Annual Report 2021

29 年報 2021 ANNUAL REPORT MANAGEMENT DISCUSSION AND ANALYSIS 管理層論述及分析 本集團僱員、酬金政策及培訓計劃 於二零二一年十二月三十一日，本集團於香港 及中國合共有 2,304 名僱員。本集團僱員之酬 金政策按僱員價值、資格及能力，亦以業界當 時市場環境而釐訂。彼等之酬金包括酌情發放 之花紅，一般會每年予以檢討。在薪金以外， 其他僱員福利包括醫療保險、住院資助計劃及 定額供款公積金計劃，強制性公積金計劃，及 中國國家法規定的其他退休計劃或類似定額供 款公積金計劃分別為香港及國內僱員提供退 休福利。該等計劃引起之本集團供款會在損益 中扣除。本年度僱員福利開支總額為大約港幣 268 百萬元。 本集團亦分別向國內各部門各級僱員及向董事 及本公司僱員提供培訓計劃或課程，用以提升 他們在生產營運上的技術和管理，專業技巧和 知識。 董事之酬金由本公司薪酬委員會根據個人表 現、本集團之業績及盈利狀況，亦以業界薪酬 基準及當時市場環境而釐訂。 此外，本公司採納了二零一二計劃。該二零 一二計劃的目的是向選定參與者提供激勵或獎 勵，以獎勵他們對本公司及╱或其任何附屬公 司及╱或本集團任何成員持有任何股權的任 何實體的貢獻或潛在貢獻。除非另有取消或修 訂，二零一二計劃自二零一二年五月二十九日 起計十年內有效。 自二零一二計劃通過以來，截至二零二一年 十二月三十一日，沒有購股權授出、行使、失 效、註銷或尚未行使。 EMPLOYEES, REMUNERATION POLICIES AND TRAINING SCHEME OF THE GROUP At 31 December 2021, the Group had a total of 2,304 employees located in Hong Kong and the PRC. The emolument policy regarding the employees of the Group is based on their merit, qualifications and competence as well as the prevailing market conditions of the industry. Remuneration packages, which include an element of discretionary bonuses, are generally reviewed annually. In addition to salary payments, other employee benefits include medical subsidies, hospitalisation scheme and a defined contribution provident fund, Mandatory Provident Fund Scheme and other retirement scheme or other similar defined contribution provident fund stipulated by the State Regulations of the PRC which provided retirement benefits to employees in Hong Kong and the PRC respectively. The Group’s contributions to these schemes are charged against profits or loss as they are incurred. The total employee benefit expense for the year amounted to approximately HK$268 million. The Group had also provided training programmes or courses for the mainland staff at all levels from different departments, and also for Directors and employees of the Company so as to further enhance their technical skills in production operation and management, professional skills and knowledge, respectively. The emoluments of the Directors are decided by the remuneration committee of the Company, having regard to individual’s performance, the Group’s performance and profitability, remuneration benchmark in the industry and prevailing market conditions. In addition, the Company adopted the 2012 Scheme. The purpose of the 2012 Scheme is to provide incentives or rewards to selected participants for their contribution or potential contribution to the Company and/or any of its subsidiaries and/or any entity in which any member of the Group holds any equity interest. Unless otherwise cancelled or amended, the 2012 Scheme will remain in force for a period of ten years from 29 May 2012. Since the adoption of the 2012 Scheme, no options have been granted, exercised, lapsed, cancelled or outstanding thereunder as at 31 December 2021.