Recommendation
Training Needs
- Technologist / Management Level -
1st
Quality Management
2nd
Risk Management
3rd
Problem Solving Abilities
- Technician / Supervisory Level -
1st
Communication and Interpersonal Abilities
2nd
Problem Solving Abilities
3rd
Customer Services and Complaint Handling
- Craftsman Level -
1st
Communication and Interpersonal Abilities
2nd
Problem Solving Abilities
3rd
Customer Services and Complaint Handling
- Operative / Clerical Level -
1st
Communication and Interpersonal Abilities
2nd
Problem Solving Abilities
3rd
Customer Services and Complaint Handling
- Healthcare Professionals -
1st
Problem Solving Abilities
2nd
Communication and Interpersonal Abilities
3rd
Customer Services and Complaint Handling
Note(s):
Please refer to the survey report for details on training needs by Scope of Services / Business and Job Level.
- Continue to Support Talent Attraction Schemes
To alleviate Hong Kong’s manpower shortages, the Government should continue leveraging schemes like the Top Talent Pass (TTPS), Quality Migrant Admission Scheme (QMAS), Admission Scheme for Mainland Talents (ASMTP), and Professionals Admission Scheme (VPAS) to fill critical skill gaps, particularly in healthcare and wellness.
- Collaborate with Stakeholders to Build a More Comprehensive Chinese Medicine (CM) Talent Cultivation System
The Government should collaborate closely with relevant stakeholders to build a more comprehensive CM talent cultivation system, such as optimising the continuing education mechanism, enhancing training, and exploring long-term development directions for CM specialty development.
- Support the Sector in Enhancing the Professional Image
The Government and employers should join hands to promote and enhance the professional image of the welfare sector (i.e., elderly care services and rehabilitation services).
- Provide Targeted Support to Retain Frontline Employees
A strategic recruitment approach is key to attracting and retaining top talent. Employers are recommended to offer competitive remuneration packages, flexible work options, and clear career progression pathways to support employees’ professional growth, especially in the elderly care and rehabilitation services sectors (e.g., RCHs), which face high turnover rates.
- Communicate with Employees about Job Role Evolution
As AI assumes greater responsibilities in healthcare workflows and delivery, employers should proactively communicate with their employees to help them understand their evolving job roles and responsibilities (e.g., taking on peripheral duties).
- Offer Soft Skills Training Programmes
Education and training providers should provide soft skills training programmes for all levels of practitioners (including healthcare professionals and imported frontline labour). Examples of soft skills include: (i) communication and interpersonal skills, (ii) problem-solving skills; and (iii) customer service and complaint handling.
- Introduce Community Care Healthcare Training Programmes
To align with the Government’s policy of a community-based primary healthcare system, education and training providers should develop and introduce community care healthcare training programmes for students and in-service practitioners (including healthcare professionals) to better understand how they can support community healthcare services.
- Develop a Professional Diploma for the New Professional Rank of Health&Care Practitioners
To cultivate care professionals for RCHEs, RCHDs, and related elderly/rehabilitation services, education and training providers should develop a professional diploma focusing on essential nursing skills such as intramuscular injections, insertion or replacement of indwelling urethral catheters, and nasogastric tubes.
- Develop Postgraduate Specialty Programmes in Chinese Medicine
To advance CM practice and improve public health services, local universities should develop postgraduate specialty programmes.
- Incorporate Generative AI Applications into Training Programmes
In response to the accelerating integration of AI across healthcare services, education and training providers should incorporate generative AI applications into training programmes to develop future-ready workforce and prepare practitioners with essential digital competencies for future practice.
- Strengthen Industry-Education Partnership
Education and training providers should maintain strong partnerships with the healthcare and wellness sector. These collaborations offer internships, mentorship, and real-world exposure, and ensure curricula stay aligned with industry needs and workforce demands.
- Enhance Skills Development
To remain competitive in the evolving healthcare and wellness sector, employees should actively upgrade technical and soft skills through industry conferences, training, and mentorship, thereby improving expertise, professional networks, and career prospects.
- Make Good Use of Government Subsidy
Employees should utilise the Government study and training subsidy schemes (e.g., the Vplus Health and Life Science, part of the Vplus Subsidy Scheme offered by VTC) to upskill and reskill or pursue higher qualifications for career advancement.
