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Chief People Officer Derek Wu shares exclusively with HRO how this programme aims to "spice up" the people, business, and community.
To equip district managers with essential managerial skills that align with expanding business needs, Tam Jai International (TJI) has partnered with HKU SPACE for the first time to launch the District Manager Leadership Programme (DMLP).
The 30-hour training programme focuses on three pivotal areas – personal effectiveness, team management, and task management. By blending academic knowledge with real-world insights, the DMLP equips frontline district managers with practical skills to navigate the complexities of managing multiple business units, paving the way for their career advancement and international exposure.
Upon graduation from the programme, participating district managers have attained Qualifications Framework (QF) Level 3 qualifications.
This initiative reflects the company’s dedication to being a learning organisation, and supports its future expansion into international markets and franchisees, in line with its Group HR vision to "Spice up our people, business, and community”, as shared exclusively by Derek Wu, Chief People Officer, Tam Jai International, with HRO’s Tracy Chan.
“In the past, training for District Managers focused predominantly on operational aspects to meet practical and daily business needs,” Wu says.
“The DMLP is tailored specifically to equip them with essential managerial skills for more systematic management and effective multi-unit management, fostering a positive learning culture and enhancing staff’s capabilities for both personal and organisational growth, ultimately reflecting on business performances. This programme aligns with TJI's dual strategies of multi-branding in Hong Kong and developing franchise operations beyond the borders.”
Wu adds that the programme echoes TJI's Group HR model, which emphasises talent capability, leadership, and succession planning.
“By upskilling the talent pool, we can effectively position our Hong Kong headquarters as a Centre of Excellence, facilitating best practices and knowledge sharing across the organisation, thereby supporting our strategic HR role in international expansion.”
Celebration and recognition are integral
A key highlight of the programme was the graduation ceremony, a pivotal event that acknowledged and honoured the hard work and achievements of the District Managers.
The ceremony was attended by TJI’s CEO, the senior management team, as well as the heads of business units and related team members. This underscores the importance of District Managers as vital assets to the company.
The invitation to the ceremony was also extended to the families and friends of the District Managers, which was particularly meaningful for them, according to Wu.
“They could celebrate the moments of joy and recognition with their beloved family members and friends. All of them appreciated this caring initiative, and we saw an obvious enhancement of their sense of belonging as valued members of the Tam Jai family,” he says.
“As one of our District Managers shared: ‘Thank you for the learning opportunities, as well as having my daughter witness and celebrate my graduation!’”
Additionally, tailor-made graduation teddy bears were created to commemorate this special day of graduation from the DMLP programme.
Measures for success
The active involvement of senior management has been crucial to the success of the programme.
Beyond attending the graduation ceremony, business unit heads and operations management have been actively involved at every stage of the programme – from course design, and implementation, to follow-up – ensuring relevance to the actual work context.
To gauge the impact of the programme on both employees and the business, the company has adopted a comprehensive measurement approach that includes:
- Conducting a thorough analysis of pre- and post-training results to quantify the gains achieved
- Conducting post-training evaluations through comprehensive surveys
- Monitoring the overall engagement score from the employee engagement survey to assess the programme's impact on employee morale and commitment
- Analysing the return on investment (ROI) by measuring improvements in customer satisfaction, employee engagement, and overall revenue growth
A culture of growth
When asked about the essential qualities needed from District Managers and leaders to drive the company’s ongoing growth and success, Wu identifies three key traits:
- Will to win: This involves a mindset to challenge the status quo, ensure that products and services remain competitive, and continuously improve to resonate in a dynamic marketplace.
- Passion to serve: Go beyond traditional customer service to create meaningful connections, and ensure every customer feels valued and satisfied by understanding and catering to individual preferences. This passion also extends to include colleagues, business partners, the community, and other external stakeholders.
- Learning agility: TJI strives to cultivate a supportive environment that encourages continuous learning, enabling District Managers to share knowledge and experiences to enhance collective growth.
To cultivate these qualities for all staff, TJI embraces the principles of ‘learn, apply, and coach’ (學做教) as a holistic approach to development. In addition to the DMLP, TJI implements effective tools such as tailored orientation and training programmes, staff engagement events, and communications platforms that encourage knowledge sharing.
“These initiatives equip us with the skills and mindset necessary to thrive, ensuring they are well-prepared to meet the challenges of a rapidly evolving industry,” Wu affirms.
As both TamJai Yunnan Mixian and TamJai SamGor Mixian have recently opened their 100th stores locally, to support TJI’s aim to become the largest Asian specialty noodle chain beyond Hong Kong, Wu shares the company’s plan to internationalise the DMLP’s course content within its internal operations curriculum to ensure that the training will be relevant and effective across various markets, accommodating the unique challenges faced by the international business units.
“Our vision for the DMLP includes paving way for higher-level initiatives, such as the Operations Manager Leadership Programme (OMLP), which will further enhance the skills and capabilities of our leadership pipeline,” he elaborates.
“Moreover, we aim to establish a standardised management skillset that will serve as a common tool throughout the company. This framework will not only uplift training processes but also foster a cohesive leadership culture that transcends regional boundaries. By incorporating these elements, we are committed to developing our leaders into agile, competent professionals ready to navigate the complexities of a global business landscape.”
All photos / Tam Jai International
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