Innovation on track: How heritage Hong Kong Tramways engages the next generation of talent

Kay Yeung, Head of Human Resources, Administration and Sustainability, Hong Kong Tramways

Key takeaways:

• A brand with a lengthy history, Hong Kong Tramways reinvents itself as an innovative employer, attracting a team that can transform it into a “Old in Age, Young at Heart” company. 

• The transformation has brought in technologies which improved sustainability and performance. 

• The Company works on improving communication and transparency, noting that younger employees value both.

For 120 years, Hong Kong Tramways (“Tramways”), affectionately known as “Ding Ding” for its distinctive honk, has been a beloved icon of the city’s transport landscape. However, like many brands with rich history, it faces the challenge of balancing its heritage with the need to evolve and attract a new generation of talent in an ever-changing world.

Striving to grow with Hong Kong, Tramways has adopted dynamic initiatives to modernise its operations and appeal to young professionals. Kay Yeung, Head of Human Resources, Administration and Sustainability at Hong Kong Tramways, reveals how the firm has innovated to engage emerging talent while preserving the essence of its storied history.

“Old in Age, Young at Heart”

“We do not want to be perceived as old-fashioned or merely a legacy organisation focused on antiquated practices,” said Yeung. One of the main challenges, she noted, was overcoming the perception that the brand was a dinosaur, which could potentially deter tech-savvy individuals from joining the team.

To address this, Tramways has redefined its employer value proposition (EVP), showing how its heritage can coexist with modern values such as inclusivity, sustainability, and professional growth. Yeung noted that Tramways Managing Director Paul Tirvaudey often says “Hong Kong Tramways is old in age, young at heart,” reflecting the firm’s journey to transform itself with a modern workforce. 

Significant upgrades are being made to modernise facilities and operations. The entire fleet of tram cars has been upgraded from wooden tram bodies to aluminium structures, enhancing the trams’ structural strength, lowering the weight and reducing power consumption.

The introduction of the “Smart Ding Ding” system, enabling real-time tram tracking, showcases the firm’s embrace of technology, while a switch from direct current (DC) to alternating current (AC) systems underscores its commitment to sustainability and energy efficiency.

Tramway infrastructure was being upgraded.

Beyond infrastructure, Tramways has also digitalised its human resources operations to improve efficiency and employee engagement. A suite of digital tools, including a “Digital Recruiter” system, has been introduced to streamline talent acquisition. Other tools include a Human Resource Management System (HRMS) for professional HR operations, an employee self-service platform for seamless communication, and a redesigned “Tram Tram App” to facilitate two-way communication and provide employees with access to training resources.

“These changes demonstrate that Hong Kong Tramways is not only focused on modernising its operations but also committed to continuous improvement,” Yeung said.

Empowering Talent and Fostering a Supportive Culture

One of Tramways’ unique features is its local tramcar production, with all of its over 160 tramcars entirely manufactured in-house in Hong Kong. This process not only demands highly skilled technical expertise but also attracts innovative talent to the Company. Yeung shared, “Hong Kong Tramways aims to actively build the future of transportation in Hong Kong alongside the younger generation, ensuring its relevance and vibrancy going forward.”

A senior mechanic mentors two junior mechanics in bogie maintenance, ensuring knowledge transfer and teamwork efficiency.

To attract and retain top talent, Tramways prioritises professional growth. The firm offers comprehensive training programmes, apprenticeships, and mentorship opportunities, and lays out clearly defined career pathways. Yeung emphasised, “This investment in employee development not only promotes workforce capabilities but also cultivates a motivated and knowledgeable team.”

Employees also benefit from international exposure. As part of RATP Dev Group, a global transportation behemoth with over 25,000 employees and headquartered in France, Tramways creates opportunities for employees to work and collaborate with their counterparts in over 20 different countries.

Recognising that younger-generation employees place high value on communication and transparency, Tramways has established open channels for staff to voice their opinions and suggestions to foster a culture of inclusivity. 

A focus group meeting with female tram drivers, fostering meaningful dialogue on workplace experiences in the transportation sector.

Leadership and Culture: A Foundation for Growth

The transformation at Tramways started at the top. Following its 100% acquisition by RATP Dev in 2020, the leadership team has been focusing on fostering an inclusive workplace culture that values employee well-being and engagement. “Initiatives like improved employee benefits and the fostering of a family-like atmosphere have helped maintain a strong connection with both current and retired staff, reinforcing a sense of community,” Yeung shared.

Key HR initiatives - communication, career development, cross-department collaboration and succession planning - have transformed Tramways significantly through the establishment of a robust middle-management team. According to Yeung, “This structural change reflects a shift towards a more inclusive and supportive management style that prioritises the well-being of employees and fosters a positive workplace culture.” 

Team building event for Team Hong Kong Tramways aimed at strengthening bonds and fostering teamwork through engaging activities.

The new leadership structure encourages mentorship by connecting experienced employees with younger ones, facilitating knowledge and skillset transfer and guiding less experienced team members in their career development. “Mentors can provide valuable insights and support, creating a mutually beneficial environment where both parties benefit from shared experience,” Yeung said. 

For organisations facing difficulty attracting younger talent due to perceptions of being old-fashioned, Yeung advises employers to embrace change while honouring heritage. This balance is crucial — communicating how the brand’s history is part of its identity, but also showing the willingness to adapt to contemporary values and expectations.

HR departments should also prioritise open communication and feedback mechanisms. “Engaging younger talent in decision-making processes can promote their sense of belonging and investment in the organisation,” Yeung concluded.