Talent Management
對於大多數企業來說，尋找未來領袖的最佳辦法是自 行栽培人才。
曾梓銘說：「王維基被公認為是一個非常有自信的 人，我認為如果我表現出有自信，也會提高我獲得取錄 的機會。所以我告訴Ricky，他是一位出色的企業家，但 我在某方面也非常出色，我在大學的時候是辯論比賽冠 軍。我想我展示出的自信心引起了他的注意，最後他給 了我這份工作。」 作為一名獲得高薪厚職的大學畢業生，曾梓銘親身 體驗到巔覆及創新對推動企業向前發展的重要性。 正如其他公司的管理實習生計劃，他有機會輪流到 公司內部的不同部門實習，但最令他印象深刻的是高級 管理層如何致力幫助他成長。 高級管理層會帶領見習生與投資者會面，向他們 展示做生意的方式，並在他們獲邀發表演說的不同活動 中，預留一些時間讓見習生上台發言。 在21歲的時候，曾梓銘已在過千人面前演講。高級 管理層的幫助加快了見習人員的成長，當中包括給予見 習人員失敗的機會。 曾梓銘表示，他曾走到人才關顧部主管兼財務總監 黎汝傑面前，要求一筆四萬港元的預算來設立大學生轉 介計劃，以吸引更多客戶使用香港寬頻的服務。 他說：「這是一個完全失敗的項目，我損失了所有 資金。NiQ一直知道我會失敗，但他仍願意讓我一試， 因為他希望我能夠從錯誤中成長及學習。我想大多數高 級管理層不會為了員工的未來發展而容許他們冒這麼 大的風險。」 高級管理層的努力現已得到回報，曾梓銘現時是企 業方案的高級銷售經理，帶領一支60人的團隊開拓新 市場。他是該公司最年輕的持股管理人及部門負責人。 他說：「我真的很感謝公司給予我的機會，令我加 快成長。我希望在五年內升到總監級別，最終目標是成 為最高管理層。」
人才管理
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He still remembers very clearly that all senior management members, including then chairman of the company, Ricky Wong Wai-kay, were present for the final interview which took place at an outward bound campsite at Sai Kung. “After 36 hours of surviving in the wild, the finalists were brought before the senior management team. Wong asked everyone an IQ question which nobody could answer and asked everyone to write down on a piece of paper why the company should hire him or her,” recalled Tsang, an economics and finance graduate from the Hong Kong University of Science and Technology. Tsang thought what made him stood out was his confidence. “Ricky Wong is known to be a man who is very confident in himself. I thought it will boost my chances if I show selfconfidence too. So I told Ricky that he is a great entrepreneur, but I am great at something too – I am a champion debater at my university. I guess the self-confidence I displayed caught his attention and he offered me the job,” Tsang says. Coming out of university as a prized young recruit, Tsang experienced first-hand the importance of disruption and innovation in driving an organisation forward. Similar to management trainee programmes in other companies, he was given the opportunity to rotate to different departments within the company, but what stood out was the commitment of senior management in helping him grow. Senior management will take trainees out to meet with investors, show them how to do business and leave a time slot for trainees to speak on stage when they are invited to speak at different events. At age 21, Tsang was already giving presentations for crowds of more than 1000 people; the effort senior management puts in is to accelerate the growth of the trainees and that includes giving trainees the chance to fail. Tsang says he went to NiQ Lai, chief talent and financial officer, to ask for a HK$40,000 budget to set up a university student referral programme to get more customers to use the services of HKBN. “The project was a complete failure and I lost all the money. NiQ knew all along that I would fail, but he let me try because he wanted me to grow and learn from my mistakes. I don’t think many senior management teams would allow their employees to take such a big risk for the sake of their future development,” he says. The effort of senior management has certainly paid off – Tsang is now a senior sales manager for enterprise solutions, leading a 60-man team to explore new markets. He is the youngest co-owner and section head at the company. “I am really thankful for the opportunity the company has given me to accelerate my growth. I hope to move up to a director grade role in five years and the ultimate goal is to reach the C-suite level,” he says. Q1 2017 « Human Resources Hong Kong « 23