The Fintech Talent Development,Competency, and Manpower Study

The Fintech Talent Development, Competency, and Manpower Study 19 Study Methodology This Study comprises three stages of engagement with fintech industry professionals in Hong Kong (Exhibit 1). Interviews and surveys were first conducted to gather data and information. These were followed by validation sessions to get further feedback on the competency list that was developed. Fintech Talent Development in Hong Kong We will address the need for talent development in the areas of technical skills or “hard skills”, and competencies, which are often “soft skills”. The fintech professionals we engaged with were very forthright about the capabilities and qualities they sought to bring into their organizations. They told us in interview after interview that in order for their organizations to thrive, they need people with strong technical, interpersonal, and management skills. One without the others is not sufficient, and ideally, each individual in a firm exhibits these spectrums of talent to some degree. The Value of Identifying Competencies A competency model is a list of human traits and behaviors that an organization has identified as being most critical to its carrying out its stated mission. It has become increasingly common for companies to create a competency model to help them develop employee engagement, customer satisfaction, and profitability. In this Study, we identify 13 competencies that are key to talent development for the fintech industry in Hong Kong. Exhibit 1 Methodology of the Study Executive Interview Regulators Business leaders Business leaders HR leaders Academics Academics Business leaders HR leaders HR leaders Industry-wide Survey Validation Session