Weekly HR News Recap | 每週人力資源新聞速覽 1/3/2025 – 6/3/2025

本週特刊：香港2025財政預算案、人工智能、薪酬凍結與最新發展

This week’s edition: Hong Kong’s 2025 Budget, AI, pay freezes and new developments

Stay ahead with key HR updates in one quick read!

每週速覽最新 人力資源趨勢、政策變動及職場洞察，助你掌握行業動態。

Workplace trends | 職場趨勢

Latest shifts in HR & talent strategies 最新人力資源與人才策略動向
Regulatory updates | 法規更新

Key labor law & policy changes 重要勞工法例與政策變動
Employee benefits | 員工福利

Emerging perks & retention strategies 最新員工福利與留才策略

Stay informed. Stay ahead. 掌握趨勢，領先一步！

兩會聚焦點：北京力挺未來科技，引領外資湧入，香港再獲發展新機遇

Summary: 北京在2025年的“兩會”上宣布將重點推動未來科技和吸引外國投資，並繼續支持香港的經濟發展。這項策略意在提升中國在全球科技領域的競爭力，並進一步鞏固香港作為國際金融中心的地位。

Key Points:

• 北京將大力投資未來科技，例如人工智能、生物科技及新能源等領域，以促進經濟的轉型和提升國家的科技自主能力。此舉預期將在全球範圍內提升中國在高科技產業中的競爭力，並帶來更多創新發展機會。
• 中國政府將持續優化投資環境，吸引更多外國投資進入，尤其是在高科技和服務業領域。這不僅能加速技術轉移和提升國內產業水平，同時也有助於中國更深入地融入全球經濟體系。
• 北京重申將堅定支持香港的發展，特別是在金融、創新科技及專業服務等領域。此舉旨在鞏固香港作為連接中國內地與世界的重要橋樑角色，並支持其融入國家發展大局。
  
  
• 對人力資源的影響:
  人力資源部門應積極響應國家政策，提前布局新興科技領域的人才招聘與培養，確保企業能抓住發展機遇。同時，加強與香港地區的合作，促進人才交流與資源共享。
  Source: SCMP
  

香港財政預算案：分析師點讚AI與資產管理，人力資源策略新方向？

• Summary: 分析師讚揚香港2025/26年度財政預算案，聚焦人工智能與資產管理。擴大稅務優惠以吸引國際投資者，並提升香港作為全球金融中心的競爭力。人力資源部門應關注如何支持這些新興產業的發展，以應對未來的人才需求。
• Key Points:
  • 香港2025/26年度財政預算案預計將面臨872億港元的赤字，但預算案重點放在通過擴大對家族辦公室、數字資產和人工智能發展的稅收優惠，來推動城市的資產管理和創新領域。這一舉措旨在吸引更多海外投資，並為香港的金融產業注入新的活力，同時創造新興技術領域的增長機會。
  • 畢馬威(KPMG)的John Timpany認為，香港對人工智能的重視是一個關鍵的增長動力，像香港人工智能研究與開發研究院等主要項目，旨在將科學研究與產業需求相結合。這些措施的目標是為香港的金融部門注入活力，同時在新興技術領域創造新的增長機會，這將對香港的長遠發展產生深遠的影響。
  • 普華永道(PwC)的黃翠薇和畢馬威(KPMG)的Alice Leung都強調，將稅務豁免範圍擴大到包括美術品和收藏品，這可能會吸引更多的海外家族辦公室來到香港。同時，預算案也高度重視基礎設施建設和人才引進，以推動香港的長期經濟增長，這將有助於提升香港在全球的競爭力。
    
    
• 對人力資源的影響:
  人力資源部門需要關注AI和資產管理領域的人才需求，並制定相應的招聘和培訓策略。同時，也應考慮如何利用稅務優惠政策吸引更多的國際人才來香港發展。
  Source: Hong Kong Business 

馬來亞銀行 (新加坡)：向基層員工發放1250新元生活補助，暖心之舉背後的人力戰略

• Summary:
  馬來亞銀行(新加坡分部)布將向基層員工一次性發放1250新元的生活補助，以應對不斷上升的生活成本。此舉旨在展現銀行對員工的關懷，並提升其作為理想雇主的形象。人力資源部門需要關注員工福利，以保持競爭力。

Key Points:

• 馬來亞銀行(新加坡分部)將向所有實體（包括馬來亞銀行(新加坡分部)、Etiqa保險新加坡、馬來亞銀行資產管理新加坡和馬來亞銀行證券新加坡）的基層員工（Officer級別及以下）提供一次性1250新元的生活補助，以幫助他們應對不斷上升的生活成本，體現了銀行對員工的關懷和支持。
• 馬來亞銀行新加坡總裁Alvin Lee表示，銀行希望通過這次發放來認可基層同事的辛勤工作，並表示感謝，這將有助於緩解生活成本上升和財務方面的擔憂。同時，銀行也致力於創造一個員工感到支持和重視的工作場所，確保他們獲得公平和透明的薪酬，以及廣泛的福利，如培訓計劃和有競爭力的醫療福利。
• NTUC金融和專業服務集群主席Luke Hee表示，在與集群中的四個工會接觸後，他們非常鼓勵馬來亞銀行新加坡通過這次發放來認可基層員工的工作。這一體貼的舉動將有助於員工管理他們的生活成本，並營造一個支持性的工作環境，期待與馬來亞銀行繼續合作，以增強員工的福祉。

• 對人力資源的影響:
  人力資源部門應關注員工福利，確保薪酬和福利具有競爭力，以吸引和留住人才。同時，也應與工會保持良好的溝通，共同提升員工的福祉。
  Source: Human Resources Online 

Private Sector to Tune Out Public Pay Pause: Hong Kong Businesses Set to Ignore Civil Servant Freeze Amid Talent Crunch

• Summary:
  Hong Kong’s planned civil servant pay freeze for the upcoming financial year is anticipated to have a minimal impact on the private sector. Companies, having already set their pay adjustment levels and currently grappling with staff shortages, are expected to proceed independently. This indicates a divergence in pay strategies between the public and private sectors.
  
  Key Points:
• The Hong Kong finance chief’s announcement of a pay freeze for all public servants and a reduction of 10,000 positions by April 2027 aims to alleviate a significant deficit of HK$87.2 billion. This move is viewed as essential for fiscal prudence but is not expected to set a precedent for the private sector, which operates under different financial dynamics and market pressures.
• Industry observers concur that the government’s actions are necessary to address the city’s deficit. However, they also emphasize that many companies are unlikely to follow suit. Having already conducted their pay reviews in January, private firms are expected to prioritize talent retention and competitive compensation packages to attract and retain skilled employees.
• A senior lecturer at the Chinese University of Hong Kong pointed out that most companies make pay decisions more rapidly than the government, given the latter’s size and need for stability. This speed allows private firms to respond more nimbly to market fluctuations, offering a competitive edge in the talent acquisition landscape.

• Impact to HR:
  HR departments should maintain a focus on market-driven pay rates and talent retention strategies, independent of public sector pay freezes. It’s crucial to communicate clearly about pay and benefits to ensure employee satisfaction and retention amid potential pay disparities between sectors.
  Source: SCMP

Integrity Under Scrutiny: Hong Kong’s ICAC Reports Spike in Complaints, HR Must Bolster Ethics Training

• Summary: Hong Kong’s Independent Commission Against Corruption (ICAC) reported an increase in complaints in 2024, reflecting a growing need for heightened vigilance and proactive measures to maintain ethical standards across various sectors. This rise underscores the critical role of HR in safeguarding organizational integrity.
  
  Key Points:
• The increase in complaints received by Hong Kong’s anti-corruption agency points to a broader societal expectation for ethical conduct in both the public and private spheres. This trend necessitates organizations to reinforce their ethical frameworks and compliance programs.
• The absence of specific details regarding the sectors and nature of the complaints highlights the ubiquitous risk of corruption and unethical behavior across different industries. This underscores the importance of comprehensive ethics training and robust internal controls across the board.
• Given the increase in reported complaints, it’s evident that organizations must proactively assess and strengthen their internal ethical standards. HR departments play a pivotal role in fostering a culture of integrity, ensuring transparency, and providing clear channels for reporting unethical behavior.

• Impact to HR:
  HR departments must reinforce ethical training, implement stringent internal control mechanisms, and foster a culture of transparency to mitigate corruption risks. Establishing confidential reporting channels and conducting regular audits are essential for maintaining organizational integrity.
  Source: SCMP

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