The staff consultation mechanism, encompassing the Joint Consultative Committee (JCC) and Staff Consultative Council (SCC), established in the early 1980s, enhances communication between management and nonmanagerial staff. The JCC provides the avenue for non-managerial staff to raise discussions with their supervisors on work-related issues and to resolve local matters of common interest. The SCC, the members of which are elected by JCC representatives, provides the channel for communicating and working directly with senior management on the policies and principles relating to terms and conditions of employment, and any other matters of corporate interest. Most recently the SCC has taken a central role in communications with senior management on issues of job security arising from the merger and refining the performance pay system.

Other mechanisms to encourage dialogue and to identify issues well before crisis stage include informal staff meetings with the CEO and senior management, encouraging the culture of enterprising spirit among work groups and providing training to enhance communication skills at supervisory and management levels. Of particular relevance in 2004 has been the campaign to communicate with all employees regarding the development and subsequent impact of the possible rail companies merger. A dedicated task force is in place with the agenda to monitor events, initiate dialogue on a timely basis with department heads and the SCC and to maintain continual
communication with all staff on the progress of the merger.

Our training policy is designed to develop fully an individual’s potential and meet career aspirations. Our goals are to employ a multi-skilled workforce, ensure succession of the next generation of MTRC leaders and foster a learning culture at all levels of the company. Training courses’ content is shifting focus towards achieving the spirit of enterprise, thus embracing the new mindset in corporate strategy.