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🔹 This Week’s Key HR Insights🔹

🔥 Workplace Trends | 職場趨勢 🔥

📌 滙豐新加坡的全球人才流動策略

📌 香港失業率升至3.2%

📌 心理閱讀：假設他人諗乜嘅危險

⚖️ Employee Benefits | 員工福利 ⚖️
📌 Over Half of Hong Kong Workers Considering Job Changes in 2025

📌 Decoding HR Metrics for Retention and Cost Savings

滙豐新加坡的全球人才流動策略

滙豐新加坡採用全球人才流動策略，旨在培養未來領袖、促進文化適應能力，並建立全球聯繫嘅員工隊伍。呢種策略唔單止提供國際工作機會，仲確保非流動員工同樣獲得職業發展機會。

三個關鍵點：

1. 滙豐重視國際經驗對員工發展嘅重要性，提供多樣化嘅全球流動機會。銀行鼓勵員工參與海外工作，以擴闊視野同增強文化適應能力。呢啲經驗有助員工發展成為具備全球思維嘅領袖，同時提升佢哋喺國際市場嘅競爭力。
2. 對於唔願意或者無法參與海外工作嘅員工，滙豐提供替代方案，例如參與全球項目或者虛擬國際合作。呢啲方案確保所有員工都有機會獲得國際經驗，而唔會因為個人情況而被排除喺職業發展機會之外。
3. 人力資源部門積極培訓管理人員，幫助佢哋進行有意義嘅職業發展對話。呢啲培訓包括如何識別員工嘅潛力、制定個人化嘅發展計劃，以及如何有效地溝通全球流動機會嘅價值。

對人力資源的影響：人力資源部門需要平衡國際經驗嘅需求同個人選擇，確保所有員工都有平等嘅職業發展機會。

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香港失業率微升至3.2%：就業市場面臨新挑戰

香港失業率略有上升，反映就業市場面臨挑戰。呢種趨勢可能係由於經濟唔確定性同結構性變化所致，需要政府同企業共同努力應對。

三個關鍵點：

1. 香港失業率輕微上升至3.2%，顯示就業市場存在壓力。呢個數字雖然相對較低，但係反映出經濟環境嘅變化同就業市場嘅不穩定性。政府同企業需要密切關注呢個趨勢，制定相應嘅政策同策略。
2. 失業率上升可能影響多個行業，特別係服務業同零售業。呢兩個行業一直係香港經濟嘅重要支柱，佢哋嘅就業情況對整體經濟有重大影響。企業可能需要調整營運策略，以應對市場變化同保障員工就業。
3. 需要加強職業培訓同技能提升計劃，以應對就業市場變化。政府同企業應該合作，提供更多培訓機會，幫助員工適應新嘅工作要求同提高就業能力。呢啲計劃可以包括數碼技能培訓、跨行業技能發展等。

對人力資源的影響：人力資源部門需要密切關注就業市場趨勢，調整招聘策略，並加強員工培訓計劃。

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心理閱讀嘅危險：點解假設會阻礙工作溝通？

假設我哋知道他人諗乜，即係「心理閱讀」，可能會導致誤解同埋工作場所嘅衝突。人力資源專業人士需要推廣開放溝通，同時阻止假設，以改善團隊效率同合作。

三個關鍵點：

1. 心理閱讀經常導致誤解，可能會喺工作場所引起不必要嘅壓力同衝突。當我哋假設知道同事或上司嘅想法時，容易產生錯誤判斷，影響工作關係同決策過程。呢種情況特別容易喺跨文化或者遠程工作環境中發生。
2. 有效溝通需要主動提問、澄清信息，同埋避免對他人嘅想法或意圖作出假設。我哋應該培養開放對話嘅習慣，鼓勵員工直接表達佢哋嘅想法同關注，而唔係依賴猜測。呢種做法可以大大減少溝通障礙，提高團隊協作效率。
3. 人力資源部門應該鼓勵一種開放對話嘅文化，同時提供有效溝通技巧嘅培訓，以減少心理閱讀帶來嘅負面影響。呢包括教導員工如何進行建設性對話、積極聆聽，以及如何喺不同文化背景中有效溝通。

對人力資源的影響：人力資源專業人士需要制定策略來提高員工嘅溝通技巧，同時創造一個重視開放同誠實對話嘅工作文化。

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Over half of Hong Kong workers are considering a job change in 2025 due to unsatisfactory rewards

A recent study by Aon reveals that a significant majority of Hong Kong workers are contemplating a job change in 2025 due to dissatisfaction with their current rewards, including compensation and benefits. The study highlights a need for organizations in Hong Kong to reassess their total rewards strategies to retain talent.

Three Key Points:

1. Widespread Job Change Considerations: 63% of Hong Kong workers are either planning or considering changing jobs in 2025 due to unsatisfactory rewards. This demonstrates the criticality of rewards in employee retention.
2. Concerns Over Fair Compensation: 60% of Hong Kong employees believe their compensation is unfair compared to similar roles in the industry, which is substantially higher than the global average of 37%. This points to a significant issue with perceived pay equity.
3. Importance of Benefits and Development: The top five benefits valued by Hong Kong employees are paid time off, medical coverage, work-life balance programs, retirement savings, and dental insurance. Additionally, over one-third of the workforce (35%) feels there is inadequate investment in their skills development, double the global average.

Impact on HR:

HR departments in Hong Kong must innovate their compensation practices, use data-driven insights for better talent management, and focus on total rewards that include benefits and career development opportunities.

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 Decoding HR metrics: Efficient retention, lower attrition, fewer hirings, time and cost savings

HR metrics play a crucial role in measuring and improving organizational performance. By focusing on key indicators such as retention rates, attrition rates, and time-to-hire, companies can develop more effective HR strategies and achieve significant cost savings.

Three Key Points:

1. Retention Metrics for Cost Savings: Efficient retention strategies, as measured by HR metrics, can lead to substantial cost savings for organizations. By reducing turnover-related expenses such as recruitment and training, companies maintain a stable workforce while saving resources.
2. Data-Driven Insights for Workforce Optimization: Regular analysis of HR metrics provides actionable insights into workforce trends, like attrition patterns and hiring timelines. These insights enable HR teams to design interventions that address specific challenges, such as high turnover in critical roles.
3. Time-to-Hire as a Competitive Advantage: Reducing time-to-hire saves costs and ensures that critical positions are filled promptly to avoid productivity losses. Streamlining recruitment processes through technology can enhance efficiency and provide a competitive edge in talent acquisition.

Impact on HR:

HR professionals need to focus on regularly analyzing and interpreting HR metrics to develop more effective strategies for employee retention, recruitment, and overall workforce management. A data-driven approach allows them to balance cost efficiency with employee satisfaction

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