HR Service Providers Directory: Hong Kong Institute of Human Resource Management

HR SERVICE
PROVIDERS
DIRECTORY
人力資源服務機構目錄
2021/22
香港人力資源管理學會
Hong Kong Institute of Human Resource Management
TM
Dimensions to measure
14 employee expectation and
company performance
140+
Number of
exercised surveys
82,000
Employees participated
Our service covers:
Project management
Analysis & reporting
Benchmarking with HKIHRM norms
Please visit our website to find out more https://www.hkihrm-research.org/

HR SERVICE PROVIDERS DIRECTORY | 2021/22 3
Contents
HKIHRM Survey Findings on
香港人力資源管理學會 4 Manpower Statistics
Hong Kong Institute of Human Resource Management
Updates in Hong Kong

INTRODUCTION
8 Employment Law
A Guide to Upskilling for

The HR Service Providers (HRSP) Directory,
published by the Hong Kong Institute of Human
16 Non-Tech Professionals
Resource Management (HKIHRM) annually, aims to
offer a comprehensive and informative guide to HR Cybersecurity in the Hybrid
practitioners, business executives, management,
consultants, trainers and other professionals.
20 Workspace – Empowering the
Workforce
It features a comprehensive list of HR service
What Businesses Need to Know
26
providers and is supplemented with a wide range
of useful information including articles on HR About Data Privacy in Asia Payroll
related issues.
The Institute would like to take this opportunity

to thank all participating organisations for their
32 HR Service Providers Profiles
support. Special thanks go to article contributors
who have shared their invaluable knowledge and
insights with our readers. 42 HR Products and Services Listing
An electronic version of the Directory is available

for download at www.hkihrm-hrsp.org
DISCLAIMER
No part of this publication may be reproduced,
stored in a retrieval system, or transmitted in any
form or by any means, electronic, mechanical,
photocopying, recording or otherwise, without the
prior written permission of the publisher.
The information contained herein is for readers’

general reference only and the HKIHRM has no
intention to give endorsement of the companies
or services/products listed. The publication is
non-exhaustive and that it is compiled on the PUBLISHED BY
basis of information supplied by the companies
concerned on a voluntary basis up to June 2021. Hong Kong Institute of Human Resource Management Limited
The opinions expressed in this publication are not Units 1810-15, 18/F, Millennium City 2, 378 Kwun Tong Road,
Kwun Tong, Kowloon, Hong Kong
advice and no responsibility is assumed in relation T : (852) 2881 5113
thereto. Opinions expressed in this publication do F : (852) 2881 6062
not necessarily reflect the views of the publisher E : info@hkihrm.org
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any loss or damage arising from any inaccuracy or © Copyright.
Providers Directory Website
omission in the information contained herein or Hong Kong Institute of Human Resource Management Limited
from the reliance upon it. Published in July 2021
4 HR SERVICE PROVIDERS DIRECTORY | 2021/22
HKIHRM Survey Findings on

Manpower Statistics
By the Hong Kong Institute of Human Resource Management
• A drop in the full year turnover rate in 2020 demonstrates the workforce’s inclination to play safe and stay
in their jobs.
• The annual vacancy rate takes a dip as COVID-19 dents organisations’ hiring sentiment.
Introduction
Conducted between January and March 2021, the Hong Kong Institute of Human Resource Management’s
Manpower Statistics Survey for the year 2020 and second half of 2020 collected and analysed information from
42 companies, representing a total of 54,603 employees.
The survey captured turnover rates that were voluntary resignations, and excluded any turnover caused by
voluntary or involuntary redundancy, dismissal, or retirement. The survey captured absence rates that were
unscheduled absences of one day or more including sick leave (paid or no paid), emergency leave, and
casual leave, and excluded wedding leave, annual leave, absence caused by work-related injury or accident,
compassionate leave, approved study leave, jury duty, maternity leave, and industrial action.
Turnover rates and vacancy rates 3.1%, a decline by 4.0 percentage points compared
with the same period last year.
Based on the survey, the second half of 2020 recorded
a staff turnover rate of 6.2%, 0.7 percentage points By employee level, clerical/frontline staff had the
lower than the corresponding figure in the same highest yearly turnover rate for 2020 at 14.3%. The
period last year. The 2020 full year turnover rate was yearly turnover rates for top/senior management,
9.6%, a remarkable dip by 9.9 percentage points from middle management/non-managerial professionals,
19.5% in 2019. The annual vacancy rate for 2020 was and supervisory/officers were 7.9%, 7.2%, and 5.9%
respectively.
2020 Full Year 2020 2nd Half
Staff Turnover Rate Job Vacancy Rate
9.6% 3.1%
6.2% 2.4% 2%
Staff Turnover Rate Job Vacancy Rate Absence Rate
Hiring Intention
Clerical/frontline ofalso
staff 2021 hadH1the highest yearly By employee level, the half yearly absence rates for the
average vacancy rate for 2020 at 3.8%. The yearly second half of 2020 were below 1.0 across the ranks. The
Remain Hiring at the
average Increase Hiringmiddle
vacancy rates for supervisory/officers,
Same Level as previous 6 Months
absence
Freeze rates for top/senior
Hiring management, management/
Reduce Hiring
management/non-managerial professionals, and non-managerial professionals, supervisory/officers,
top/senior management were 3.4%, 2.7%, and 2.3% and clerical/frontline staff were 0.6%, 0.5%, 0.4%, and
respectively. 0.9% respectively.
59.5%
New positions and positions cut 4.8% 31%
Conclusion 4.8%
HKIHRM Research
The survey documented a slight net growth in In the first half of 2021, more than half of the
Website
positions in the second half of 2020 by 0.3%. By interviewed organisations (59.5%) stated that they
employee level, the net growth rates for top/senior would remain hiring as the same period last year
management, middle management/non-managerial while almost one-third (31%) said they would freeze
professionals, supervisory/officers, and clerical/ hiring. 4.8% went as far as to say they intended to
frontline staff were -1.1%, 0.6%, 0.4%, and 0.4% reduce hiring while a mere 4.8% indicated that they
respectively. would increase hiring.
2020 Full Year 2020 2nd Half
Absence rates Due to the lingering impact of COVID-19, the overall
Staff Turnover Rate Job Vacancy Rate hiring intention was lukewarm in the first half of
In the second half of 2020, the weighted average 2021. This had intensified employees’ fear of losing
absence rate remained stable at 2.0%, a 0.4% drop their livelihoods. Organisations can offer their staff
compared with the same period last year which with professional mental health care and other
9.6% 3.1%
suggested that the workforce deployed presenteeism non-monetary rewards such as extra annual leaves
to inject a sense of positivity, which is essential for
to2020
hangFullontoYear
employment. 2020 2nd Half
rejuvenating the workplace for the post-COVID era.
Staff Turnover Rate Job Vacancy Rate 6.2% 2.4% 2%
Hiring Intention of 2021 H1

9.6%
Remain Hiring at the 3.1%
Increase Hiring Freeze Hiring Reduce Hiring
6.2% 2.4% 2%
Hiring 59.5%
Intention of 2021 H14.8% 31% 4.8%
HKIHRM Research
Remain Hiring at the Increase Hiring Freeze Hiring Reduce Hiring Website
59.5% 4.8% 31% 4.8%

HKIHRM Research
Website
i
How digtising the
HR department helps drive
Louis Vuitton' s success
For the 166-yearold luxury fashion house, delivering Experts in digital transformation
an exceptional customer experience starts with its staff. "At first, we were just trying to put a new system in
Louis Vuitton is renowned for the premium service place," Cheng said.
and experience it offers customers, but few people The division had used its previous HR solution for
realise that the same standard ofexcellence extends to over a decade, but it no longer met its requirements. The
Louis Vuitton's employees, too. top priorities in the search for a new solution were:
"At Louis Vuitton, we treat our employees the same 100% payroll accuracy, a strong presence and solid
way our client advisors treat our clients," said Rico understanding of the labour laws in the region and a
Cheng, Louis Vuitton's head ofHRIS, North Asia. willingness to partner and grow with Louis Vuitton
"We treat our clients as VIPs in our retail shops, and over the long term.
we mimic this philosophy in HR and treat our BBHRMS ticked all those boxes, and in less than
employees as VIPs. This is the philosophy that all three months, Louis Vuitton rolled it out in multiple
Louis Vuitton HR teams around the world have." markets.
Store staff make up the biggest share ofLouis "I didn't know it was actually possible to do it that
Vuitton employees globally, and as the face ofthe most fast," Cheng said. "That, and the agility and the
valuable luxury brand in the world, they play a crucial professionalism ofthe FlexSystem team amazed me
role in its success. So when it comes to HR matters, most."
they expect the process to be smooth, efficient and But BBHRMS also offered something more:
professional. expertise in the digital transformation ofthe HR
"We try not to ask our employees to perform the department.
same actions more than once, or collect the same
information more than once, because we don't want to
trouble them to do repeated actions," Cheng explained.
But it wasn't until Louis Vuitton implemented a new
HR management system in 2018 that it was able to
digitise many ofthese backend processes. That is when
Louis Vuitton installed FlexSystem's BridgeBuilder
HR.MS (BBHRMS) in its North Asia division.
Updates in Hong Kong Employment Law

By Hong Tran, Partner, Mayer Brown
Jennifer Tam, Partner, Mayer Brown
Since the outbreak of COVID-19 last year, dealing with workplace and business issues brought by the public
health situation has been a priority for most Hong Kong employers. Despite this, organisations should not lose
sight of the recent and upcoming changes and developments in Hong Kong employment law. In this article, we
take a look at some changes that have recently been introduced or are planned, and what employers should do
about them.
1. Passage of Anti-Breastfeeding Discrimination and who are not breastfeeding in the same or not
Harassment Law in Hong Kong materially different circumstances.
The protection against unlawful breastfeeding • Indirect discrimination: Indirect discrimination

discrimination and unlawful breastfeeding arises where a condition or requirement is
harassment under the Sex Discrimination Ordinance applied to everyone equally, but the proportion
(SDO) came into force on 19 June 2021. of women who are breastfeeding can comply
with the condition or requirement is considerably
Under the SDO, a woman will be treated as smaller than the proportion of those who are
breastfeeding if she is engaged in the act of not breastfeeding. Women who are breastfeeding
breastfeeding a child or expressing breast milk, or is suffer a detriment as a result and the condition or
a person who feeds a child with her breast milk. requirement is unjustifiable.
There are two types of unlawful breastfeeding There are two forms of unlawful harassment of
discrimination, direct and indirect discrimination. breastfeeding women, namely unwelcome conduct
harassment and hostile environment harassment.
• Direct discrimination: An employer will be taken to
have unlawfully and directly discriminated against • Unwelcome conduct harassment: A person engages
an employee on the ground of breastfeeding if it in unwelcome conduct, which a reasonable person,
treats her less favourably than it would treat those having regard to all the circumstances, would
anticipate that the breastfeeding woman would Although the guidance notes are not statements of
be offended, humiliated or intimidated by that law and employers have no legal obligation to follow
conduct. the recommendations stated in them, employers that
comply with the recommendations are unlikely to
• Hostile or intimidating environment harassment: A breach the Personal Data (Privacy) Ordinance (PDPO).
person, alone or with others, engages in conduct
which creates a hostile or intimidating environment It is important to note that employers have to
for the breastfeeding woman. continue to address their obligations as a data user
under the PDPO in a WFH environment. Employers’
Employers should review and update their anti- legal obligations as a data user are no different
discrimination and harassment policies to ensure in a WFH arrangement than those in an office
that they reflect these changes. Employers should environment. However, the circumstances around
also update the training they provide, to take account how personal data may be used, stored, and handled
of the changes in the legislation and offer refresher will be different in a WFH setting and employers
training to its employees. need to cater for that. For example, employers should
consider the impact of handling personal data and
2. Hong Kong Equal Opportunities Commission Issues
confidential information in a WFH environment,
Guidance on Breastfeeding Discrimination
implement appropriate protection, and review its
As mentioned, the protection against unlawful policies to ensure adequate protective measures are
breastfeeding discrimination came into force in place against malware/viruses and strengthen its
on 19 June 2021. In November 2020, the Equal network security.
Opportunities Commission (EOC) released a guidance
4. Enhanced Statutory Maternity Benefits and
for employers on equality for breastfeeding women
Reimbursement of Maternity Leave Pay Scheme
and a leaflet on breastfeeding discrimination in the
workplace, to provide guidance and information to The increase in statutory maternity leave to 14 weeks
employers. under the Employment (Amendment) Ordinance
2020 took effect on 11 December 2020. Eligible
The guidance and leaflet do not have legislative
employees whose confinement occurs on or after
force. However, non-compliance may mean the
this date are entitled to 14 weeks of statutory
employer’s practice does breach the SDO and that
maternity leave instead of the previous entitlement
non-compliance with EOC’s guidance may be used
of 10 weeks. Employers should be aware of their
against the employer in the event of a complaint
employees’ entitlement to statutory maternity leave
or claim. It is a defence to unlawful harassment
and maternity leave pay.
and discrimination under the SDO for an employer
to demonstrate that it has taken such steps as are The Government has committed to reimbursing
reasonably practicable to prevent its employees from employers payment in respect of the four weeks
engaging in any unlawful acts of discrimination. If the extended period of maternity leave. The maternity
employer fails to follow the EOC’s guidance, then that leave pay which the Government will reimburse
may mean the employer is unable to demonstrate for the four additional weeks of maternity leave is
that it has taken reasonably practicable steps. capped at HK$80,000 per employee.
3. Hong Kong Privacy Commissioner Issues Guidance Employers may apply for reimbursement under the
Notes on Work-from-Home Arrangements Reimbursement of Maternity Leave Pay Scheme if:
For some companies, working from home (WFH) • The employee relevant to the application is
has become the new norm since 2020. Although entitled to maternity leave and maternity leave pay
WFH arrangements are a means of ensuring social under the Employment Ordinance;
distancing, they may also give rise to personal data
privacy risks. • The employee has taken her maternity leave and
the employer (i.e. the applicant) has paid 14 weeks
On 30 November 2020, the Privacy Commissioner of maternity leave pay to the employee;
for Personal Data, Hong Kong issued three guidance
notes for the handling of personal data connected • The employee’s confinement occurs on or after 11
with work-from-home arrangements. The guidance December 2020; and
notes aim to provide practical advice to organisations,
covering employers, employees, and users of video • The additional four weeks’ maternity leave pay paid
conferencing software, to enhance data security and to the employee by the applicant has not been,
the protection of personal data privacy. and will not be, covered or subsidised by other
government funding.
Employers should update their policies, handbooks, structure the arrangement appropriately, before
and internal guidelines to bring them in line with the sending the employees to work in GBA Mainland
latest statutory requirements. cities.
5. Greater Bay Area Youth Employment Scheme 6. Employment (Amendment) Bill 2021 Gazetted -
Five More Statutory Holidays by 2030
In the Chief Executive’s 2020 Policy Address, it
was announced that the Government would create The Employment (Amendment) Bill 2021 (the “Bill”)
employment opportunities for local university was gazetted on 5 March 2021. The Bill seeks to
graduates. The Government has now launched increase the number of statutory holidays under the
the Greater Bay Area Youth Employment Scheme Employment Ordinance from the current 12 days to
(GBA Scheme) which provides 2,000 posts, with match the 17 gazetted general holidays.
approximately 700 posts designated for the
innovation and technology sector. Enterprises Under the Bill, the number of statutory holidays will
participating in the GBA Scheme can apply for a increase from 12 days to 17 days progressively from
monthly allowance for each eligible graduate. 2022 to 2030. These five new statutory holidays are:
It is important to note that the GBA Scheme entails 1. The Birthday of Buddha, being the eighth day of
a cross-border employment arrangement under the fourth lunar month (starting from 1 January
a Hong Kong contract. As such, apart from the 2022);
obligations under the relevant Hong Kong legislation 2. The first weekday after Christmas Day (starting
including the Employment Ordinance (e.g. to provide from 1 January 2024);
the statutory leave benefits) and Occupational
Safety and Health Ordinance (e.g. to provide a safe 3. Easter Monday (starting from 1 January 2026);
and healthy work environment), employers will also 4. Good Friday (starting from 1 January 2028); and
need to comply with any applicable local PRC law.
It AD2021_Contect2_AW_210x140H_R3.pdf
is therefore important for employers to seek2:26
legal 5. The day following Good Friday (starting from 1
TSS 1 17/6/2021 PM
Bleed Size: 220mm (W) x 150mm (H), Trim
and tax advice to understand their obligations andSize: 210mm (W) x 140 mm
January (H)
2030).
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HR TECH
PARTNER
Unit 201-202, 2/F, Midas Plaza, 1 Tai Yau Street, San Po Kong, Kowloon cityray technology
ENHANCING HUMAN CAPITAL | YOUR HR TECH PARTNER HONG KONG | BEIJING | SHANGHAI | SUZHOU | GUANGZHOU | SHENZHEN | CHANGCHUN
WORKFORCE
MANAGEMENT
SOLUTION
Cityray has been successfully launched our WFM solution for many clients from
various industries. Cityray WFM helps you in global workforce requirement,
budget planning, HR planning, casual labor management, complicated OT C
handling, leave balance calculation, flexible payroll, exceptional control and M
handling. To know more, our technical consultants are ready to answer your
enquiry. The following case studies show how we have been converting chaos to Y
hassle-free workforce management and boosting the efficiency of the clients. CM
MY
CASE STUDIES
CY
CMY
Background : Rapid growing food & beverage

A well-known noodle chain store has over 100 stores in Hong Kong, with over 2,100 employees. Having
been acquired by a Japanese restaurant, now they are achieving another success in IPO. In order to
sustain the huge manpower requirement to support the business growth, the following pain points are
addressed and tackled by Cityray WFM solution.
01
Various attendance policies and Cityray WFM solution provides flexibility to cater the differences of
payroll logic from two original various attendance and payroll logic. With a configurable design,
companies before acquisition various shift group, shop policy, roster can be easily managed. All
require HR extra attention when attendance data is seamlessly posted to payroll. The differences of
handling the monthly payroll. the payroll policy can be catered with the predefined payroll logics.
HR needs to gather the roster from store Mobile rostering solution in Cityray WFM helps
02 managers from over 100 stores. Having

confirmed, they need to disseminate the roster
to each store manager. Roster distribution to
store managers to arrange the roster on the tablet
and post to HR for approval. The approved roster
can be printed out for announcement in the store.
over 2,100 employees in 100+ stores is a HR can save the time to confirm all the store
massive workload for HR. rosters from week to less than one day.
03
Precise working hour calculation and The working time is precisely collected by the time
record is critical for those whose payroll clock system and centralized for payroll instantly.
are highly related to working time. All the process are automatic so as to minimize the
human workload and error.
Since 1987
Background : Giant property management
A long history and famous Hong Kong-based property and infrastructure enterprise with
the business of investments in infrastructure projects, property letting, property agency
and management, hotel operations and management, restaurant operation and food
catering, construction and project management. Although it took the firm private since
2019, the challenging workforce management is still a challenge to boost the efficiency
of the business.
Manual rostering for 1,000 A mechanism of handling pre-OT and

employees leads to a challenge
in handling pre-OT and post-OT
situation.
post-OT in Cityray WFM helps HR to
manage OT more efficient and ensure the
OT spending is under budget control.
01
OT hours are submitted manual- Cityray WFM workflow solution serves as
02
ly so that the unapproved OT and the platform to manage OT request and
approved OT always not easy to approval, HR can classify and confirm the
be identified. authorized OT to process the payroll.
Lack of updated working hours of The work hours of each individual is

the employees especially in shown in diagram of Cityray WFM
casual workers, which leads to CASOPLUS solution. HR can easily
EAO compliance risk. refer to the work pattern and take the
right decision and action so as to avoid
encountering any legal dispute.
03
+852 2111-7111 cityray.com
enquiry@cityray.com
Background : International Luxury Hotel

The company has over 100 luxury hotels and resorts with over 40,000 rooms in Africa, Asia,
Europe, the Middle East, North America and Australia. Currently HR is managing 3,000+
employees and 30,000+ casual labors in Hong Kong. With a huge manpower needs, flexible
working arrangement is critical to business success.
01
Payment to casual We support hourly pay and daily pay. No matter they work just for a
labor is too flexible few days or even non-consecutive days, payment can be made on the
that makes tradition- same day or consolidated to pay at the month end. The mandatory
al HR system impos- MPF contribution generated from various pay can be accumulated
sible to handle. and contributed at the beginning of next month.
Budget control cannot be Budget control function is available in Cityray WFM
02 monitor in the traditional

HR system. It is not feasible
to control manpower cost
CASOPLUS so as to help HR plan for the manpower within
budget. Budget calculation involve not only the payment
for the casual labor, but also support agency fee calcula-
of an event or job position. tion and MPF contribution forecast.
03
Due to the Industry Scheme from Cityray WFM CASOPLUS solution supports
MPFA, employers are required to MPF calculation compliance with MPFA
contribute MPF for casual labor, or Industry Scheme. The MPF contribution can
else it would cause compliance risk. be forecast in budget management.
A Guide to Upskilling for

Non-Tech Professionals
By Tiffany Wong, Director, Robert Walters Hong Kong
The world has changed since COVID-19 first erupted 1. What am I interested in learning more about?
– businesses have acted quickly to mitigate the risk
of spreading the virus. As a non-tech professional, Getting started can be the toughest part of any
whether your job has been affected, this crisis journey, so it is good to begin with something you
presents a good opportunity to take a hard look at have always been interested in. Perhaps you are an
yourself – your strengths, skills, passions, and goals – HR professional with a strong interest in coding but
and in turn, revisit your career journey. Where did you never had the opportunity to learn it; or you might
come from, where are you now, and where should you be interested in public speaking even though your
head to next? job doesn’t require you to do so. List all the areas you
have an interest in and conduct an online search to
Questions to help you identify areas for upskilling find the resources which you can leverage. Start with
something that calls out to you – this can be a course,
Now is a good chance to not only re-evaluate your workshop, webinar, or podcast.
current career direction, but also implement concrete
actions to upskill yourself. Doing so will not only 2. What will make me shine at work?
ensure you emerge from this crisis better equipped
with the necessary skills to make the most of any Now that you have gotten started, keep the
opportunity, it will allow you to take further steps on momentum going. For many, the best way to do so
your career trajectory. Keeping your long-term career is to learn something that is directly relevant to your
goals in mind, here are some questions to help you work, so you can easily see the immediate payoffs of
identify the relevant areas for upskilling during these your efforts. Identify the areas of your work which
times of uncertainty: you are already good at, explore what will make you
stand out further, and focus your efforts on elevating
yourself in these areas. For a content marketer, this from a recognised university or course provider. It all
could mean brushing up and keeping updated on the depends on your learning interests and requirements.
latest SEO and SEM trends to ensure your content
is not only engaging, but is also reaching the right 2. Career advice
target audiences.
If you are looking for career-specific actions that
3. What will make me feel less frustrated at work? can be implemented right from the start, why
not take a look at relevant career advice articles?
Upskilling doesn’t just have to be about learning new From government resources to popular business
things – it can be about re-learning the basics too. magazines, these sources all offer to keep you
Tackle the aspects of your work that you struggle abreast of the latest industry trends and happenings
with by taking some time to ponder what frustrates while providing key career boosting insights.
you the most every day. Is it your overflowing inbox,
or your ever-growing to do list? Is it spending large Why not start preparing yourself for a new role in
amounts of time on tedious administrative tasks, post-COVID times? Easy and quick first steps such as
or perhaps communicating effectively with others? taking the time to update and review your CV, polish
Once you have identified the ‘weak links’ in your daily your LinkedIn profile, craft an excellent personal
work life, find ways to improve in these areas. statement, and practise your interview skills can
help better position yourself for new and greater
Resources for upskilling opportunities when the market recovers.
After establishing a clearer understanding of yourself 3. Visual and auditory add-ons

and your career journey, and identifying the areas for
upskilling, it is time to explore the resources that Sometimes we just don’t want to be staring at yet
will help you gear up. The almost limitless wealth another long page of text. Take a break and switch
of learning resources available online can make eyes to other digital tools and platforms for your learning
glaze over with indecision. To help you get a head needs. Check out popular webinars, hop into various
start in improving yourself on the personal and live sessions hosted by career coaches, join in a
career levels, we have put together a selection of conversation and network with other professionals in
upskilling resources for you to easily tap into. online social media groups, or listen to your favourite
topical podcasts and talks. The upside of using these
platforms is that almost all of them are bite-sized
1. Online courses
and available on your mobile, so you can literally
upskill on the go, even if that means doing so while
Undertaking professional development e-learning
you are exercising, taking care of your kids, or just
classes is one of the most direct and simplest
relaxing in a bath.
ways to upskill yourself. Besides Massive Open
Online Courses (MOOCs), top-tier universities have
4. Personal wellbeing
dedicated sections on their own sites to list free,
available online modules for anyone willing to learn.
Levelling up doesn’t have to be only about your
Looking for targeted or platform-specific learning?
professional growth. It pays off to devote time to
Try out Microsoft Learn or Facebook Blueprint. Other
boost your own physical, emotional, and mental health
portals such as LinkedIn Learning and Google Digital as well. Besides your usual routine, why not take up
Garage aggregate a whole host of both in-house and activities that you have always wanted to try. Focus
external courses for you to choose from. on regular exercising, be it yoga at home or a short
run outdoors. Eat healthily and consistently – take
The beauty of signing up for online courses is that a full break away from your work during scheduled
there is no mandatory commitment on the extent of mealtimes. Stick to your planned work hours and stay
participation. On the other hand, if you are seeking away from work during your downtime.
an in-depth professional certification to boost your
career, you can choose to register for paid courses. We encourage non-tech professionals to make full
Check with your supervisor if your company has a use of the pockets of time available during this period
training budget which can be utilised. of social distancing to recharge themselves, refresh
their career plans, and hone their craft for better days
These will allow you to enrol in different linked ahead. Even as we are forced to adapt to new ways of
modules, actively participate in in-class activities, living and working, we can always regain control of
exercises, and tests with human feedback, and our lives and careers by rediscovering and upskilling
eventually receive a certified stamp of approval ourselves.
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for the Associate Certified Coach (ACC) credential with the a normal 2-day format or as customized modules, and in a
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 Complimentary 6-month access to join any self-paced online  Make a coaching culture easy to implement, scalable, and
Core Essentials Program™ cost-effective
 If the Fast Track program doesn’t fit your schedule, a self-  31-hours of ICF Continuing Coach Education Units (CCEU)
paced online version is also available  Coming with a complimentary Personal Coaching Styles
Inventory™ course to enrich your own clinic
In additional to the public courses offered above for individuals, Coach U also does further customized
sessions for corporations looking to train eight or more individuals. With their Internal Course, your entire
management team can begin utilizing coaching skills and techniques. Courses are even further personalized
to target your company’s specific industry characteristics to ensure client success.
Contact
For inquiries and to learn more, please contact: michelle.leung@coachu.com
You may also schedule a conversation with Michelle Leung,

Coach U’s Client Engagement specialist here:
https://calendly.com/michelle-leung/30min
www.coachu.com
Cybersecurity in the Hybrid Workspace –

Empowering the Workforce
By Sharon Chu, Managing Director - Talent and Organisation /
Human Potential Lead, Accenture Greater China
Over the course of 2020, the world of work for many people had changed dramatically. Officed-based workers
suddenly found themselves at home, adapting to new systems and workflows while, in some cases, adjusting to
social isolation and financial or emotional hardship. Cybersecurity focused on this human element is vital, but
employers need to go beyond merely minimising vulnerabilities. Instead, they need to create an elastic, resilient,
and agile workforce by considering their fundamental needs.
Even before COVID-19 struck, cyber crime was costing power to implement. When it comes to mitigating
large organisations an average of USD13 million a human cyber vulnerabilities, Accenture has identified
year apiece, according to Accenture research.1 60% of six key components. Three of them focus on individual
cyber attacks are attributable to human, rather than responsibility:
technological vulnerabilities.2 The public health
situation had exacerbated these human frailties • Leadership advocacy and commitment. Visible
in 2020, prompting Interpol to launch a hashtag, dedication to and demonstration of best practice
#WashYourCyberHands, to emphasise the importance by senior team members, to "lead by example" and
of good online habits.3 encourage the right behaviours.
• Security awareness and education. Providing
Fostering individual cyber maturity is something the correct skills and knowledge to educate
that the HR function and their organisation have the employees about the importance of staying cyber
vigilant, as well as the actions expected from
them.
1 Accenture, 2019, Ninth Annual Cost of Cybercrime Study, 6 March 2019: https://www.accenture.com/us-en/insights/security/cost-cybercrime-study
2 Research based on Accenture’s Third Annual State of Cyber Resilience Report, https://www.accenture.com/_acnmedia/PDF-116/Accenture-Cybersecurity-Re-
port-2020.pdf
3 Interpol, 2020: https://www.interpol.int/en/News-and-Events/News/2020/INTERPOL-launches-awareness-campaign-on-COVID-19-cyberthreats
• Secure behaviours and accountability. Ensuring However, permanent shifts to an elastic workforce
employees adopt the right behaviours to stay alert require human and technological support, including
and feel accountable for keeping their organisation through enhanced analytics as well as cybersecurity
safe. protection. Addressing the human aspects of the later
is now a key focus of HR teams, in terms of raising cyber
The other three key components focus on awareness, instigating culture and behaviour change,
organisational maturity: and upskilling the workforce where necessary. This is
best understood as part of a broader commitment to
• Strategic business alignment. Aligning people’s wellbeing, which Accenture calls Net Better
cybersecurity priorities with the overall business Off.
objectives of the organisation, including alignment
with business leaders. Net Better Off
• Security workforce and capabilities. Creating a
strong team of cybersecurity professionals, with Net Better Off is a model whereby companies can
the appropriate skills and competencies to shield unlock their people’s full potential by considering the
the organisation effectively. welfare of individuals through six specific dimensions.
• 'Security first' culture. Using well-designed These are:
processes and policies to drive and reward the right
security-driven behaviour within the organisation. • Financial: Being financially secure without undue
economic stress or worry, and having equitable
These are not temporary measures for lockdowns opportunities for future stability and advancement.
induced by COVID-19. Increasingly, organisations • Employable: Having marketable, in-demand
are announcing permanent shifts to hybrid working capabilities and skills to obtain good jobs and
models, with staff spending multiple days each week in advance in one’s career.
their home offices. An agile, elastic workforce, enabled • Purposeful: Feeling that work makes a positive
by digital tools, has the potential to unlock a revolution difference to the world and that life has meaning
in both staff productivity and wellbeing. Research and a greater sense of purpose beyond oneself.
indicated that 66% of the surveyed employees feel • Physical: Being in good physical health without
they could focus more easily when working remotely,4 stress.
while 79% of organisations had seen consistent or • Relational: Feeling a strong sense of belonging
even improved levels of staff productivity.5 and inclusion; having many strong personal
relationships.
• Emotional and mental: Feeling positive emotions
and maintaining mental wellness.
4 Accenture COVID-19 Consumer Research
5 Josh Bersin, “COVID-19 May Be The Best Thing That Ever Happened To Employee Engagement”, April 25 2020: https://joshbersin.com/2020/04/covid-19-
may-be-the-best-thing-that-ever-happened-to-employee-engagement/
Source: Accenture, https://www.accenture.com/us-en/insights/future-workforce/employee-potential-talent-management-strategy
All six dimensions point to building trust among the The role of human resources
employer and employees, and the employees with one
another. Trust needs to be established among people, This transition places a great deal of responsibility on
but also with the help of data, hence all six dimensions CHROs and their teams. Some roles are easier to pivot
can be jeopardised by cyber insecurity. to hybrid or remote working than others, meaning
that positions and tasks must be evaluated on a case-
This is why HR and their organisation need to by-case basis, through rigorous analytics. Meanwhile,
make cyber protection a core priority. An isolated, CHROs need the curiosity to understand emergent
demoralised, or stressed homeworker is more at risk of workplace technologies, such as augmented- and
falling prey to the kinds of cyber fraud typically used virtual-reality applications. Talent management
to penetrate organisational systems, be it a phishing processes, wellbeing and productivity metrics need
email, impersonation fraud or ransomware. Net Better to be performed digitally, but in ways that can ease
Off provides a framework through which to understand employee concerns about overly intrusive surveillance.
and support staff resilience, particularly in the context Rather, trust must be built by placing people at the
of a digital working environment. centre of decision making, and by ensuring that new
technologies are adopted in a cyber secure way.
What does success look like? There are some sweet spots that can be employed and measured in practice.
Organisations that enable continuous learning, for instance, are well placed to support the ‘employability’ pillar
of Net Better Off. Success in this regard can be measured in the proportion of employees saying they would
recommend their employer to other people. Likewise, if a high proportion of workers adapt effectively to change,
that is a sign that the organisation is listening to their concerns, and empowering them with real-time data.
Source: Accenture, https://www.accenture.com/us-en/insights/future-workforce/employee-potential-talent-management-strategy
In terms of measuring the success of hybrid or remote working, high scores for workplace fulfilment are an
important indicator that the right technology has been put in place to support workers. But that is only half
the story. Wellbeing and safety are equally significant, as is ensuring equal opportunity and diversity. A high
proportion who report a willingness to put extra effort into their work, and who view it overall as a positive
experience, can be taken as indicators of success in this regard.
The new normal is very much a digital one. This means that the distinction between cybersecurity, and security
in general, is increasingly superfluous. HR practitioners should be helping to create an environment of trust in
our new, online/offline hybrid world, shifting employees’ related behaviours and mindsets, and integrating an
appreciation of online security into their thinking, as elements integral to all aspects of their people strategy.
26
What Businesses Need to Know About

Data Privacy in Asia Payroll
By Links International
Global data security concerns The complex world of Asia Data Privacy
In recent years, data security has been headline news Asia Data Privacy laws can get quite complicated as
across the world. From WhatsApp’s privacy policy they remain particularly disintegrated, making it very
updates to the Tik Tok saga, data security has been complex for companies to ensure they host, protect,
on everyone’s mind. With the global trend heading and retain data in accordance with local data privacy
towards an increasingly heavy reliance on technology, laws.
the issue of information security will only continue to
grow. For example, the personal data of Chinese citizens
is required to be hosted in China, while Taiwanese
Payroll data is among the most sensitive business privacy laws can prevent companies from hosting
information, and enterprises in Asia must do their Taiwanese citizens’ personal data in China. This may
best to protect it. Consider whether your privacy pose issues for companies with a presence in Taiwan
concerns are met, and the types of data security if they are headquartered in China.
processes being practiced.
As such, companies operating in Asia need to ensure
With numerous countries in Asia, it is only natural that they, and in particular, their HR and payroll
for privacy requirements to vary greatly from providers who handle their employees’ personal
location to location. Links International, a notable information, take adequate measures to comply with
payroll provider in Asia, routinely comes across a data privacy laws.
few common questions when speaking to clients,
especially banking and financial institution clients,
who outsource their Asia payroll.
Why being ISO 27001 compliant is important Common questions on data security:
Where is the data hosted and who has access to it?
As Asia data privacy can be complicated, especially
for overseas companies investing in Asia, it is All businesses with an IT or compliance function
recommended that businesses outsource their need to understand the following, when determining
payroll to the right partners. The best payroll service the level of risk associated with a payroll outsourcing
providing companies voluntarily adopt security company hosting confidential HR information:
standards and are compliant with ISO 27001.
• Where will the payroll data be physically hosted?
Published by the International Organization for • Is the server physically owned or leased?
Standardization, ISO 27001 is part of a family
of standards that help organisations keep their • How is the network structured?
information assets secure. Asia payroll providers Data should always be hosted in a way that complies
that meet the standard are certified compliant by with local data privacy laws. It is worth noting that
an independent and accredited certification body, on certain industries in specific countries have statutory
successful completion of a formal compliance audit. requirements that information be hosted and stored
Leading Asia payroll outsourcing companies choose in the country, as opposed to in offshore processing
to implement the standard to benefit from the centres in low-cost countries, e.g. India, Philippines,
best security practices and reassure clients that its Malaysia, etc..
recommendations have been followed. For instance,
checking the existence of important documentations How secure is the payroll data when stored and
such as the Statement of Applicability (SoA) and Risk transmitted?
Treatment Plan (RTP) is a preliminary step to getting
certified. Assuming the payroll provider is ISO 27001
compliant, most potential questions from clients
Other common standards that good Asia payroll about data storage and transmission will be in
outsourcing companies hold include SOC 1 SOC respect of whether the payroll data is encrypted at
1SSAE 16/ISAE 3402, and SOC 2 – it is worth noting rest, e.g. data is protected while on disk/in storage,
though that a large number of common US and UK and encrypted in Transit.
certifications are not widely used in Asia. However,
asking your provider whether they hold ISO 27001 The best Asia payroll service providers have data
is a good way of quickly weeding out risky vendors. encrypted at both stages, and ensure client HR
teams can obtain compliance sign-off easier. A lot A concerning number of Asia HR technologies are
of compliance and IT teams are not comfortable known for lagging behind the rest of the world.
transmitting confidential payroll data over an Thoroughly understanding your vendor’s ability
unsecured email (even if it is password protected), so to detect and monitor potential breaches is key to
it is vital that your Asia payroll provider can provide reducing your chances of making the headlines for
other options for data transmission, e.g. FTP-S. the wrong reasons.
Furthermore, how data is retained and destroyed What other information security questions should be
when no longer required is a point of interest for asked?
compliance teams. Ensuring that your Asia payroll
provider has clear data retention policies is your first While there are still many questions to ask payroll
port of call. vendors, here is a list of questions that large clients
frequently ask:
Who has access to the data?
• What on-premise security is there? E.g. in office
CCTV (with readily available access to records),
What is the framework for access to payroll data? And monitored alarm systems, etc.
how is access monitored?
• How does the provider communicate InfoSec
A basic starting point for Asia payroll providers policies and procedures to staff? Can they provide
should be to restrict user access to client payroll data evidence such as email communications, training
to a strictly need to know basis, with their policies records, memos, etc.?
regarding data access being standardised for user • How does the provider reference check new staff?
access and reflecting this principle. What is the disciplinary process in the event of a
security incident with a staff member?
Monitoring user access is another significant but
often overlooked step. However, the practicality of • How are change and access requests processed?
monitoring user access to payroll data at scale and Can proof of requests be given?
detecting any potential data breaches is crucial. • What firewall/antivirus protection is used? How
Having a well-documented security policy is good, are updates and patches distributed systematically
yet the systems and processes in place to check to all users?
security breaches are even more important.
• What are the backup and disaster recovery
Good information to find out from the payroll procedures?
provider on data access: • What controls do you have to address the use,
handling, protection, and sharing of confidential
• What proof do they have to show they follow the data with subcontractors?
processes to check data breaches?
• Does the provider have a Data Loss Prevention
system in place to prevent breaches as well
as analytics and alerts to notify of a potential
breach?
• Does the provider conduct vulnerability and
penetration testing on a regular basis?
• Can the provider utilise Multi-Factor
Authentication to prevent unauthorised access?
• Can the payroll provider discover, restrict, and
monitor privileged identities and their access to
resources from a single system?
• Does the payroll provider maintain an access log
and can the access log be edited?
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HR Service Providers Profile

Accenture
2/F, Units 301, 08-12, One Island East, Taikoo Place, 18 Westlands Road, Quarry Bay, Hong Kong
T: (852) 2249 2100 W: www.accenture.com/hk-en
Accenture is a leading global professional services company, providing a broad range of services in strategy and consulting,
interactive, technology and operations, with digital capabilities across all of these services. The company combines
excellent experience and specialised capabilities across more than 40 industries — powered by a vast network of advanced
technology and intelligent operations centres. With 513,000 people serving clients in more than 120 countries, Accenture
brings continuous innovation to help clients improve their performance and create lasting value across their enterprises.
aCube Solutions Limited

Block A, 4/F, Eastern Sea Industrial Building, 29-39 Kwai Cheong Road, Kwai Chung, Hong Kong
T: (852) 3529 4123 F: (852) 3007 1424
E: infodl@flexsystem.com W: www.flex.hk
aCube Solutions, a member of FlexSystem Limited, we are providing a comprehensive suite of technology and HR
solutions. “FESA Human Resources” is designed for enhancing HR management and providing people-centric functions
with robust capacities from HR operation to organisation planning. It provides business intelligence-based analysis
for decision-making, unified platform for day-to-day operation from workforce management to payroll and mobile
self-service.
- Personnel Administration - Remuneration Management - Payroll Management - Leave Management
- Appraisal Management - Timesheet Management - Recruitment Management - Mobile Employee Self Service
- Mobile Attendance
aCube是香港首席企業管理軟件開發商FlexSystem旗下成員，專為企業提供人力資源解決方案。“FESA Human Resources” 旨在
促進人力資源管理流程，「以人為本」的產品設計為人力資源管理的日常運作以至企業規劃提供全面及多元化的功能。
Bowtie Life Insurance Company Limited 保泰人壽保險有限公司

1/F, Queen's Centre, 58-64 Queen's Road East, Wan Chai, Hong Kong
T: (852) 3008 8123
E: Emily.loi@bowtie.com.hk W: www.bowtie.com.hk/zh/insurance/group-medical
Bowtie Life Insurance Company Limited is an authorised life insurance company and Hong Kong’s first virtual insurer
approved under the Fast Track pilot scheme. Built with modern technology and medical expertise, the company’s platform
offers health insurance plans under the Voluntary Health Insurance Scheme (VHIS) to customers directly. Bowtie is backed
by Sun Life and supported by leading international reinsurers. Stay up to date with us!
Group Medical: www.bowtie.com.hk/zh/insurance/group-medical

Vision Care: www.bowtie.com.hk/zh/health/bowtievision
BridgeBuilder HRMS
T: (852) 3798 4400
E: info@bbhrms.com W: www.bridgebuilderhrms.com
BridgeBuilder HRMS (BBHRMS) is providing a well-rounded HR management suite in Hong Kong, Macau, and PRC, and possesses
vast experience in the industry of retail, F&B, construction, financial institution, etc. We cater for businesses of different sizes
including SMEs, enterprises, MNCs and offer guaranteed compliance updates to clients in response to legislative changes. Over 98%
of our clients are satisfied by our services and willing to recommend to others.
“The level of resilience & professionalism that FlexSystem project team reinforces the message that LV has selected the correct
payroll vendor.” Rico Cheng, Louis Vuitton's head of HRIS, North Asia.
Carbonik (Hong Kong) Limited 加邦力（香港）有限公司

14/F, Bangkok Bank Building, 28 Des Voeux Road, Central, Hong Kong
T: (852) 3405 8862
E: ivanwong@carbonik.com W: www.carbonik.com
Carbonik is an emerging HR software company established in 2006 and based in Hong Kong. We have been providing HR
solutions for more than 10 years. Throughout the years, we have collaborated with different clients, from foreign banks
to NGO to Forbes 500 companies. We leverage our experience, and focus on making productive and friendly software for
HR professionals.
We make productive and friendly software for
the HR professionals and people around
Cigna Worldwide Life Insurance Company Limited and Cigna Worldwide General Insurance Company Limited
信諾環球人壽保險有限公司及信諾環球保險有限公司
16/F, International Trade Tower, 348 Kwun Tong Road, Kwun Tong, Hong Kong
T: (852) 2560 1990 F: (852) 2886 3722
E: enquiryhk@cigna.com W: www.cigna.com.hk
Cigna is a global health service leader whose mission is to help people improve their health, well-being and peace of
mind. With a sales force covering over 30 countries and jurisdictions, we protect the continued well-being of over 180
million customers worldwide. Established in Hong Kong in 1933, we provide a ‘right place and right time’ service that
delivers professional advice to customers at every stage of their life journeys.
作為環球健康保障專家，信諾致力幫助客戶提升健康及提供安心的保障。我們的業務遍佈30多個國家及司法管轄區，積極
照顧全球超過1.8億客戶的健康。信諾自1933年投入香港保險業務，一直以來策劃無微不至的保障，為客戶的不同人生階
段提供適切建議。
CIIC Hong Kong Limited 中智香港有限公司

Flat C, 13/F, Seabright Plaza, 9-23 Shell Street, North Point, Hong Kong
T: (852) 2858 9019 F: (852) 2546 8785
E: ciichk@hkstar.com W: www.ciichk.com
中智香港有限公司是中國國際技術智力合作集團有限公司（簡稱中智，英文縮寫CIIC）的全資子公司。中智成立於1987年
6月。作為中國領先的人力資源企業，中智是一家主營人力資源業的中央企業。依託集團公司全國性服務組織網路，專業
化的服務團隊，多元化人力資源服務體系、領先的資訊技術服務系統，中智香港有限公司在香港提供以人力資源服務業務
為主，引進國際專業人才和輸入內地勞工業務並進，在香港人力資源行業具有一定的影響力。中智香港有限公司業務範圍
主要有：人事代理、人員外包、財務代理、簽證服務等。
Cityray Technology (China) Limited 施特偉科技 (中國) 有限公司

Unit 201-202, 2/F, Midas Plaza, 1 Tai Yau Street, San Po Kong, Hong Kong
T: (852) 2111 7111 F: (852) 2111 7222
E: enquiry@cityray.com W: www.cityray.com
Cityray has over 34 years specialised in HR & Payroll Systems in HK and PRC. Robust system which capable of managing
changing governmental policy and reliable and professional service lead to our success throughout the years. "HRPLUS"
and "iHRPLUS" HRMS are our flagship products which currently support over 1000 well-known and public-listed clients.
Cityray provides various workflow-enabled web-based modules, known as Employee Self-Service system, which support
a spectrum of HR business processes which required approval process. If you are hesitating how the technology can
streamline your HR business processes, our free-of-charges consultant service will be your best choice. Our consultant
would analyse for you and surely provide you a satisfactory solution.
PRC Branch Offices:
Beijing | Guangzhou | Shenzhen | Changchun | Shanghai | Suzhou

Coach U
Unit 1001, 10/F, Mira Place Tower A, 132 Nathan Road, Tsim Sha Tsui, Hong Kong
T: (852) 9382 2279
E: michelle.leung@coachu.com W: www.coachu.com
Coach U has been a leading global provider of coach training programmes and coaching culture change for organisations
since 1992. At Coach U, you will learn to coach, integrate coaching skills into your current leadership or life, and develop
a strong personal foundation. Coach U offers support in bringing coaching to your organisation and building a coaching
culture. Most participants choose to start their coach training with our foundational program and many HR Professionals
also take our Train-the-Trainer programme to roll out their own internal workshops. All of them are International
Coaching Federation (ICF) accredited programmes. In additional to public courses for individuals, Coach U provides further
customised sessions for corporations looking to train 8 or more individuals.
COL Consulting Limited

Unit 2502, 25/F, 9 Chong Yip Street, Kwun Tong, Hong Kong
T: (852) 2118 3999 F: (852) 2112 0121
E: colmarketing@colconsulting.com.hk W: www.colconsulting.com.hk
Led by dedicated and enthusiastic ICT professionals, COL Consulting Limited (COL) is at the forefront of an array of HRMS
providers, garnering it the Excellent HR Information System Provider at HR Excellence Awards 2014 by the HKIHRM.
With domain expertise in business applications, our certified team of professionals deliver the best practice Human
Capital Management (HCM) solutions ranging from the award-winning HR Pro, the web-based and mobile compatible
employee self-service portal, to the Talent Management system for MNCs, enterprises, and SMEs.
COL is an Oracle and Cornerstone OnDemand certified partner. It has cultivated comprehensive professional services
capabilities with the CMMI Level 3 qualification, to cope with the proliferated demand for digital transformation.
Computer And Technologies Holdings Limited 科聯系統集團有限公司

10/F, Cyberport 2, 100 Cyberport Road, Hong Kong
T: (852) 2503 8000 F: (852) 2503 8100
E: info@ctil.com W: www.ctil.com
Computer And Technologies (SEHK 00046) is an IT software and service company listed on the main board of Hong Kong
Stock Exchange since 1998.
IPL HRMS and Platinum HRM are the Group's flagship Human Resources Management software suites, which empower
businesses to transform traditional processes and enhance strategic decision making through the full spectrum of
digital HR operations, from automating complicated payroll procedures to simplifying financial transactions, managing
the organisational hierarchy to enhancing employee engagement. A distilled creation integrating the expertise of both
leading brands trusted by local conglomerates and multinational corporations, C&T HCM App helps businesses achieve
holistic Human Capital Management with module-driven solutions incorporating scalability, mobility, automation, and
real-timeliness.
Cornerstone OnDemand
Suite 705, 7th Floor, 625 King's Road, North Point, Hong Kong
T: (852) 8176 0642
E: info_HK@csod.com W: www.cornerstoneondemand.com
Cornerstone OnDemand is a global leader in people development solutions. We believe people can achieve anything when
they have the right development and growth opportunities. We offer organisations the technology, content, expertise and
specialised focus to help them realise their people potential. Featuring comprehensive recruiting, personalised learning,
modern content delivered in the flow of work, development-driven performance management and holistic workforce data
management and insights, Cornerstone's people development solutions are used by over 6,000 global clients of all sizes,
spanning more than 75 million users across over 180 countries and nearly 50 languages.
Data World Solutions Limited 達訊顧問有限公司

18/F, Manhattan Centre, 8 Kwai Cheong Road, Kwai Chung, Hong Kong
T: (852) 2185 1717 F: (852) 3151 7828
E: info.solutions@dataworld.com.hk W: dws.dataworld.com.hk
Data World is a leading one-stop IT solutions provider offering a comprehensive range of top-tier business management
solutions from enterprise resources planning to human resource management, customers relationship management to IT
infrastructure and network security.
The DW-iHR human resource management solution is an end-to-end system suitable for organisations of all sizes.
With industry-specific designs, DW-iHR can be optimised to meet the unique HR management needs and challenges of
various industries, especially construction and engineering, cleaning and environmental services, property management,
security and guarding, NGO and education, residential care home, beauty and care, retail and hospitality.
Leveraging advanced internet technologies, DW-iHR is a completely web-based system that provides a secure and easy-
to-use platform for employers and employees to work anytime, anywhere.
Department of Management, City University of Hong Kong

Department of Management, 11-200, 11/F, Lau Ming Wai Academic Building (AC3), City University of Hong Kong,
Kowloon Tong, Hong Kong
T: (852) 3442 7892 F: (852) 3442 0309
E: mgtony@cityu.edu.hk
The basic purpose of the Department of Management is to produce high quality graduates. By "high quality" it means
people who can communicate effectively and know about business, who can cooperate in team efforts, who have an
international perspective and an acute sense of social responsibility, and above all, who have a strong drive to improve
themselves through lifelong learning. To achieve this vision, the Department does not simply respond to change, but strive
to anticipate changes through its research, curriculum development, and consultancy work with leading companies in
Hong Kong and China.
First Advantage
Unit 1001, 88 Hing Fat Street, Causeway Bay, Hong Kong
T: (852) 2810 6448 F: (852) 2810 9448
E: info.asia@fadv.com W: www.fadv.com.hk
As the trusted partner of over 35,000 organisations worldwide, First Advantage provides easy to understand background
checks so you can confidently make decisions about prospective employees, vendors, and contractors. Not only does this
safeguard your brand, but this also allows you to arrive at dramatically better background insights – insights you can
rely on. Access criminal record searches; education, employment, and professional license verifications; global sanction
searches; credit checks; social media searches and more. First Advantage has 26 offices across North America, Europe,
India, and Asia. Our 71+ million international background screens annually cover 200+ countries and territories.
FlexSystem Limited
T: (852) 2967 9020 F: (852) 2967 1789
E: info@flexsystem.com W: www.flexsystem.com
FlexSystem is a leading enterprise solution provider in Hong Kong. Established in 1987, FlexSystem is keen on technology
development and aims to enhance organisation's workforce effectiveness. We have delivered best practice solutions to over 5,000
companies and 3,000 installations throughout the world.
FlexSystem provides comprehensive HRMS, which includes
- Profile & Competency Management - Payroll & Benefit Management
- Attendance Management - Provident Fund & Taxation Management
- Performance & Training Management - Workforce Self-service Platform
- HR Analysis & Evaluation

FWD Life Insurance Company (Bermuda) Limited (Incorporated in Bermuda with limited liability)
富衛人壽保險(百慕達)有限公司 (於百慕達註冊成立之有限責任公司)
7/F, FWD Financial Centre, 308 Des Voeux Road Central, Hong Kong
T: (852) 3123 3123 F: (852) 2850 3003
E: eb.mkt.hk@fwd.com W: www.fwd.com.hk
FWD Hong Kong & Macau is part of the FWD Group. FWD Group spans Hong Kong SAR and Macau SAR, Thailand, Indonesia,
the Philippines, Singapore, Vietnam, Japan, Malaysia, and Cambodia, offering life and medical insurance, general insurance,
employee benefits, Shariah and family takaful products across a number of its markets.
富衛香港及澳門為富衛集團旗下業務。富衛集團業務遍佈香港特別行政區、澳門特別行政區、泰國、印尼、菲律賓、新加
坡、越南、日本、馬來西亞，以及柬埔寨，為各市場提供人壽及醫療保險、一般保險、僱員福利、回教及家庭伊斯蘭保
險。
HKUST Business School Executive Education Office 香港科技大學商學院高級管理人員課程部

Room 3011, Lee Shau Kee Business Building, The Hong Kong University of Science and Technology, Clear Water
Bay, Hong Kong
T: (852) 2358 7542 F: (852) 2335 5836
E: ExecEd@ust.hk W: www.bm.ust.hk/ExecEd
Inspiring People for Continued Success - Learn with the best, from the best
The HKUST Business School Executive Education Office offers company-specific and open enrolment programmes which
provide executives and managerial talents in corporations, both local and overseas, with a platform to sharpen skill sets
and acquire the cutting-edge insights that help executives to stay ahead. The HKUST achieves this by combining the
expertise of our Business School’s world renowned faculty with input from executive level specialists from industry and
management.
Every year a number of open programmes, ranging from 1 to 8 days in duration, are offered to address the specific needs
from executives.
For more information, visit us at www.bm.ust.hk/ExecEd
Hong Kong Institute of Human Resource Management 香港人力資源管理學會

Units 1810-15, 18/F, Millennium City 2, 378 Kwun Tong Road, Kwun Tong, Hong Kong
T: (852) 2881 5113 F: (852) 2881 6062
E: info@hkihrm.org W: www.hkihrm.org
As the most representative professional human resource institute in Hong Kong, the Hong Kong Institute of
Human Resource Management (HKIHRM) has a membership close to 5,300, of whom about 500 are corporate
members. Founded in February 1977 as a non-profit organisation, the HKIHRM aims at developing, maintaining
and enhancing professional standards in HR management, as well as increasing the perceived value and
influence of the HR profession. The HKIHRM organises a wide range of professional programmes, including
multi-level training, seminars, conferences and an awards programme. It also provides various membership
services, conducts professional surveys, and publishes an official journal. The HKIHRM is a member of the Asia
Pacific Federation of Human Resource Management, which is one of the continental federations under the World
Federation of People Management Associations.
HR Solutions (Int’l) Ltd.

6/F, Luk Kwok Centre, Wanchai, Hong Kong
T: (852) 2573 0501
E: mchung@hrsolutions.com.hk W: www.hrsolutions.com.hk
Since 1997, HR Solutions has developed and implemented customised training for leading organisations locally and regionally in
areas of leadership development, performance management and executive soft-skills development. We are Hong Kong partner of
Think on your Feet®, the leading communication skills workshop attended by over half a million participants worldwide.
Long-term clients include major companies in the insurance, finance, luxury, sourcing and property sectors. Our virtual, face-to-face
and blended programmes are flexible, engaging and interactive. We are also members of an international network of qualified and
experience training professionals to support your regional delivery of training.
HRM Essentials System Consulting Limited

23/F, Weswick Commercial Building, 147-151 Queen’s Road East, Wanchai, Hong Kong
T: (852) 2111 2980
E: info@hrmessentials.com W: www.hrmessentials.com
HRM Essentials is an energetic and innovative company that focuses on HR solutions. Our customers range from trading
to financial institutes.
We provide on-premises and cloud solutions. Users can access their systems anywhere at anytime.
• Unlike other solutions which are either too complicated or lack of focus. Our solutions are easy-to-use and powerful.
• We get our users involved in the development process. Users are happy and excited to see every release with the new
features they requested.
• We commit to provide excellent after-sales services.
• Our solutions are budget-friendly.
• Most importantly, we serve our customers from our HEART:
H = Help and Hear E = Empathy A = Access the situation R = Respond T = Take action
Still not sure? Call us now… and talk.
Integral Training & Consulting Ltd. 英高顧問及培訓有限公司

Room 1202, 12F, Methodist House, 36 Hennessy Road, Wanchai, Hong Kong
T: (852) 2877 3398 F: (852) 2877 3360
E: info@integral-consultancy.com W: www.integral-consultancy.com
Founded in 2004, Integral focuses on our best value to clients: advocates Dialogic OD Consultancy, Learning Solutions,
Executive Coaching, Online Webinars, and Community Care to develop organisational agility and social responsibility.
Some of our areas of expertise include:
• Dialogic OD / Business Consulting • Design & Facilitation using LEGO® SERIOUS PLAY®
• Executive / Leadership Coaching • Integral Leadership Series + Action Learning
• Strategic Planning Facilitation • Tactical Project Management
• Design Thinking • Systems Thinking: Resolving Complex Problems
• Change Transition • Team Alignment
• Gamified Innovation • Facilitation & Presentation
• Strategic Thinking • Influence & Negotiation
**Please see further details on our advertisement on Inside Front Cover. 詳情請參閱本公司在封面內頁的廣告。
Leadingenes Limited 領俊顧問有限公司

Unit 1518, 15/F, Chevalier Commercial Centre, 8 Wang Hoi Road, Kowloon Bay, Hong Kong
T: (852) 2151 1311 F: (852) 2151 1303
E: info@leadingenes.com W: www.leadingenes.com
LEADINGENES is an organisational capability architect that enables companies around the world to meet business
challenges through effective HR solutions. We offer a full spectrum of HR consultancy and training services covering the
design, implementation, and measurement of programmes in such areas as HR strategy, recruitment, corporate culture,
performance management, staff development, organisational development, HRIS, etc. This, coupled with our unequalled
focus and abilities in knowledge and skills transfer, helps companies increase their capabilities, achieve bottom line
results, and sustainable business performance.
Links International 連智領域

20/F, Wyndham Place, 40-44 Wyndham Street, Central, Hong Kong
T: (852) 3915 0211
E: frontdesk@linksinternational.com W: www.linksinternational.com
Links International is a one-stop HR services agency specialising in 100% in-country delivery in Asia. With over 20 years
of experience, Links offers a wide range of services covering all areas of human resources operations. From tailored
recruitment solutions to comprehensive HR outsourcing services including payroll, visa processing, secondment services,
outplacement, employer branding, and employee assistance programmes, Links helps businesses streamline operations
and improve efficiency.
Links is also a leading innovator of HR technology, developing a payroll solution that centralises Asia payroll data onto
one secure cloud-based platform in Links One. To meet the growing demand for in-country HR service in Asia, Links is
further expanding its footprint and is now servicing 17 locations across the APAC.

Mayer Brown 孖士打律師行
16-19/F, Prince's Building, 10 Chater Road, Central, Hong Kong
T: (852) 2843 2211 F: (852) 2845 9121
E: hongkong.office@mayerbrown.com W: www.mayerbrown.com/en
Mayer Brown's dedicated Employment & Benefits team in Asia is part of a global group comprising over 100 lawyers.
The team advises on all forms of employment and HR-related matters, including contentious and advisory, disputes,
transactional and strategic employment issues.
Mayer Brown is one of the few international firms in Hong Kong with an integrated and dedicated group of full-time
employment lawyers with experience covering all aspects of employment law.
The firm’s clients are some of the most prominent employers in the region from sectors including aviation, healthcare,
education, and financial services. The team advises them on highly-publicised, ground-breaking contentious issues, and
help them to navigate complex non-contentious issues.
Nova Management Consultants Limited l Nova Training and Education Institute

至善管理顧問有限公司 l 至善培訓及教育機構
Suite 803, Two Chinachem Exchange Square, 338 King’s Road, North Point, Hong Kong
T: (852) 2573 0118 F: (852) 2573 0668
E: evanho@the-nova.com W: www.the-nova.com l www.nova-training.com
Established in 1996, Nova is renowned for delivering reputable HR, training and event management services. The
organisation has associates in China and Asia.
Nova Consultancy focuses on executive search, recruitment and staff leasing, HR compliances, operation, etc.
Nova Institute is the sole partner of Islamic Banking and Finance Institute of Malaysia (a member of Malaysia Central
Bank) for Hong Kong and China.
Novartis Pharmaceuticals Hong Kong Limited

7/F, Citi Tower, One Bay East, 83 Hoi Bun Road, Kwun Tong, Hong Kong
T: (852) 2882 5222 F: (852) 2159 7242
E: suki.chan@novartis.com W: www.novartis.com.hk
Novartis is reimagining medicine to improve and extend people’s lives. As a leading global medicines company, we use
innovative science and digital technologies to create transformative treatments in areas of great medical need. In our
quest to find new medicines, we consistently rank among the world’s top companies investing in research and development.
Novartis products reach nearly 800 million people globally and we are finding innovative ways to expand access to our
latest treatments. About 110,000 people of more than 140 nationalities work at Novartis around the world. Find out more
at https://www.novartis.com.
OnGrad Consulting Company Limited 畢安顧問有限公司

E: info@ongrad.com W: www.onmygrad.com
OnGrad is a creative talent solution and employer branding consultant for campus and young generation engagement. Our
career learning community, OnMyGrad (app / web), recommends customised career learning materials and any portfolio
enhancement opportunities to university students.
Part-time top-up programme offered jointly by Edinburgh Napier University (ENU) and
School of Continuing Education of Hong Kong Baptist University (HKBU-SCE)
2/F, Franki Centre, 320 Junction Road, Kowloon Tong, Hong Kong
T: (852) 3411 1914
E: enuhrm@hkbu.edu.hk W: hkbusce.hk/bahrm
The "Bachelor of Arts in Human Resource Management with Organisational Psychology" is a 1-year part time top-up
degree programme. Following a challenging international curriculum, the programme does not only focus on theories and
concepts, but also reinforces understanding through a wide range of up-to-date case studies from around the world. It
aspires to produce graduates with an international perspective in addition to the necessary knowledge and skills required
by the industry in modern times, providing a strong foundation for a successful career in human resource management in
different sectors.
Robert Walters Hong Kong

Unit 2001, 20/F Nexxus Building, 41 Connaught Road Central, Central, Hong Kong
T: (852) 2103 5300 F: (852) 2103 5301
E: hongkong@robertwalters.com W: www.robertwalters.com.hk
Established in 1985, Robert Walters spans 31 markets and is one of the world's leading specialist professional recruitment
consultancies.
Established in 1997, Robert Walters’ Hong Kong office offers bespoke one-stop consultative service to clients to fulfill
their recruitment needs. As the business continues to expand, the consultancy operates with the same commitment
to service and quality. The Hong Kong office works closely with the offices in mainland China and Taiwan, forming a
comprehensive network in Greater China. The consultancy specialises in placing candidates on a permanent basis in
professional disciplines including accounting and finance, financial services, human resources, legal and compliance, sales
and marketing, supply chain, logistics & procurement, and tech & transformation.
Six People Map

48/F, Langham Place Office Tower, MongKok, Hong Kong
T: (852) 2151 3008
E: info@sixpeoplemap.com W: www.sixpeoplemap.com
Established 8 years ago, the Hong Kong-based Six People Map is a team of recruiters and payroll professionals offering
services including recruitment, contractor staffing, and HRIS implementation. The company has worked with over 100
clients with more than 1,500 successful hires. Six People Map’s clients span Fortune 500 organisations, MNCs, Hong
Kong listed companies, and startups. The company pioneers the adoption of a video hiring tool to achieve an agile and
six people map digitalised recruitment process.
a better hiring experience
Sloane HR Group 訊樂人力資源服務集團

616-617, 6/F, Tower Two, Lippo Centre, 89 Queensway, Admiralty, Hong Kong
T: (852) 2810 5088 F: (852) 3544 0228 E: info@sloanegroup.com.hk
W: www.SloaneGroup-UK.com | www.Sloane.com.hk
Established in 2009, Sloane HR Group (“Sloane HR”) is a division of Sloane Group London UK which comprises three
business divisions: International HR, International Education (www.SIEG-UK.com) and International Property (www.
Anchors.com.hk). Sloane HR Group is a leading manpower solutions provider and advisor providing corporations with
the following strategic services (i) key-men recruitment; (ii) payroll outsourcing; (iii) HR process outsourcing; (iv) re-
organization review; (v) career transition; (vi) strategy audit; (vii) sales training; (viii) innovation leadership training; and
(ix) group personality assessment center etc. Our clients include sizeable banking corporations, China 1000 and Fortune
1000 etc. Our branded segmental services are as below:
v Sloane HR Solutions v VENUS by Sloane: Sales and Innovation Training
v Sloane Manhattan Outsourcing v Canary Career Transition
v Bank Street Recruitment v Sloane Financial Corporate Recovery
v Sloane London REORG
Enquiry: info@sloanegroup.com.hk General line: (852) 2810-5088 Contact: (852) 9623-5876

Technosoft Hongkong Ltd.
Unit 1403, 14/F , Core F, Cyberport 3, 100 Cyberport Road, Pok Fu Lam, Hong Kong
T: (852) 2892 1393 F: (852) 2838 1037
E: ortaine@technosofthk.com W: www.technosofthk.com
Technosoft has been providing HR/payroll software packages for Hong Kong since 1988 for different businesses and
industries. The company currently supports global organisations with ready made standard modules specific to local
requirements in China, Taiwan, Singapore, Vietnam, Malaysia, Thailand, etc., and will be supporting more and more
countries in the future. Technosoft’s product range covers core employee information maintenance, full-scale payroll
processing, and is extensible with add-on HR features from employee self-services and appraisal and evaluation, to global
HR and finance interface.
Tricor Staffing Solutions

5/F, International Trade Tower, 348 Kwun Tong Road, Hong Kong
T: (852) 2980 1888
E: enquiry@tricor-ss.com W: www.tricorglobal.com/tss
Tricor Staffing Solutions (TSS) is an all-round human resources service provider. It provides a one-stop HR consultancy service
that helps manage the employee experience through executive search, recruitment, hosting employment, and personal taxation.
Grasping the nuances of businesses and the skillsets required, it strives to deliver results. TSS's executive search and recruitment
network, coupled with deep knowledge of local employment regulations, help companies to identify and retain the most
competent staff. Its track record in placements attracts some of the top talent in the market, enabling TSS to find the right
people who can positively impact your business performance.
Under its Professional Employer Organization (PEO) service, TSS offers a complete suite of staffing solutions. Its professionals
will handle all the logistical tasks related to recruiting, onboarding, nurturing, payroll management, benefit administration, tax
reporting and offboarding. TSS employs, manages, and nurtures individuals on companies' behalf, taking on the responsibilities
that come under employer obligations as a co-employer so as to empower organisations to focus on business expansion.
TXJ Information Technology Co., Ltd

Unit 1104A, 11/F, Kai Tak Commerical Building, 317-319 Des Voeux Road, Central, Hong Kong
T: (852) 2134 9960 / 9608 2206 F: (852) 3011 5681
E: inquiry@txj-it.com W: www.txj-it.com
TXJ's professional team has nearly 20 years of experience in the HRMS field. TXJ creates value for customers through
professional TXJ HRMS functions, tailor-made functions and project implementation services.
TXJ HRMS is a web-based application that runs on browsers and smart phones. It can be setup on the company server
or in the cloud. TXJ HRMS brings you rich analysis reports, data management tools, workflow management and regional
human resource management functions.
You can manage Hong Kong, Macau, Mainland China, Taiwan, Malaysia, Thailand and other regional human resource data
through one TXJ HRMS.
TXJ also provides you with payroll outsourcing, personnel data management outsourcing, cloud pay-slip, leave and
attendance application and approval process employee and manager self-services.
Udemy
600 Harrison Street, San Francisco CA 94107, United States
E: agnes.raux@udemy.com W: business.udemy.com
With a mission to improve lives through learning, Udemy is a leading online learning destination that helps learners,
businesses, and governments gain the skills they need to compete in today's economy. Over 40 million learners have taken
courses on Udemy from numerous expert instructors teaching over 155,000 online courses in topics from programming
and data science to leadership and team building. For companies, Udemy for Business offers an employee training and
development platform and customers include The Walt Disney Corporation, Apple, Unicef, PayPal, etc.
Udemy for Business is a curated learning platform that helps companies stay competitive in today's changing workplace,
with on-demand content on a variety of key business and technical topics. The platform curates the highest-rated courses
from the Udemy marketplace, covering the most in-demand professional skills that employees need to become better
subject-matter experts, leaders, and collaborators.
Vision Skill Consulting Limited 宏信達顧問有限公司

25/F, Yue Thai Commercial Building, 128 Connaught Road, Central, Hong Kong
T: (852) 2581 3313 F: (852) 2722 0302
E: consultant@vision-skill.com W: www.vision-skill.com
Vision Skill Consulting (VSC) a Hong Kong registered company was founded in 2002. VSC has international clients in Hong Kong,
Greater China, Asia, Middle-East, India, Europe and America. We provide professional business, management and training consultancy
services. Our portfolio of client ranges from the world's leading luxurious brand, the fastest ground transportation, and the market
leaders in technology to the public services. The consulting team consists of multinational specialists in business strategy, process
re-engineering, functional and organisation design, change and development. VSC also has a team of Railway System specialists
serving clients from the rail industries including contractors, manufacturers and operators.
VSC aims to energise organisations through business strategies and organisational development solutions.
VSC is ISO 9001 accredited by Lloyd's Register Quality Assurance.
Yonyou (HongKong) Co., Ltd 用友軟件（香港）有限公司

13/F, Harcourt House, 39 Gloucester Road, Wan Chai, Hong Kong
T: (852) 3907 3038 F: (852) 3105 9958
E: enquiry@yonyou.com.hk W: www.yonyou.com.hk
用友網絡科技股份有限公司（股票代碼：600588）是亞太地區本土最大的企業雲服務、軟件提供商*。用友香港融合
數據分析和雲技術，致力為跨境企業提供全生命週期的本地化人力資源解決方案，實現企業高效管理及智能決策。
Yonyou Network Technology Co., Ltd. (SSE:600588) is the largest domestic enterprise cloud services and software provider
in the APAC region*. Leveraging state-of-the-art technologies, Yonyou Hong Kong is dedicated to providing localised HR
management solutions for cross-border group enterprises. The digital HR solution covers the entire employee lifecycle,
from daily operation to intelligence-based analysis, to facilitate decision making and deliver perfect employee experience.
*Data Source: Gartner "Market Share Analysis: ERP Software, Worldwide, 2019"
Zebra Strategic Outsource Solution Limited 施伯樂策略有限公司

5/F, Chinachem Century Tower, 178 Gloucester Road, Wan Chai, Hong Kong
T: (852) 2116 8130 F: (852) 2116 8331
E: enquiries@zebra.com.hk W: www.zebragroup.com
Zebra Strategic Outsource Solution Limited is a leading provider of executive search and outsourcing solutions.
Founded in 2002, Zebra provides talent acquisition and HR management service. Our services include recruitment process
outsourcing, payroll processing services, contingent workforce outsourcing, and customised workforce solutions.
HR Products and Services Listing

Area of Products /
Services Offered
Business /
Hong Regional / Management Compensation
China GBA
Kong International Consulting & Benefits
Service
Accenture
√ √ √ √ √
T: (852) 2249 2100 W: www.accenture.com/hk-en
aCube Solutions Limited

√ √ √ √
T: (852) 3529 4123 F: (852) 3007 1424 E: infodl@flexsystem.com W: www.flex.hk
Bowtie Life Insurance Company Limited 保泰人壽保險有限公司

T: (852) 3008 8123 E: Emily.loi@bowtie.com.hk √ √
W: www.bowtie.com.hk/zh/insurance/group-medical
BridgeBuilder HRMS
√ √ √ √ √
T: (852) 3798 4400 E: info@bbhrms.com W: www.bridgebuilderhrms.com
Carbonik (Hong Kong) Limited 加邦力 (香港) 有限公司

√
T: (852) 3405 8862 E: ivanwong@carbonik.com W: www.carbonik.com
Cigna Worldwide Life Insurance Company Limited and Cigna Worldwide General Insurance Company Limited
信諾環球人壽保險有限公司及信諾環球保險有限公司 √ √
T: (852) 2560 1990 F: (852) 2886 3722 E: enquiryhk@cigna.com W: www.cigna.com.hk
CIIC Hong Kong Limited 中智香港有限公司

√ √ √ √
T: (852) 2858 9019 F: (852) 2546 8785 E: ciichk@hkstar.com W: www.ciichk.com
Cityray Technology (China) Limited 施特偉科技 (中國) 有限公司

√ √ √ √ √
T: (852) 2111 7111 F: (852) 2111 7222 E: enquiry@cityray.com W: www.cityray.com
Coach U
√ √ √ √
T: (852) 9382 2279 E: michelle.leung@coachu.com W: www.coachu.com
COL Consulting Limited

T: (852) 2118 3999 F: (852) 2112 0121 E: colmarketing@colconsulting.com.hk √ √
W: www.colconsulting.com.hk
Computer And Technologies Holdings Limited 科聯系統集團有限公司

√ √ √ √
T: (852) 2503 8000 F: (852) 2503 8100 E: info@ctil.com W: www.ctil.com
Cornerstone OnDemand
√ √ √ √
T: (852) 8176 0642 E: info_HK@csod.com W: www.cornerstoneondemand.com
Data World Solutions Limited 達訊顧問有限公司

T: (852) 2185 1717 F: (852) 3151 7828 √ √
E: info.solutions@dataworld.com.hk W: dws.dataworld.com.hk
Department of Management, City University of Hong Kong

√ √
T: (852) 3442 7892 F: (852) 3442 0309 E: mgtony@cityu.edu.hk
Categories Products / Services Offered
HRIS / Payroll / MPF / Recruitment /

Education / Employee Psychological
HR HR Computer Legal Issue / Pension / Selection /
e-Learning / Engagement / /
Consulting Outsourcing Software / Employment Retirement Publications Executive Relocation Others
Learning & Relations & Assessment
Service Service Cloud Law / Tax Scheme / Search
Development Communication Tools
Solutions Insurance Publications
√ Payroll Outsourcing
√ √ √ √ √
√ √ √ √ √
Executive Coaching;
√ √ Train-the-trainer
√ √ √ √ √
Enterprise Information
Management, Enterprise
Procurement Management,
√ √ √ Enterprise Retail Management,
Solutions Services, IT Security
Services, E-Services
√ √
Expert in Business Management

Solutions from ERP to HRM, CRM
√ √ to IT infrastructure and network
security
√

Area of Products /
Services Offered
Business /
China GBA
Service
First Advantage
√ √ √ √
T: (852) 2810 6448 F: (852) 2810 9448 E: info.asia@fadv.com W: www.fadv.com.hk
FlexSystem Limited
√ √ √ √
T: (852) 2967 9020 F: (852) 2967 1789 E: info@flexsystem.com W: www.flexsystem.com
FWD Life Insurance Company (Bermuda) Limited (Incorporated in Bermuda with limited liability)
富衛人壽保險（百慕達）有限公司（於百慕達註冊成立之有限責任公司) √
T: (852) 3123 3123 F: (852) 2850 3003 E: eb.mkt.hk@fwd.com W: www.fwd.com.hk
HKUST Business School Executive Education Office 香港科技大學商學院高級管理人員課程部

√ √ √ √
T: (852) 2358 7542 F: (852) 2335 5836 E: ExecEd@ust.hk W: www.bm.ust.hk/ExecEd
Hong Kong Institute of Human Resource Management 香港人力資源管理學會

√
T: (852) 2881 5113 F: (852) 2881 6062 E: info@hkihrm.org W: www.hkihrm.org
HR Solutions (Int’l) Ltd.

√ √ √
T: (852) 2573 0501 E: mchung@hrsolutions.com.hk W: www.hrsolutions.com.hk
HRM Essentials System Consulting Limited

√ √ √ √ √
T: (852) 2111 2980 E: info@hrmessentials.com W: www.hrmessentials.com
Integral Training & Consulting Ltd. 英高顧問及培訓有限公司

T: (852) 2877 3398 F: (852) 2877 3360 E: info@integral-consultancy.com √ √ √ √ √
W: www.integral-consultancy.com
Leadingenes Limited 領俊顧問有限公司

√ √ √ √ √ √
T: (852) 2151 1311 F: (852) 2151 1303 E: info@leadingenes.com W: www.leadingenes.com
Links International 連智領域

√ √ √
T: (852) 3915 0211 E: frontdesk@linksinternational.com W: www.linksinternational.com
Mayer Brown 孖士打律師行

T: (852) 2843 2211 F: (852) 2845 9121 √ √
E: hongkong.office@mayerbrown.com W: www.mayerbrown.com/en

√ √ √ Background Screening
√ √
√ √ √ √
NEW: HR Consulting Service and

HR Outsourcing Service.
√ √ √ √ CRM, Workforce Management,
Sales & Marketing, Custom
Solutions, Please call …
Dialogic OD Consultancy,
Learning Solutions, Executive
Coaching, Online Webinars,
√ √ Community Care, Professional
Facilitation, Instructional Design,
Action Learning
Corporate Culture,
Organisational Development,
Competency Development,
√ √ √ √ √ Performance Management
System, Job Grading System,
Executive Coaching
Outplacement, Employee
Assistance Programme,
√ √ √ √ √ Secondment PEO/EoR, Work/
Dependant Visa application
√ √ √

Area of Products /
Services Offered
Business /
China GBA
Service
Nova Management Consultants Limited l Nova Training and Education Institute

至善管理顧問有限公司 l 至善培訓及教育機構
√ √ √ √ √
T: (852) 2573 0118 F: (852) 2573 0668 E: evanho@the-nova.com
W: www.the-nova.com l www.nova-training.com
Novartis Pharmaceuticals Hong Kong Limited

√
T: (852) 2882 5222 F: (852) 2159 7242 E: suki.chan@novartis.com W: www.novartis.com.hk
OnGrad Consulting Company Limited 畢安顧問有限公司

√
E: info@ongrad.com W: www.onmygrad.com
Part-time top-up programme offered jointly by Edinburgh Napier University (ENU) and School of
Continuing Education of Hong Kong Baptist University (HKBU-SCE) √
T: (852) 3411 1914 E: enuhrm@hkbu.edu.hk W: hkbusce.hk/bahrm
Robert Walters Hong Kong

T: (852) 2103 5300 F: (852) 2103 5301 E: hongkong@robertwalters.com √ √ √
W: www.robertwalters.com.hk
Six People Map

√ √
T: (852) 2151 3008 E: info@sixpeoplemap.com W: www.sixpeoplemap.com
Sloane HR Group 訊樂人力資源服務集團

T: (852) 2810 5088 F: (852) 3544 0228 E: info@sloanegroup.com.hk √ √ √ √ √ √
W: www.SloaneGroup-UK.com | www.Sloane.com.hk
Technosoft Hongkong Ltd.

T: (852) 2892 1393 F: (852) 2838 1037 E: ortaine@technosofthk.com √ √ √
W: www.technosofthk.com
Tricor Staffing Solutions

√
T: (852) 2980 1888 E: enquiry@tricor-ss.com W: www.tricorglobal.com/tss
TXJ Information Technology Co., Ltd

√ √ √ √ √ √
T: (852) 21349960 / 96082206 F: (852) 3011 5681 E: inquiry@txj-it.com W: www.txj-it.com
Udemy
√ √
E: agnes.raux@udemy.com W: business.udemy.com
Vision Skill Consulting Limited 宏信達顧問有限公司

T: (852) 2581 3313 F: (852) 2722 0302 E: consultant@vision-skill.com √ √ √ √ √
W: www.vision-skill.com
Yonyou (HongKong) Co., Ltd 用友軟件（香港）有限公司

√ √ √ √
T: (852) 3907 3038 F: (852) 3105 9958 E: enquiry@yonyou.com.hk W: www.yonyou.com.hk
Zebra Strategic Outsource Solution Limited 施伯樂策略有限公司

√ √ √
T: (852) 2116 8130 F: (852) 2116 8331 E: enquiries@zebra.com.hk W: www.zebragroup.com

Islamic Banking and Finance

Qualification Training and
Consultancy for Banking, Capital
√ √ √ √ √ Market, Takaful, Wealth Management,
Financial Planning; Event
Management Software “Evenesis”;
and Temp Staff Provision.
Pharmaceutical
√ √
One-way interview software and

√ √ √ √ √ payroll system implementor
Key-men recruitment; payroll

outsourcing; HR process outsourcing;
re-organization review; career
√ √ √ √ √ √ √ √ √ √ transition; strategy audit; sales
training; innovation leadership
training; group personality
assessment center
√ √ √ √
√ √ √
√ √ √ √ √
√ √ √

HR Service Providers Directory: Hong Kong Institute of Human Resource Management

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HR SERVICE

Please visit our website to find out more https://www.hkihrm-research.org/

Updates in Hong Kong

A Guide to Upskilling for

The Institute would like to take this opportunity

An electronic version of the Directory is available

The information contained herein is for readers’

HKIHRM Survey Findings on

2020 Full Year 2020 2nd Half

Staff Turnover Rate Job Vacancy Rate

Hiring Intention of 2021 H1

59.5% 4.8% 31% 4.8%

Updates in Hong Kong Employment Law

The protection against unlawful breastfeeding • Indirect discrimination: Indirect discrimination

THE BEST SUITS ARE TAILORMADE

MAKE SURE YOUR

+852 2980 1888 Tricor Staffing Solutions

handling, leave balance calculation, flexible payroll, exceptional control and M

hassle-free workforce management and boosting the efficiency of the clients. CM

Background : Rapid growing food & beverage

02 managers from over 100 stores. Having

Manual rostering for 1,000 A mechanism of handling pre-OT and

Lack of updated working hours of The work hours of each individual is

Background : International Luxury Hotel

Budget control cannot be Budget control function is available in Cityray WFM

02 monitor in the traditional

A Guide to Upskilling for

After establishing a clearer understanding of yourself 3. Visual and auditory add-ons

Core Essentials Fast Track Coaching Clinic Licensing

You may also schedule a conversation with Michelle Leung,

Cybersecurity in the Hybrid Workspace –

Source: Accenture, https://www.accenture.com/us-en/insights/future-workforce/employee-potential-talent-management-strategy

Source: Accenture, https://www.accenture.com/us-en/insights/future-workforce/employee-potential-talent-management-strategy

What Businesses Need to Know About

Let us show you how

HR Service Providers Profile

aCube Solutions Limited

Bowtie Life Insurance Company Limited 保泰人壽保險有限公司

Group Medical: www.bowtie.com.hk/zh/insurance/group-medical

Carbonik (Hong Kong) Limited 加邦力（香港）有限公司

CIIC Hong Kong Limited 中智香港有限公司

Cityray Technology (China) Limited 施特偉科技 (中國) 有限公司

HR Service Providers Profile

COL Consulting Limited

Computer And Technologies Holdings Limited 科聯系統集團有限公司

Data World Solutions Limited 達訊顧問有限公司

Department of Management, City University of Hong Kong

HR Service Providers Profile

HKUST Business School Executive Education Office 香港科技大學 商學院 高級管理人員課程部

Hong Kong Institute of Human Resource Management 香港人力資源管理學會

HR Solutions (Int’l) Ltd.

HRM Essentials System Consulting Limited

Integral Training & Consulting Ltd. 英高顧問及培訓有限公司

Leadingenes Limited 領俊顧問有限公司

Links International 連智領域

HR Service Providers Profile

Nova Management Consultants Limited l Nova Training and Education Institute

Novartis Pharmaceuticals Hong Kong Limited

OnGrad Consulting Company Limited 畢安顧問有限公司

HKUST Business School Executive Education Office 香港科技大學商學院高級管理人員課程部

HKUST Business School Executive Education Office 香港科技大學商學院高級管理人員課程部