People

Growing a Winning Team

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Growing a Winning Team

The work culture of Cathay Pacific is team-based, and this dynamic team is one of our greatest strengths. We strongly believe in investing in our staff, developing their talents and building their careers, helping them grow in capability and responsibility throughout their time with us.

We are committed to giving everyone the chance to realise their dreams and achieve their full potential, because we know that the investment we make in our people is the best investment we will ever make.

Key issues raised by stakeholders on our Staff
Treatment and welfare of staff. Working conditions. Working hours. Professional development. Work-life balance and flexibility. Communication channels.
Learning and development

We promote a culture of continuous learning, expecting our staff to continually and proactively equip themselves with skills to enhance their career development via the support of online learning and training centres, often with mentors and external professionals on both personal and work-related issues. Where these skills are essential for their work, such as health and safety, languages, cultural awareness, customer service skills and new regulatory knowledge, we provide them with regular training and learning seminars in person, online and at lunchtime forums.

In 2010, a new Learning Zone webpage was launched for cabin crew. Prior to induction, depending on their background, knowledge and experience, they can go through modules on this Zone that provide an overview of the company, aviation and the history of Hong Kong. They can learn about our service language, our values, and read anecdotes from other cabin crew. It also contains information on inflight service standards, self-presentation, grooming and other training and development opportunities.

Group Initiated Learning

CoachingOurselves was introduced to Cathay Pacific in 2009 as a way to help make development more "real" and relevant to individuals.

With CoachingOurselves, teams manage their own development unconstrained by trainers or formal coaches. Teams choose from a wide range of management topics written by academics and top business thinkers and come together in the workplace to share experiences on the topic as it relates to their real-time management challenges.

The sharing style of CoachingOurselves, coupled with reading material that directs a conversation, seeks to make the exercise meaningful to both the individuals and the organisation.

"The CoachingOurselves topics are very useful because they provide us with an independent subject that we can discuss as a management team to develop our views. This allows us to actually learn something we can apply."

Robert Taylor
Manager Inventory Operations, Engineering Department