Awards showcase HR success stories

Outstanding people management strategies could be the key to improving productivity at work as companies seek different ways of increasing their profitability.

The Hong Kong Institute of Human Resource Management (HKIHRM)/South China Morning Post People Management Awards, which is now in its third year, recognises companies that demonstrate innovative and creative people management solutions that enhance growth and efficiency. The awards also aim to act as a showcase and a forum from which a range of companies can improve their systems.

'The ultimate goal is to share success stories and transfer knowledge from one company to another,' said Lai Kam-tong, president of the HKIHRM. 'Human resources simply means people management, and there's no fast rule, but there is always an effective way to manage people.'

In many ways the event stresses the positive role that human resources can play in an organisation in terms of being an agent for change that implements best practices; one that builds on its ability to fully understand the profile of a workforce, and guides it towards common goals set by the company and management.

'This touches on the place that human resources has in organisations,' said Mr Lai.

'It should do more than handle processes and systems because it knows people and their profiles. It can be part of the overall business, so it can plan ahead and suggest ideas on how to manage the workforce.'

The event also helps to clarify that people management strategies and systems are not confined to major companies of 500 people or more which have large human resources departments.

The human resources divisions of small and medium-sized businesses (SMEs), with 100 workers or less, may only consist of one person, yet can be just as successful.

While SMEs may not boast an in-house professional human resources team, people management strategies are of equal importance. And these can be easily conceptualised and conveyed by core members of the management team in ways that are demonstrably more effective than in major corporations, where procedures are administrated by large departments.

Mr Lai said the relatively small size of SMEs could be a bonus. 'SMEs have greater flexibility than big corporations, and they have greater mobility capabilities. Because of this, they should be much better at controlling things.

'When you look at a big corporation, there are many hurdles, because of the size. SMEs may not specify anyone as an HR manager, but basically everyone has to look out for something.'

Seven companies were shortlisted at last year's event, and much emphasis was placed on the participation of SMEs, which make up most of the businesses in Hong Kong.

Success stories included a web design company which, after experiencing a high turnover, implemented a system whereby 20 to 30 per cent of net profits were earmarked for bonus payments.

Participants in the awards come from Hong Kong and elsewhere, and this year's applications fall into two categories: the People Management Award for organisations with more than 100 employees, and the SME Award, for organisations with 100 or less employees.

The diversity of participants at the event provides a cross-section of case stories to learn from, and while one people management strategy may not fit all, companies can apply aspects of it to their organisation.

'The People Management Awards intends to offer effective initiatives,' said Mr Lai.

'Different companies may have different stories because there are some things they can and can't do because of resources and corporate culture. But after attending the briefing session, we hope they will get something out of it,' he said.

HKIHRM/SCMP People Management Awards 2008

Online applications www.hkihrm.org/award

Briefing session is on June 26

Deadline for entry submission is noon, July 31, 2008

For further inquiries, call Joanna Lam on 2881 5113 or 2837 3820