Governance Report 管治報告 The Education University of Hong Kong Annual Report 2024-2025 72 Principal Risk Themes: (1) Human Resources 主要風險類別：(1)人力資源 Risk Statements 風險陳述 Amidst the continuous development and growth of EdUHK, recruiting and retaining appropriate high-calibre academic and administrative talent, as well as adopting new technologies, remain challenges for EdUHK. These challenges may affect EdUHK’s operational and educational capabilities in the niche education sector. 隨著教大的持續發展與成長，招募和保留合適且優秀的 學術和行政專業人才，以及採用新科技，仍是重大挑 戰。這些挑戰可能對教大在特定教育領域的營運與教學 能力造成影響。 Mitigation Plans 減緩風險計劃 • Strengthen Talent Acquisition Strategies and Employer Branding • Enhance onboarding process to support the integration and early engagement of new staff members • Develop and implement effective talent acquisition and retention strategies • Promote staff engagement to support staff well-being and professional development • Conduct regular policy reviews, benchmark against best practices, clear communication and provide training to ensure consistent application across the University and promote awareness • Upskill and reskill staff force to cope with evolving and strategic needs, including competencies in emerging technologies • 鞏固人才招募策略和僱主品牌形象 • 改善入職程序，支援新員工盡早適應及融入校園 • 制定並實施有效的人才招募與保留人才策略 • 提升員工參與度，支援他們的身心健康及專業發展 • 定期檢視政策，以最佳實踐為標準，透過清晰溝通與 提供培訓，確保大學貫徹執行以提高相關意識 • 提升和再培訓員工隊伍，以應對不斷演變的策略需 求，包括運用新興科技的能力 Risk Treatments 風險管理 • Strengthened talent acquisition by targeting specific international talent pools, enhancing diversity and research capacity through global outreach and strategic partnerships with international and regional search firms; explore and expand recruitment channels to widen the potential pool of candidates • Elevated employer branding by promoting the University’s international profile and inclusive workplace culture • Enhanced the onboarding experience through structured initiatives and accessible support resources, facilitating early engagement and integration of new staff members • Strengthened staff retention with enhanced reward system and recognition initiatives, family-friendly measures, and enhanced employee benefits • Enhanced Performance Appraisal System to better differentiate top performers for reward and identify underperforming staff who need improvement • Cultivated a supportive, engaging and inclusive work environment through the “Go Further Go Together” programme, offering a diverse array of activities focused on staff wellbeing, engagement, and personal development • Advanced staff development by introducing LinkedIn Learning, providing staff members with a more personalised and flexible training and self-development option • 針對特定的國際人才庫，加強人才招募，並透過全球 拓展及與國際和區域招募機構合作，引入多元人才及 提升研究能力，同時探索與擴大招聘渠道，增加有潛 質的應徵者 • 推廣大學的國際定位與共融工作文化，以提升僱主品 牌形象 • 通過有組織的措施及適切的資源投放，提升新員工的 入職體驗，協助他們盡早適應及融入校園 • 優化獎勵制度及表彰計劃，推行家庭友善措施，改善 員工福祉，提升員工的歸屬感 • 提升績效評核系統，更有效地獎勵優秀的員工及識別 表現有待改善的員工 • 透過「攜手同行」計劃，提供多元化活動，關注員工 的身心健康、參與度及個人發展，營造鼓勵、互動與 共融的工作環境 • 引入LinkedIn Learning平台，提供更個人化與彈性的 培訓及自我發展選項，以促進員工發展
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