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泰國的旅遊魅力 / The Charms of Traveling in Thailand
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泰國一直是最受遊客歡迎的旅遊目的地之一。根據報道顯示，2024年到訪泰國的遊客已超過3500萬人次，可以說每日都有絡繹不絕的遊客前往泰國。這個聖誕節假期，我也造訪了曼谷一趟，體驗其旅遊魅力。
泰國曼谷融合了歷史悠久的古蹟和獨特的當地文化，各大商場也各具特色。位於湄南河畔的暹羅天地底層的室內水上市場便充滿亮點。遊客可以乘坐長尾船穿梭於寺廟和涼亭之間，品嘗泰國小吃並購買本土工藝品。在除夕夜，暹羅天地舉辦了「驚艷泰國2025跨年倒數活動」，泰國巨星Lalisa Manobal作了壓軸演出。據報道，她的緋聞男友 LVMH三公子Frederic Arnault也在台下欣賞演出，現場人潮洶湧。此外，曼谷的高端生活商場Emsphere也極具特色，坐擁古色古香的倉庫式商店和極具本土風味的餐廳、咖啡館和酒吧，吸引大量美食愛好者前來探索。
泰國物價相對便宜，性價比高。研究顯示，泰國擁有豐富的天然資源，有80%食品業所需的原材料可在當地採購，這讓食品價格具備強大競爭力。對於來自發達國家的遊客來說，這樣的價格真是價廉物美。泰國服務業水平也高，據駐泰辦事處經濟組觀察，「泰國年輕人比較喜歡服務業」。泰國目前約有7000萬人口，年齡中位數為39歲，年輕人口比例高，從事服務行業人數龐大，人手充足，服務質量高。我光顧了一家泰式按摩，店內園林式佈置讓環境舒適，客人心情自然放鬆寫意，這與香港的服務環境截然不同，令我留下深刻的印象。
最後，泰國的多元文化和開放風氣也是其獨特之處。以曼谷知名猛男餐廳為例，這些餐廳深受遊客喜愛。據報道，遊客可以在這些餐廳中品嘗地道的泰國美食，同時欣賞到精心編排的表演。
我相信無論身在哪裏，感受當地文化風情總是旅行的核心。泰國以其獨特的文化和自然風光，為我展開了一幅飽滿的旅遊畫卷。
The Charms of Traveling in Thailand
Thailand has always been one of the most popular tourist destinations. According to reports, the number of visitors to Thailand in 2024 has exceeded 35 million, indicating a constant influx of tourists to the country. This Christmas holiday, I also visited Bangkok to experience its travel charms.
Bangkok, Thailand blends ancient historical sites with unique local culture, and its various shopping malls each have their own characteristics. The indoor floating market at Siam Paragon, located along the Chao Phraya River, is a highlight. Visitors can navigate the temples and pavilions by long-tail boat, taste Thai snacks, and purchase local crafts. On New Year's Eve, Siam Paragon hosted the "Dazzling Thailand 2025 New Year Countdown Event," where Thai superstar Lalisa Manobal performed as the finale. Reports indicate that her rumored boyfriend, LVMH heir Frederic Arnault, was also in attendance, and the crowd was massive. Additionally, Bangkok's upscale lifestyle mall, Emsphere, is distinctive with its warehouse-style shops, local-flavored restaurants, cafes, and bars, attracting a large number of food enthusiasts to explore.
Prices in Thailand are relatively cheap, offering great value for money. Research shows that Thailand has abundant natural resources, with 80% of the raw materials needed in the food industry available locally, making food prices highly competitive. For tourists from developed countries, such prices are a great deal. The service industry in Thailand is also of a high standard. According to observations from the economic section of the Thai Consulate, "Thai young people prefer service industries." With a population of around 70 million, Thailand has a median age of 39, a high proportion of young people, a large number engaged in the service industry, ample manpower, and high service quality. I visited a Thai massage parlor where the garden-like setting made the environment comfortable, allowing guests to relax naturally. This was a stark contrast to the service environment in Hong Kong and left a lasting impression on me.
Lastly, Thailand's multiculturalism and open atmosphere are also its unique characteristics. Take the famous muscle man restaurants in Bangkok for example, these restaurants are highly popular among tourists. Reports indicate that visitors can enjoy authentic Thai cuisine in these restaurants while witnessing carefully choreographed performances.
I believe that no matter where one is, experiencing the local culture and atmosphere is always at the heart of travel. Thailand, with its unique culture and natural beauty, has painted a rich travel tapestry for me.
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政府用人應做到術業有專攻 / Government Personnel Management Should Focus on Specialization
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交稿時恰逢元旦，新年伊始，我先祝各位讀者2025 年事事順心，平安喜樂。
我在前文建議透過檢視、理順並適當刪減及整合目前眾多有時限首長級編外職位，減輕首長級公務員的人手壓力。
除了政府內部的職責分工，我認為特區政府在人事的任命上亦有檢視空間。由於政務官是管理通才，工作涉及不同政策範疇，政府內部往往會委任政務官或前政務官作政府部門或公營機構管理層，但缺點是政務官或缺少該範疇的相關資歷和經驗，導致部門或機構職能難以完全發揮。
比方說，特區政府於2022 年成立香港投資管理有限公司（港投公司），以積極推進在創新科技領域的直接及共同投資。在物色管理層時，特區政府根據外匯基金諮詢委員會轄下管治委員會建議，委任一位前政務官出任行政總裁。
作為負責推動香港投資的機構，我認為其行政總裁宜選擇投資有道、懂得如何為機構帶來盈利的「操盤手」。雖然獲委任人選亦曾任職金管局，惟其工作主要負責監察及維持金融市場及貨幣穩定，較少涉獵投資工作。雖然機構的實際投資毋須其親自執行，但由監管人員出任行政總裁，機構的投資策略能否做到積極有為，仍然有待觀察。
另一個例子則是新聞處長的人選。新聞處作為政府的公共關係顧問，負責政府的出版、宣傳片及新聞工作，並透過傳媒向市民宣傳政策，以提高市民對政府工作的認識。鑑於其職責需要長期與傳媒界打交道，回歸前新聞處長多由專業新聞官出任。自從最後一任由專業新聞官晉升的處長丘李賜恩於1997 年離任後，新聞處長便由政務官擔任。雖然政務官熟悉政府運作，但他們欠缺傳媒背景，加上經常調任，較難與傳媒建立深厚關係，使得新聞處較難發揮原有職能。
我認為，政府宜盡快為專業性較強的職位培養專才，以擺脫依賴政務官的情况，從而優化整體的人力資源規劃。
Government Personnel Management Should Focus on Specialization
Submitting this article coincides with New Year's Day, at the beginning of the new year, I would like to wish all readers a smooth and joyful 2025.
In a previous article, I suggested that by reviewing, streamlining, and appropriately reducing and integrating the numerous time-limited senior non-established positions, the pressure on senior civil servants could be alleviated.
In addition to the division of responsibilities within the government, I believe there is room for the SAR government to review its personnel appointments. As administrative officers are generalists in management, their work involves different policy areas. The government often appoints administrative officers or former administrative officers to manage government departments or public entities. However, the drawback is that administrative officers may lack the relevant qualifications and experience in a specific field, leading to difficulties in fully utilizing the functions of the department or organization.
For example, in 2022, the SAR government established the Hong Kong Investment Corporation Limited (HKIC) to actively promote direct and joint investments in the field of innovative technology. When selecting the management team, the SAR government appointed a former administrative officer as the Chief Executive Officer based on the recommendation of the Governance Committee under the Exchange Fund Advisory Committee.
As an organization responsible for promoting investments in Hong Kong, I believe that the Chief Executive Officer should be a skilled "trader" who knows how to bring profits to the organization through investments. Although the appointee has also served in the Hong Kong Monetary Authority, his work mainly involved overseeing and maintaining financial market and monetary stability, with less involvement in investment work. While the actual investments of the organization do not require his personal execution, having a regulator serve as the Chief Executive Officer raises questions about whether the organization's investment strategy can be proactive and effective.
Another example is the selection of the Director of Information Services. As a public relations consultant for the government, the Information Services Department is responsible for the government's publications, promotional videos, and news work, and communicates government policies to the public through the media to enhance public awareness of government work. Given the long-term interaction with the media required by the position, prior to the handover, the Director of Information Services was mainly filled by professional journalists. Since the departure of the last Director promoted from a professional Information Officer, Irene Yau, in 1997, the position has been held by administrative officers. While administrative officers are familiar with government operations, they lack a media background and, due to frequent transfers, find it challenging to establish strong relationships with the media, making it difficult for the Information Services Department to fulfill its original functions.
I believe that the government should promptly cultivate specialists for positions that require a stronger level of expertise to break away from the reliance on administrative officers, thereby optimizing the overall human resources planning.
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研究延遲資深AO退休年齡 / Research on Delaying the Retirement Age of Senior AOs
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前文提及，政府近年出現「資深AO荒」。其中主因在於政務職系薪酬架構失序，未能緊貼私營市場，令不少資深政務官（administrativeofficer,AO）紛紛轉換跑道，離開政府到公營機構及私營企業「搵真銀」。
雖然政府短期內的確可透過加快政務官晉升速度並反聘退休公務員短暫填補空缺，但有關做法終究是治標不治本。長遠而言，我認為政府應檢視及理順政務職系的薪酬架構，確保政務官職位具市場競爭力，才能挽留優秀人才。
相對地，隨着香港人口老化，很多原本適齡退休的政務官才是經驗寶藏。政府於今年11月公布的《2023年人力推算報告》預計，香港65歲以上人口到2028年時將達到約208萬人，佔總人口比例約28%。
隨着醫學進步，65歲這年齡段的人士正值壯年，身體健康狀况仍可勝任政務官的工作。因此，我認為政府應善用他們的經驗和能力，研究延遲政務官的退休年齡限制。
現時，政府一直有透過「退休後服務合約計劃」聘請退休公務員去協助處理具時限性的工作。我認為，既然政府難以一下子提拔大量政務官擔任要職，需要反聘退休公務員去減輕人手壓力，不妨透過延長資深政務官的服務年期，爭取時間培養中層政務官累積經驗，以切實解決政務官團隊青黃不接的問題。
我向政府提議多年，應從檢視紀律部隊退休年齡着手，逐步推遲公務員團隊的退休年齡。須知道「人才荒」並非政府獨有，而是困擾香港全社會的問題。政府作為香港最大的僱主，若能做好榜樣，既能解決「資深AO荒」的問題，又能為私營市場起到帶頭作用，可謂兩全其美。
Research on Delaying the Retirement Age of Senior AOs
As mentioned earlier, the government has been facing a "senior AO shortage" in recent years. The primary reason for this lies in the skewed salary structure within the Administrative Grade, which has failed to keep pace with the private market. This has led many senior Administrative Officers (AOs) to switch tracks, leaving the government to seek better financial opportunities in public organizations and private enterprises.
While the government can indeed expedite the promotion speed of Administrative Officers in the short term and re-employ retired civil servants to temporarily fill vacancies, these measures are ultimately addressing the symptoms rather than the root cause. In the long run, I believe the government should review and streamline the salary structure within the Administrative Grade to ensure that positions for Administrative Officers are competitive in the market to retain top talent.
Conversely, with the aging population in Hong Kong, many government officials who were previously at retirement age are a treasure trove of experience. According to the "2023 Manpower Projection" report released by the government in November this year, it is estimated that the population aged 65 and above in Hong Kong will reach approximately 2.08 million by 2028, accounting for around 28% of the total population.
With advancements in medical technology, individuals at the age of 65 are in their prime years with good health conditions, making them still capable of fulfilling the duties of Administrative Officers. Therefore, I suggest that the government should leverage their experience and capabilities by researching the possibility of delaying the retirement age limit for government officials.
Currently, the government has been utilizing the "post-retirement service contract scheme" to hire retired civil servants to assist with time-limited tasks. Since it may be challenging for the government to promote a large number of Administrative Officers to key positions all at once and there is a need to re-employ retired civil servants to alleviate manpower pressure, extending the service tenure of senior Administrative Officers could provide time to cultivate mid-level officers and accumulate experience, effectively addressing the issue of the shortage of Administrative Officers.
I have long proposed to the government that they should start by reviewing the retirement age of disciplined forces and gradually extend the retirement age of the civil service team. It is important to understand that the "talent shortage" is not unique to the government but a problem that affects the entire Hong Kong society. As the largest employer in Hong Kong, if the government can set a good example, it can not only solve the issue of the "senior AO shortage" but also lead the way for the private market, achieving a win-win situation for all.
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交稿時恰逢元旦，新年伊始，我先祝各位讀者2025 年事事順心，平安喜樂。
我在前文建議透過檢視、理順並適當刪減及整合目前眾多有時限首長級編外職位，減輕首長級公務員的人手壓力。
除了政府內部的職責分工，我認為特區政府在人事的任命上亦有檢視空間。由於政務官是管理通才，工作涉及不同政策範疇，政府內部往往會委任政務官或前政務官作政府部門或公營機構管理層，但缺點是政務官或缺少該範疇的相關資歷和經驗，導致部門或機構職能難以完全發揮。
比方說，特區政府於2022 年成立香港投資管理有限公司（港投公司），以積極推進在創新科技領域的直接及共同投資。在物色管理層時，特區政府根據外匯基金諮詢委員會轄下管治委員會建議，委任一位前政務官出任行政總裁。
作為負責推動香港投資的機構，我認為其行政總裁宜選擇投資有道、懂得如何為機構帶來盈利的「操盤手」。雖然獲委任人選亦曾任職金管局，惟其工作主要負責監察及維持金融市場及貨幣穩定，較少涉獵投資工作。雖然機構的實際投資毋須其親自執行，但由監管人員出任行政總裁，機構的投資策略能否做到積極有為，仍然有待觀察。
另一個例子則是新聞處長的人選。新聞處作為政府的公共關係顧問，負責政府的出版、宣傳片及新聞工作，並透過傳媒向市民宣傳政策，以提高市民對政府工作的認識。鑑於其職責需要長期與傳媒界打交道，回歸前新聞處長多由專業新聞官出任。自從最後一任由專業新聞官晉升的處長丘李賜恩於1997 年離任後，新聞處長便由政務官擔任。雖然政務官熟悉政府運作，但他們欠缺傳媒背景，加上經常調任，較難與傳媒建立深厚關係，使得新聞處較難發揮原有職能。
我認為，政府宜盡快為專業性較強的職位培養專才，以擺脫依賴政務官的情况，從而優化整體的人力資源規劃。
Government Personnel Management Should Focus on Specialization
Submitting this article coincides with New Year's Day, at the beginning of the new year, I would like to wish all readers a smooth and joyful 2025.
In a previous article, I suggested that by reviewing, streamlining, and appropriately reducing and integrating the numerous time-limited senior non-established positions, the pressure on senior civil servants could be alleviated.
In addition to the division of responsibilities within the government, I believe there is room for the SAR government to review its personnel appointments. As administrative officers are generalists in management, their work involves different policy areas. The government often appoints administrative officers or former administrative officers to manage government departments or public entities. However, the drawback is that administrative officers may lack the relevant qualifications and experience in a specific field, leading to difficulties in fully utilizing the functions of the department or organization.
For example, in 2022, the SAR government established the Hong Kong Investment Corporation Limited (HKIC) to actively promote direct and joint investments in the field of innovative technology. When selecting the management team, the SAR government appointed a former administrative officer as the Chief Executive Officer based on the recommendation of the Governance Committee under the Exchange Fund Advisory Committee.
As an organization responsible for promoting investments in Hong Kong, I believe that the Chief Executive Officer should be a skilled "trader" who knows how to bring profits to the organization through investments. Although the appointee has also served in the Hong Kong Monetary Authority, his work mainly involved overseeing and maintaining financial market and monetary stability, with less involvement in investment work. While the actual investments of the organization do not require his personal execution, having a regulator serve as the Chief Executive Officer raises questions about whether the organization's investment strategy can be proactive and effective.
Another example is the selection of the Director of Information Services. As a public relations consultant for the government, the Information Services Department is responsible for the government's publications, promotional videos, and news work, and communicates government policies to the public through the media to enhance public awareness of government work. Given the long-term interaction with the media required by the position, prior to the handover, the Director of Information Services was mainly filled by professional journalists. Since the departure of the last Director promoted from a professional Information Officer, Irene Yau, in 1997, the position has been held by administrative officers. While administrative officers are familiar with government operations, they lack a media background and, due to frequent transfers, find it challenging to establish strong relationships with the media, making it difficult for the Information Services Department to fulfill its original functions.
I believe that the government should promptly cultivate specialists for positions that require a stronger level of expertise to break away from the reliance on administrative officers, thereby optimizing the overall human resources planning.
前文提及，政府近年出現「資深AO荒」。其中主因在於政務職系薪酬架構失序，未能緊貼私營市場，令不少資深政務官（administrativeofficer,AO）紛紛轉換跑道，離開政府到公營機構及私營企業「搵真銀」。
雖然政府短期內的確可透過加快政務官晉升速度並反聘退休公務員短暫填補空缺，但有關做法終究是治標不治本。長遠而言，我認為政府應檢視及理順政務職系的薪酬架構，確保政務官職位具市場競爭力，才能挽留優秀人才。
相對地，隨着香港人口老化，很多原本適齡退休的政務官才是經驗寶藏。政府於今年11月公布的《2023年人力推算報告》預計，香港65歲以上人口到2028年時將達到約208萬人，佔總人口比例約28%。
隨着醫學進步，65歲這年齡段的人士正值壯年，身體健康狀况仍可勝任政務官的工作。因此，我認為政府應善用他們的經驗和能力，研究延遲政務官的退休年齡限制。
現時，政府一直有透過「退休後服務合約計劃」聘請退休公務員去協助處理具時限性的工作。我認為，既然政府難以一下子提拔大量政務官擔任要職，需要反聘退休公務員去減輕人手壓力，不妨透過延長資深政務官的服務年期，爭取時間培養中層政務官累積經驗，以切實解決政務官團隊青黃不接的問題。
我向政府提議多年，應從檢視紀律部隊退休年齡着手，逐步推遲公務員團隊的退休年齡。須知道「人才荒」並非政府獨有，而是困擾香港全社會的問題。政府作為香港最大的僱主，若能做好榜樣，既能解決「資深AO荒」的問題，又能為私營市場起到帶頭作用，可謂兩全其美。
Research on Delaying the Retirement Age of Senior AOs
As mentioned earlier, the government has been facing a "senior AO shortage" in recent years. The primary reason for this lies in the skewed salary structure within the Administrative Grade, which has failed to keep pace with the private market. This has led many senior Administrative Officers (AOs) to switch tracks, leaving the government to seek better financial opportunities in public organizations and private enterprises.
While the government can indeed expedite the promotion speed of Administrative Officers in the short term and re-employ retired civil servants to temporarily fill vacancies, these measures are ultimately addressing the symptoms rather than the root cause. In the long run, I believe the government should review and streamline the salary structure within the Administrative Grade to ensure that positions for Administrative Officers are competitive in the market to retain top talent.
Conversely, with the aging population in Hong Kong, many government officials who were previously at retirement age are a treasure trove of experience. According to the "2023 Manpower Projection" report released by the government in November this year, it is estimated that the population aged 65 and above in Hong Kong will reach approximately 2.08 million by 2028, accounting for around 28% of the total population.
With advancements in medical technology, individuals at the age of 65 are in their prime years with good health conditions, making them still capable of fulfilling the duties of Administrative Officers. Therefore, I suggest that the government should leverage their experience and capabilities by researching the possibility of delaying the retirement age limit for government officials.
Currently, the government has been utilizing the "post-retirement service contract scheme" to hire retired civil servants to assist with time-limited tasks. Since it may be challenging for the government to promote a large number of Administrative Officers to key positions all at once and there is a need to re-employ retired civil servants to alleviate manpower pressure, extending the service tenure of senior Administrative Officers could provide time to cultivate mid-level officers and accumulate experience, effectively addressing the issue of the shortage of Administrative Officers.
I have long proposed to the government that they should start by reviewing the retirement age of disciplined forces and gradually extend the retirement age of the civil service team. It is important to understand that the "talent shortage" is not unique to the government but a problem that affects the entire Hong Kong society. As the largest employer in Hong Kong, if the government can set a good example, it can not only solve the issue of the "senior AO shortage" but also lead the way for the private market, achieving a win-win situation for all.