Aspects of Human Resource Development

（1）Key directions

　(i) Short term: Job Capacity Development

In order to respond to the job capacity required by the administration, training is conducted to fill the gap between the required knowledge / skills / attitude and those actually possessed on a current or future assigned job.
　Trainees’ capacities can be developed and enhanced by acquiring professional knowledge and skills and learning the appropriate attitude and behaviors.

　（ii）Mid / Long term: Career Development

In order to meet career development required by the administration, training is conducted to fill in the gap between required knowledge / skills / attitude and those actually possessed. It is preferable to develop human resources at their current stage in respect of long term career development for future postings, while taking into account the administration policy / strategy and coping with the environmental changes.

（2）Promotion

The scores or results of training for an individual trainee are sent to the Personnel Section of the regional Customs which the trainee belongs to. As for some training courses (e.g. the Advanced Course and Professional Courses for Assistant Supervisors), a few trainees with best scores in the tests during the training are honored, and a certain percentage of trainees with high scores are rewarded with a special increase in salary.
　In considering future promotions, regional Customs may consider their knowledge and expertise acquired during training, in addition to their work performance.