assist them to manage organisational
changes more effectively.
In the coming year, the Land Registry will focus on
management and technical training in support of the
department's organisational change. The Registry will
regularly review the effectiveness of training activities
so as to ensure that training will improve efficiency
of the workplace and add value to the business operation.
Management Initiatives
During 2002/03, a consultancy study on the performance
appraisal system was carried out with the objectives
to strengthen the existing system and improve the management
of performance.
Staff Relations
The Land Registry recognises that effective communication
between management and staff is essential to provide
quality service to clients and customers. The Land Registry
is committed to providing an environment that promotes
communication between staff at all levels.
Green Management and Environmental Improvement
The Land Registry continues to improve its performance
in the efficient use of resources and energy as well
as minimising the use of paper and office supplies while
collecting waste paper for recycling purpose. In 2002,
consumption of paper and envelopes fell by 8.4% and
23.4% respectively. The waste paper collected increased
by 1%. Conversion of the User's Guide to the Street
Index and the New Territories Lot/Address Cross Reference
Table from paper to compact disk also contributed to
saving resources.
The Controlling Officer's Environmental Report for
2002 can be found at our website: www.info.gov.hk/landreg.
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