Traing Trend PPT Sharing

Types of Online Trainin
網上培訓平台

Online training videos
網上培訓影片

Webinars / virtual classrooms
網上視像會議/虛擬教室

Social media 24%
社交媒體
6%
Mobile learning
(smartphone/tablet) 18%
流動學習-智能手機/平板電腦
22%
Massive Open Online Courses
大規模開放在線課堂 15%

11%

Online training games 6% 3
網上培訓遊戲
14%
0%
10% 20%

ng Platforms (chart 17)
台類別 (圖17)

71% 2015
2014
66%

38% % of companies
佔公司百分比
38%

30% 40% 50% 60% 70% 80%

Base: 2015 (87 companies); 2014 (64 companies )

基數: 2015 (87家機構); 2014 (642家6機構)

Budget Changes in Online Train
僱主投放在網上培訓預算變化

In 2015, one third (33%) of responding companies that ado
in this area while a majority (62%) kept the budget at the s

2015年，有三分之一（33％）採用網上學習課程
大部分受訪機構（62％）表示預算額保持在2014

5%
3

62%

ning (2015 vs 2014) (chart 18)
化 (2015年與2014年比較) (圖18)

opted online learning programmes increased their budget
same level as 2014, and only 5% scaled back the budget.

程的受訪機構表示增加了在這方面的預算額，而
4年同一水平，只有5％機構表示預算額縮減。

33% increased 增加

remained the same
維持不變
decreased 減少

(64 companies provided data)

(64家機構提供數27據)

5. Business Objecti
Training Pla

機構制訂
培訓計劃的

ives in Formulating
ans in 2016

訂2016年
的商業目標

28

Business Objectives in Formulatin
機構制訂2016年培訓計

Enhance staff competence & quality due to customer demands or expectations
提升員工能力及質素, 以配合客戶要求和期望

Reinforce corporate culture with training programmes to achieve strategic business
goals

透過培訓項目加強機構文化, 達成策略性商業目標

Build leadership bench strength and pipeline through talent management
透過推行人才管理項目, 建立機構領袖人才庫

Comply with regulatory requirements through staff training
為符合法規要求, 培訓合適員工

Resolve employee turnover or engagement issues with structured supervisory
programmes

確立架構清晰的督導培訓項目, 解決僱員流失和僱員投入感問題
Changing customer demands or expectations forcing companies to enhance staff

competence and quality
不斷變化的客戶需求或期望促使企業提高員工的能力和素質

Business expansion creating demands for training new hires
配合機構業務擴張, 需要培訓新人

Launch of major systems or business models making operational training a priority
因主要系統或商業模式展開而需要在操作上提供培訓

Establish corporate university for driving long-term human capital growth
建立機構培訓學院, 增加長遠人才資源

support new release of global and regional curriculum launches
支援全球和區域課程的推出

0%

ng Training Plans in 2016 (chart 19)
計劃的商業目標 (圖19)

60%
47%
44%
32%
28%
26%
17%
12%
11%
5%

10% 20% 30% 40% 50% 60% 70%

(151 companies provided d2a9ta)

(151 家機構提供數據)

6. Con
總

nclusion
總結

30

Conclusi

The results show that the proportion of train
total annual base salary in 2015 was 3.4%, the
still the second highest figure over the past 10
調查結果反映，2015年僱工投放員工的培訓
3.4%，在過去五年來的首次下降，但它仍然

Employers leverage internal/in-house training
In view of a challenging economic situation, em
facilitators and resorted to internal/in-house
line managers, in-house development program
to enhance staff training and development, a
for each employee to 18.5 hours in 2015 from
僱主増加利用機構內部培訓資源
鑑於香港經濟下行的形勢，機構減省使用外
以培訓和發展員工（如職培訓、由直屬經理
識共享活動），如2015年每名員工的平均培
增加了1小時。

•

ion 總結

ning and development budget to employees’
e first decline in the past five years, but it was
0 years.
訓和發展預算佔員工全年基本工資的比例為
然是過去十年來第二高的數字。

resources
mployers reduced the use of external training
e resources (on-the-job training, coaching by
mmes, and internal knowledge-sharing events)
as evidenced by the increase of training hours
17.5 hours in 2014.

外部培訓的支出，反而加強運用內部資源,
理指導、由公司內部開發課程、以及內部知
培訓時數為18.5小時，較2014年的17.5小時

31

Conclusi

Employers address the learning preferences of
- increased use of online learning/training plat
- bite-size learning pattern
僱主迎合 Y世代和 90後年輕僱員的學習偏好
- 增加和深化使用網上學習平台
- 片段式「微課堂」 的學習模式成培訓趨勢

Despite the fact that Hong Kong is facing an e
numbers, weakened demands from local and
market is relatively stable, with the unemploy
employers in general reckoned the importanc
competitiveness, and would not drastically red
儘管香港正面對經濟增長放緩，內地訪客
外圍因素，香港目前的就業市場相對穩定
3.4%中反映出。香港僱主充分明白投資人
會大幅降低對僱員的培訓預算，不會忽視

ion 總結

f Gen Y and post 90s young workers
tforms

好，提供合適培訓模式

勢

economic slowdown, a fall in mainland visitor
d overseas markets, Hong Kong’s employment
yment rate at 3.4% in Q1 and Q2. Hong Kong
ce of investing in human capital to strengthen
duce their training budget.
客人數下降，本地及海外市場需求減弱的
定，在2016年第一和第二季的失業率維持
人力資本，增強競爭力的重要性，故此不
視員工培訓的質和量。

32

Conclusi

Staff competence and quality is a competitive ed
growth. The survey findings reflect the mature
Kong companies who champion the quality of h
strategies to achieve business goals in spite of the

確保僱員的能力和質素是維持企業可持續發
香港企業面臨經濟逆風，企業管理層透過制
質量，以達成商業目標。

End of presentation
簡報完畢

ion 總結

dge for companies’ sustainable development and
business mindset of the management of Hong

human capital through training programmes and
e economic headwinds.

發展和增長的競爭優勢。調查數據反映雖然
制訂合適培訓計劃和策略，優化人力資源的

33



34



35



36



37



38



39



40

More
exer

C

e than just a “click box”
rcise - the importance of

Compliance Training

Agenda

• What is driving the nee
• Why is it im

• Who is compliance t
• What can you do to m

ed for effective training?
mportant?
training targeted at?

make it more effective?

Internal Drivers for C

43

Compliance Training

3

Externa

44

al Drivers

4

Other Hot Topics

Conduct Risk (Organization
Market Conduc

Maintaining a Respe
Risk Manageme
Code of Co

45

nal Integrity and Culture)
ct and Fraud
ectful Workplace
ent and BCM
onduct

5

Dean’s Umbr

Govern

Comp

46

rella of GRC

nance

Risk

pliance

6

Why is it important?

• Increasi
• Public sentiment an
• Greater accountab

• Hard
• Image and

• It’s the ri

ing regulation
nd awareness on the rise
bility on senior managers
der to hide
d your reputation
ight thing to do

Increasing

48

g Regulation

8

Public sentiment &

49

& awareness increasing

9

Harder

50

to hide

0