Human Resource Management Plan


Civil Engineering Department (CED)


With the formulation of an HRM plan in late 1997 and the development of an implementation scheme for the plan in early 1998, CED management decided to put in more efforts to encourage their colleagues to give their views on the department's mission, HR and related issues so that management could better appreciate their concerns and act on their feedback more effectively.


CED conducted its first department-wide staff opinion survey in the last quarter of 1998. The outcome of the survey was very encouraging; a high response rate of 73% was recorded. Staff have given positive views on a variety of HR and operational issues, such as implementation of quality service, job attitude, people management style, divisional goals, divisional operations, communication and, in particular, the relevance and usefulness of CED's mission. Some respondents even spent effort on giving additional comments on various issues. This has enabled management to collect very useful, qualitative as well as quantitative feedback.

To enable the survey findings to be communicated to all staff members, a departmental publication was specially prepared for distribution to all staff in CED in early 1999 to promulgate the major findings of the survey.


Given the success of the survey, CED has decided to carry out staff surveys on a regular basis to keep track of the improvement of the various HRM aspects. Through the survey and other HRM initiatives which involved the staff at all levels, there was an on-going dialogue between management and staff.


Customs and Excise Department (C&ED)


To ensure successful implementation of the HRM programmes, C&ED considered it important that staff opinion should be solicited. The department has conducted a Staff Opinion Survey in June 1998. The specific objectives of the Staff Opinion Survey were -


The Survey was based on a questionnaire consisting of two parts: multiple choice questions and written comments. It was a census of all staff members except the General Grades and Common Grades staff in the department, covering a total of 4,115 staff members. 1,164 completed questionnaires were received, representing a response rate of 28%.

As the Organisation Climate was influenced by the Work Environment Dimensions (WEDs) of the department which in turn affected the department's performance as a whole, staff perception on the following key WEDs were obtained from the Survey -

The Survey findings were disseminated to all the staff at the Departmental Seminar and through the Departmental Temporary Circular.


Based on the strengths and weaknesses of the department's WEDs and their relative importance on the Organisation Climate, three higher priority WEDs, i.e. career growth and development, work characteristics and senior management's leadership and management were identified.

The Survey findings also provided useful information for the senior management in designing new HRM initiatives at the headquarters and formation levels.


Human Resource Management Good Practices

Articulation of Vision, Mission and Values

Human Resource Management Plan

Manpower Planning

Performance Management

Training and Development

Service Quality Enhancement

Contact Persons for the Cases Listed in this Publication


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