【創新人力資源實踐】從前期接觸到入職 關注員工的完整體驗
員工體驗（Employee Experience，EX）是員工和公司互動過程中的一些認知和感受，貫穿於員工整個工作生涯，從面試、入職，到績效、福利、學習、發展⋯⋯越來越多的企業將人力資源重點放在員工身上，並從細微之處切入，使員工獲得良好的體驗。這不僅僅是一個提高員工留存率或生產力的策略，更是僱主品牌的核心。然而，員工體驗的設計與改善並非一蹴而就，需要企業內部的全盤規劃與整體實施，包含了員工生命週期、職務角色、工作環境、管理者與福利措施等元素。
突破傳統迎新框架 助新員工融入公司文化
Hop Lun Group 作為國際時尚內衣及泳裝的領先製造商，圍繞員工體驗推出了多項創新計劃，榮獲「Jobsdb – The Hong Kong HR Awards 2024」的獎項「HR Innovator of the Year」及「Employer of the Year」。人力資源管理在2023年第二季度推出的「新員工入職培訓計劃」（New-Joiner Orientation Program, NOP），強調透過實際參與和團隊建設活動來幫助新員工快速融入公司。
傳統的新員工迎新活動/培訓通常比較正式，內容偏重於提供信息和說明規範，確保新員工從一開始就對公司有清晰認知，了解個人定位以及公司對他們的期望。但這往往缺乏互動性和實踐機會，未能給予新員工良好的體驗。Hop Lun的領導層擁有與眾不同的視角，堅信創新的人力資源實踐能夠引導製造業走向更加開放和包容的未來。NOP不僅包括基本的公司文化和政策介紹，更融入了伙伴計劃，以及提供真實的現場體驗學習機會，讓新員工從實際操作中獲得第一手經驗，加深對公司業務流程的理解。入職初期決定員工對公司印象的關鍵時期！NOP不僅加強了新員工對公司文化的認同，也促進了跨部門間的交流和協作，創建了一個更加團結和諧的工作環境。
人才招聘革新 製造業走在前線直接面向大眾
Hop Lun早在1992年已經成立，總部設在香港，是內衣及泳裝製造界翹楚。擁有超過28,000名員工，並具策略性地在孟加拉、中國和印尼設有製造設施。製造業傳統上較為依賴人才中介的招聘模式中，Hop Lun卻在人才招聘方面注入創新思維，不拘泥於行業慣例，直接走在職場前線，透過社交媒體等平台來尋找和吸引潛在人才。
這一策略不僅提高了招聘效率，減少了依賴招聘中介的成本，同時也使公司能夠更直接地與候選人溝通，建立更加個性化和貼心的招聘過程。而主僱雙方直接溝通的方式也增強了候選人對公司的好感和信任，提高了優質人才的入職率。實際成果非常顯著，成功招聘率較以往增長25-50%，2023年度下半年招聘數量顯著提高2.8倍。
開放溝通渠道 建立透明、安全和高效的工作環境方面
Hop Lun在全球治理及溝通渠道方面都有創新措施，以建立透明、安全和高效的工作環境。當中最具突破性的一項是引入保障機制—— 合隆道德熱線 「Hop Lun Ethics Line」，提供了一個安全的渠道，讓員工可以匿名報告工作場所的問題和不當行為，大大促進員工誠信，並保護員工權益方面發揮了關鍵作用。另外實施全球性的HRIS系統BIPO，通過數據驅動，實現HR流程自動化，提高了HR營運的效率和效果，為員工提供了更加順暢和便捷的體驗。
為了建立開放的溝通渠道，以增強內部一致性和透明度，公司更舉辦CEO Town Hall會議和首次供應商大會。員工和管理層之間直接對話，交流意見和建議，促進了企業內部的資訊共享，增強了員工對公司決策和發展方向的理解和參與感。而供應商大會則強調了合作、知識分享和創新，幫助員工自我增長，擴大網絡，激發潛能。
▲ Hop Lun重視與員工的溝通與交流以及員工的身心健康，他們相信藉此可以締造更團結及健康的團隊。
社會責任和員工福祉的創新對於提升企業形象及員工體驗具有深遠的意義！在現今商業環境中，企業社會責任（Corporate Social Responsibility, CSR）不僅反映了企業對社會的貢獻，也是建立品牌信譽、吸引人才和保持員工忠誠度的關鍵因素。Hop Lun深諳此理，因而成立了首個企業社會責任團隊，標誌著公司在履行社會責任方面邁出了堅實的一步。例如首次中秋義工活動，員工既可服務社區，也藉此培養團隊精神和領導能力，提升整體的工作氛圍和員工的幸福感。
此外，Hop Lun行政及運營團隊在推廣身心健康方面的努力尤為值得稱道。通過推出多項提升員工身心健康的活動，例如定期的健康講座、瑜伽課程和心理健康工作坊等，使員工能在忙碌的工作之餘找到放鬆和恢復活力的機會。這些多元化的福祉計劃多達300個小時，不僅能幫助員工保持良好的身心狀態，也進一步提高了員工的工作效率和創造力，從而促進了公司的整體發展和競爭力。
在創新人力資源實踐的道路上，企業從招聘至入職初期培訓的關鍵期，再到日常管理的開放透明，及至員工福利、身心健康和職業發展，每一環節都體現了對員工體驗的重視，從而鞏固了企業文化，增強了團隊協作和創新能力。最終，這不僅為企業帶來了持續的成長動力，也為員工創造了一個充滿支持和鼓勵的工作場所。
Innovative human resource practices: providing a phenomenal employee experience from the very beginning
Employee experience, EX, refers to the knowledge and feelings an employee derived from interacting with the company. It is one of the crucial components of an employee's career path, including interviews, onboarding, performance evaluations, employee benefits, professional growth, and development opportunities. An increasing number of corporations are placing significant emphasis on “People”. They believe small things matter and this helps create a good experience for employees. EX is not merely a strategy to maximize staff performances or retention rate, it is the core part of company branding. However, Rome was not built in a day. The design and improvement of employee experience requires comprehensive planning and execution by the corporation. EX spans from employee life cycle, roles and responsibilities, working environments, management and benefits etc.
Company stepping out of the box helps employees blend into company culture
As a leading global fashionable lingerie and swimwear manufacturer, Hop Lun Group rolled out various unconventional employee experience initiatives. Hop Lun was awarded the “Jobsdb – The Hong Kong HR Awards 2024”, “HR Innovator of the Year” and “Employer of the Year”. The New-Joiner Orientation Program" (NOP) was introduced in the second quarter of 2023 with the objective of facilitating a seamless integration of new joiners into the company.
The orientation activities and training provided to new hires usually follow a more standardized and formal approach. They focus on providing information and iterating rules, so that all new employees have a clear understanding of the employer, their positions and expectations from the company. Nevertheless, this approach fails to provide interactions and chances for new joiners to give things a go. This does not favor a good staff experience. The management at Hop Lun are wearing unique lenses. They strongly believe that innovative HR practices can guide the manufacturing industry towards a more open and inclusive trajectory. Apart from the basic introduction of company culture and policies, NOP also comprises a buddy system and experiential learning at the factory shop floor - an opportunity for new employees to gain hands-on experiences. This enhances their understanding of the company’s business operation. It is crucial for new employees to make a favorable impression when they initially join the company. The NOP serves as a valuable tool in enhancing employees' understanding of the company culture while fostering cross-functional collaboration and exchange. This, in turn, contributes to the development of a harmonious and positive work environment.
Being in the front line facing the public with revolutionized talent acquisition process
Founded in 1992 and headquartered in Hong Kong, Hop Lun is a big shot in the lingerie and swimwear manufacturing industry. The company has a dedicated workforce of over 28,000 employees and factories strategically located in Bangladesh, Mainland China and Indonesia. The manufacturing industry has been reliant on using recruitment agencies for talent acquisition but Hop Lun has done something different. Instead of following what others in the industry are doing, the company reaches out to the public through platforms like social media to attract and source talents.
This strategy significantly enhances hiring efficiency, reduces costs associated with relying on recruitment agencies, enables direct communication with candidates, and facilitates a more personalized hiring experiences. Being able to communicate with the employer directly helps candidates gain trust and a positive perception towards the company, which also increases the rate of quality hires. This approach has resulted in a 25-50% boost in the rate of successful recruitment, the number of hires was also raised by 280% in the second half of 2023.
Creating a transparent, safe and productive work environment with open communication channels
Hop Lun has launched some new policies in global management and communication channels by creating a transparent, safe and productive workplace. The “Hop Lun Ethics Line” is one of the most revolutionary schemes providing a safe channel for employees to report issues and inappropriate behaviors at work anonymously. It is crucial in promoting integrity in workplace and protecting employees’ interests. Implementing the HRIS system - BIPO global has ameliorated HR operation efficiency and performance. The data driven strategy has optimized HR procedures, creating a smoother and more convenient experience for employees.
To construct an open communication channel which maintains internal alignment and transparency, the company organized CEO Town Hall sessions and their very first Supplier Conference. Employees and the executives get to talk directly, exchange ideas and discuss suggestions. This promotes sharing of information within the corporation, fosters understanding and participation of employees towards business decision making and development. The Supplier Conference cultivates collaboration, knowledge sharing, and innovation within the lingerie industry. It serves as a dynamic platform for identifying growth opportunities, expanding connections within our supplier networks, and strengthening relationships with our valued partners.
▲ Hop Lun values idea exchange between management and employees. With the help of an open communication channel, the company listens to opinions and adopts suggestions from employees, which contributes to a more close-knitted team.
Transformations in Corporate Social Responsibility and staff perks forge a stronger team while fostering deeper community connections
Transformations in Corporate Social Responsibility and staff perks yield enduring impacts by enhancing corporate image and elevating the employee experience. In the current business environment, Corporate Social Responsibility (CSR), shows how the Company has contributed to the society. It is also of paramount importance in establishing brand reputation, attracting talents and maintaining staff loyalty. Hop Lun is a strong believer of the above. They have set up their first CSR team, marking the company solid step towards shouldering CSR. The first volunteering activity during the Mid-Autumn Festival was a remarkable opportunity for employees to contribute to the community, nurturing team spirit and leadership capabilities. Moreover, it contributed to cultivating a positive working atmosphere and enhancing staff happiness.
The administration and operation team at Hop Lun has been highly recognized for their dedicated efforts in promoting physical and mental health. Initiatives such as regular health seminars, yoga courses, and mental health workshops have proven to be invaluable in enabling employees to be relaxed and unwind from the demands of their work. There are more than 300 hours of these diverse programs within a year of time.
In its quest to innovate HR practices, Hop Lun has demonstrated a strong commitment to prioritizing the employee experience. The company has invested significant effort in talent acquisition, orientation, and training to ensure a seamless onboarding process. By maintaining transparency in daily management and enhancing staff benefits, well-being, and career advancement opportunities, Hop Lun has created an environment that fosters employee satisfaction.
These initiatives have not only strengthened the corporate culture but have also resulted in improved teamwork and increased creativity among employees. Ultimately, the positive outcomes serve as a driving force for the company's continued growth while simultaneously cultivating a supportive and encouraging workplace for all employees.
（資料由客戶提供）
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