Global public relations agency GolinHarris believes a people-centred culture is key to winning the loyalty of employees. 'We are proud of ourselves attracting great people and people who stay with us for a long time in this friendly and warm culture,' said Al Golin, the company's founder and chairman. He said talented and experienced staff were essential for building successful long-term partnerships with clients. The goal of the firm is to attract and retain top people in public relations. Therefore, GolinHarris provides professional training programmes to build life-long relationships with staff. In the 'Staff Office Exchanges' programme employees have opportunities to learn and transfer new leadership and management skills to the host office in Hong Kong by working with members at other GolinHarris offices in Asia-Pacific. Exchangees present an overview of their country's office, market, media landscape and client servicing to the host office. A guardian works with the exchangees to ensure maximum exposure to the working environment and work duties. Participants from the Hong Kong office worked with the Beijing team on event management and media relations last year to obtain real public relations experience in developing the greater China market. Another programme - 'Next Generation Hothouse' - has been launched to stimulate employee imagination, innovation and willingness to think outside of their present posts. This is a combination awards/training programme which selects 20 of the firm's 'next generation thinkers' with less than 10 years' professional experience from Asia-Pacific offices to attend a two-day innovation and leadership training session in an exotic destination in the region. Anyone can nominate themselves for a place in the Hothouse, but only those with insightful ideas to make a lasting impact on client business will be selected. Apart from providing development programmes, creating an efficient corporate culture is also addressed in the company. GolinHarris is committed to fairness for everyone in the company. John Morgan, regional managing director, Greater China, said: 'Hierarchy is not an issue. We respect everyone no matter what your title is.' Fanny Wong, head of public affairs, said: 'Juniors not only gain consulting experience from seniors when they work as a team, but can learn from the whole process through discussion and they feel they have a voice to generate creative ideas,' Most employees have been working in the company for more than five years, which is uncommon in this competitive industry. Mr Morgan said: 'We are keen on selecting people who fit in with the people-centred culture and who can get along with the clients and our people.' Employees were passionate about their work and they had to truly enjoy spending time with clients because 'GolinHarris has to maintain the highest standard of work to fulfil clients' expectations', Mr Morgan said. The company emphasised teamwork in developing strategic solutions for clients through short and intensive brain-storming sessions. According to Ms Wong, effective communication was part of the corporate culture and was established by Mr Golin. 'We talk to each other. We talk about our colleagues' blogs and share our hobbies such as cooking for small parties. We need to communicate with people so we can spot problems before they become a big issue,' Ms Wong said. Despite the long hours and hard work that this business demands, the chairman believes that it is healthier to serve clients when personal and business life is balanced. Mr Golin said it was important for staff to take personal responsibility for their work-life balance. Seniors care about employees by talking and responding to their requirements in different ways. In some cases, if staff have been working for a long time, compensation time is offered so they can rest. Informal social activities are organised just 'for fun' such as singing in karaoke lounges. Staff also share their travel experience by sending each other postcards and they have gatherings for dinner at colleagues' homes. 'We are a family with the kind of people you enjoy being with,' Mr Golin said. Mr Morgan, on the future of HR management, said: 'Human resources is mainly about taking care of people's development.' Team spirit GolinHarris believes in a people-centred culture to attract and retain talent and build life-long partnerships Consistent fairness to everyone is important to maintain strong team spirit in the office GolinHarris encourages new ideas from juniors and respects their contribution in working with clients Employees must take responsibility for their work-life balance