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Message from the Executive Director

The photo of Mr. Byron NG Kwok-keung, BBS, Executive Director of the Employees Retraining Board

Byron NG Kwok-keung, BBS
Executive Director
Employees Retraining Board

Forward, Innovative, Versatile

In 2021-22, the Employees Retraining Board will adopt the policy objective of “Strengthening Training, Embracing Technology and Facilitating Employment” and implement the work principle of “Forward, Innovative and Versatile”, to support members of the public in training and employment, with a view to walking out of predicament and embarking on a new journey.

Strengthening Training

Amid the tough employment environment, ERB undertakes to offer ample training opportunities for those in need.  In 2021-22, ERB will provide 140,000 training places and reserve another 40,000 training places to promptly react to possible changes in the society and the labour market.

To cope with the high youth unemployment rate and the aging local population, ERB will accord young people and “Post-50” as priority targets.  We will develop new training courses to suit their needs, organise “20 x 50 Internship Programme”, “Youth Training and Career Virtual Expo”, “Work Experience Activities” and “Workplace Experience Activity Series for Secondary School Students” to foster upward mobility of young people and unleash the latent workforce of “Post-50” in parallel.

We will launch more dedicated courses for ethnic minorities, persons with disabilities and persons recovered from work injuries, rehabilitated offenders, etc., and conduct market research to support the development of suitable courses and services; extend the “Modular Certificates Accumulation Scheme” to cover the “Certificate in Property Services” course; actively explore to increase the number of courses to be accredited by the “Qualifications Framework” and uploaded on the “Qualifications Register”, and expand the coverage of the “Credit Accumulation and Transfer” arrangement, with a view to encouraging more people to enrol in ERB courses and acquire recognised qualifications.

The elderly care service sector has been thirsting for talents.  ERB will render its support by increasing related training places, conducting market research on training needs, developing more new courses, and encouraging more elderly care service employers to participate in the “First-Hire-Then-Train” Scheme, in order to alleviate the pressure of manpower shortage in the industry.

We will continue optimising the course administrative arrangements, looking into feasible ways to shorten the waiting time for admission to courses and streamline course application procedures, with a view to encouraging and facilitating members of the public to acquire training.

Embracing Technology

The development of technology is lightning fast and far-reaching.  ERB will keep pace with the times, draw up the blueprint for course development, and develop more innovation and technology courses in the areas of data analysis, artificial intelligence, digital marketing, etc., to gear to the manpower needs of the employment market.

Acquiring training information online is an irreversible trend.  Our dedicated working group on online learning is working at full steam to formulate policy and guidelines for online learning, and prepare for the pilot run of online learning for specific courses.  We will develop more online self-learning materials to facilitate practitioners in self-studying at their convenience; explore to organise more online activities; develop a responsive web page for course search and digitise course application procedures so as to facilitate the public to obtain ERB course information and enrol in training courses through mobile devices.

Facilitating Employment

The local economy is yet to recover, and the labour market is still under pressure.  ERB will step up employment support services, including optimising the “ERB Helper App” and launching the “ERB Home Services App” to uplift efficiency in referral, while at the same time introducing a “Continuing Professional Development” mechanism under the “Smart Baby Care” platform to enhance the professional skills of our helpers, and in return more job opportunities for them.

We will ride on our edge on district service networks to keep on our promotion, allowing local residents to obtain training and employment information; strengthen our collaboration with industries and utilise our employer networks to promote the “Tailor-made Course”, job matching, work experience and SME services, etc., thereby supporting enterprises in training and recruitment, as well as assisting trainees and members of the public to land jobs.

Development of training courses and support services goes hand in hand with publicity and promotion.  We will launch the new “Together.Upgrade with ERB” corporate branding campaign, “ERB Got Talent” promotion series on “My ERB” Facebook Fan Page, and provide more practical information on learning and employment, so as to raise the awareness and engagement of the general public in our courses and services.

Staying resilient and versatile

“A boat sailing against the current must forge ahead or it will be driven back.” This saying applies to learning and to ERB as well.  In 2021-22, we will stay resilient and versatile, externally to respond to the ever-changing environment and needs of the public; and internally to strengthen planning and governance, and optimise the effectiveness of resources.

Facing the prevailing challenges, we have full confidence and determination in supporting Hong Kong people in upgrading for advancement, re-entering the job market, and braving the future in the new normal.