ABSTRACT
In Hong Kong, the central training agency, the Civil Service Training and Development Institute (CSTDI), played an important role in formulating training policies. However, under the public management reforms, training in the public sector has become more demand-driven. The original focus of CSTDI in providing training has been reduced and its advisory or 'consulting' role has been enhanced, while departments have acquired the autonomy to choose whether providing in-house departmental training or purchasing services from private providers. The article traces the implementation of these changes and assesses their impact on both the CSTDI and on the training system at large. This article argues that there is still a viable role for a central training institute in a modern, decentralized, 'consumerized' Human Resource Management (HRM) training regime.
