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Manpower Dynamics. Data Intelligence

Maritime Services

Ocean Going; River Trade; Local Vessel; Shore Based; ...

Covers :
1. Ocean Going
   - Ship agents and managers; overseas shipping companies
   - Ship owners of sea-going vessels
   - Operators of sea-going vessels
   - Ship owners and managers of ocean going vessels
2. River Trade
   - Ship owners and operators of vessels moving between Hong Kong and the ports in Pearl River Delta
3. Local Vessel
   - Inland water transport
   - Mid-stream operation
   - Yacht club
4. Shore Based
   - Container terminal and marine cargo terminal operators; port facilities operators
   - Shipbrokers
   - Classification societies; consultants and surveyors
   - Marine equipment; shipbuilders and repairers
   - Marine insurance
   - Maritime law
   - Ship finance
   - Ship registration and port authorities
   - Other maritime services

Maritime Services Inner Banner

Recommendation

  • Training providers should consider offering training (e.g. berthing skills in Hong Kong waters, management of local vessels, practical training on board yachts) to assist the surplus staff of the River Trade sector to switch to the Local Vessel sector (including leisure shipping).   
  • Considering that there have been a steady supply of local seafarers since the inception of the Seagoing Training Incentive Scheme (SGTIS), local-based shipowners and ship management companies are encouraged to offer more career opportunities as seafarers to local people. 
  • The Maritime and Aviation Training Fund (MATF) should be regularised with recurrent funding to sustain the various incentive schemes under it.  Its usage may be broadened to finance other initiatives related to manpower training, e.g. upgrading of training facilities and teaching staff. 
  • Support to young practitioners under the MATF should be further strengthened, e.g. by making inflationary adjustments to the subsidy granted under the SGTIS and providing additional financial support such as paid study leave to help retain young talents in the industry.  
  • Employers should also consider introducing incentive measures or making some arrangements to facilitate and encourage their staff to acquire higher qualifications.  
  • Employees with seafaring experience are welcomed by many shore-based businesses including the Marine Department but the general public (including the youngsters) may not be aware of this.  The Government may work with employers and industry associations to further strengthen the Life Planning Education for Secondary Schools. 
  • Training providers are advised to make reference to the potential in-service training needs identified in the survey to offer relevant examination preparatory or upgrading courses to in-service practitioners working on board different types of vessels, in particular the Local Vessel sector which has the strongest training needs.
  • Considering that there are very few Hong Kong engineers working on board ocean-going vessels, training providers may embed knowledge of marine engineering into their mechanical engineering programmes or offer bridging programmes to assist their graduates in obtaining the Employment Registration Book to start an ocean-going career.
  • Subject to the availability of resources, the following focuses/scopes should be considered in future manpower update or manpower survey exercises: (i) conduct a more in-depth study on the manpower of leisure shipping; (ii) explore the training needs of shore-based personnel; (iii) collect salary information of all the four sectors; (iv) review the coverage of the survey and principal jobs to cover the manpower situation and training needs of jobs with great recruitment difficulties.