Media OutReach
SMU Launches Resilient Workforces Institute to Strengthen Singapore’s Workforce in the Age of AI
Partnerships with SkillsFuture Singapore and Equinix anchor research on AI’s impact on jobs, skills and lifelong learning
SINGAPORE – Media OutReach Newswire – 21 January 2026 – Singapore Management University (SMU) today announced the launch of the Resilient Workforces Institute (ResWORK), a new university-level research institute advancing workforce resilience and lifelong learning amid accelerating technological change. It is among the first institutes in Singapore and the region to jointly study adult-learning and the future of work through an integrated, interdisciplinary lens spanning economics, management, behavioural science and technology.
Dr Janil Puthucheary, Senior Minister of State, Ministry of Education and Ministry of Sustainability and the Environment, graced the launch as Guest-of-Honour. In his remarks, Dr Janil highlighted the importance of partnerships with industry, enabled by research, in overcoming workforce disruptions brought about by artificial intelligence (AI) and digital technologies.
Professor Lily Kong, President, Singapore Management University, said: “The launch of the Resilient Workforces Institute reflects SMU’s commitment to research that matters – research that shapes public policy, informs organisational practice and ultimately strengthens the resilience of Singapore’s workforce. By bringing together insights across disciplines, ResWORK will help Singapore and the region navigate the profound changes reshaping work and learning in the age of AI.”
ResWORK will serve as a focal point for trans-disciplinary research across SMU, organised around three core pillars:
- Optimising Human-Machine Collaboration: enabling workers to learn and perform effectively alongside AI, machines and robotics
- Transforming Organisations: redesigning business processes, leadership and work practices for AI-enabled workplaces
- Maximising Societal Human Capital: analysing labour-market transitions and shaping policies that promote inclusive, gainful employment
Research momentum has already begun ahead of the formal launch, with ResWORK having secured the participation of several globally renowned visiting scholars and over 20 faculty members across SMU’s six schools. ResWORK faculty has recently initiated nine internally seed-funded research projects, as well as multiple externally funded research programs, collectively worth over S$1.5 million in funding.
These early projects reflect the Institute’s emphasis on applied, policy-relevant research developed in collaboration with public agencies and industry partners. (Note: See Annex A for a list of research projects that were awarded seed grants.)
SMU has committed S$5 million over five years to anchor the Institute, with a goal of securing an additional S$8 million in external research funding within three years, enabling ResWORK to scale its partnerships and research programmes over time.
Professor Archan Misra, Vice Provost (Research) and Interim Director of ResWORK, said: “ResWORK is built on the belief that AI-led change will reshape opportunity rather than displace it. Our research agenda is designed to move beyond diagnosis to solutioning—working with government agencies, employers and other partners to generate evidence that informs policy, organisational practice and lifelong learning systems. I’m enthused to see how colleagues across the spectrum of Management, Economics and Computing disciplines have already come together to collectively frame a positive research agenda that formulates AI-led workplace transformations as an economic opportunity, as well as a driver of innovations in adult learning practices. The launch builds on momentum that is already underway and marks the start of SMU’s sustained efforts to help shape a resilient, future-ready workforce.”
Anchoring National Workforce Priorities through Collaboration with SkillsFuture Singapore
At the launch, SMU and SkillsFuture Singapore (SSG) also signed a two-year Memorandum of Understanding (MoU) to mutually identify and drive strategic research on how Artificial Intelligence (AI), digital technologies, and generational changes in work preferences are transforming job tasks, skills demand and career and learning pathways, and translate these insights into policies that sustain employability and inclusive growth.
In addition, it will look into how adult learning systems can be redesigned for higher participation, retention and impact, and how organisations can combine human and machine capabilities to raise productivity while preserving meaningful work.
Mr Tan Kok Yam, Chief Executive of SkillsFuture Singapore said: “Our partnership with SMU on ResWORK is driven by a singular objective: to future-proof the national SkillsFuture system. By future-proofing, we mean that adult learning must adapt to the effects of emerging, rapidly changing technologies to workforce dynamics, so that the training received by learners best equips them for these changes. The system also must acquire a deep understanding of what employers want from their workers, where and how jobs have changed in nature, and what skills and attributes allow workers to best succeed. ResWORK seeks to help build such capabilities for our national adult training system.”
Industry Partnerships Driving Applied Research on AI Disruption and Workforce Resilience
Complementing the national collaboration with SSG, ResWORK will work with industry partners to translate research into practice.
SMU received a contribution of S$450,000 from Equinix to advance applied research under ResWORK. The contribution will support a flagship systemic research project on occupational exposure to AI within Singapore’s labour market.
Led by Professor Li Jia, Dean, School of Economics; Lee Kong Chian Professor of Economics; (courtesy appointment in the Lee Kong Chian School of Business) Econometrics Lead, SMU Urban Institute, the study will develop Singapore’s leading reproducible, transparent and publicly accessible index measuring AI exposure in new job vacancies across occupations, industries and worker segments. By analysing job advertisements and task requirements over time, the research will track how AI-related skills and task demands are evolving, and generate insights to inform workforce planning, reskilling programmes and employment policy.
This collaboration marks the first corporate-funded research initiative under ResWORK and reflects the Institute’s emphasis on data-driven, policy-relevant research with real-world impact.
Said Ms Leong Yee May, Managing Director, Equinix Singapore, “Equinix and SMU have enjoyed a long and collaborative partnership aimed at building a sustainable digital future. By partnering with SMU on its Resilient Workforce initiative, we’re investing in research that will help position Singapore as a regional leader on AI and the future of work, informing the design of targeted policies like reskilling programs.”
Annex A: ResWORK Seed-Funded Research Projects
Ahead of its formal launch, the Resilient Workforces Institute (ResWORK) has initiated nine seed-funded research projects, reflecting early momentum and active collaboration across SMU’s schools. These projects are organised around ResWORK’s three core pillars and focus on applied, policy-relevant research in partnership with public and private organisations.
Pillar 1: Optimising Human-Machine Collaboration
Research on technologies and tools (AR/VR, AI) that enable individuals to both learn and execute future tasks in collaboration with AI, machines and robots.
1. Artificial Intelligence in Higher Education: Evaluating AI Outputs and Metacognition of Law Students
Theme: Technologies for Augmenting Adult Learning
Principal Investigator: Gary CHAN Kok Yew, Full-time Faculty, Professor of Law, Yong Pung How School of Law
Why this matters: As AI tools enter education and professional training, this project examines how law students learn to critically evaluate AI outputs and reflect on them as part of their training to be legal professionals in the near future.
About the Project: This project examines how law students assess AI-generated legal reasoning, focusing on metacognitive awareness, reflective judgment, and responsible AI use. Using tort law as a testbed, it studies how learners adopt, revise or reject AI outputs, and identifies best practices for evaluating accuracy, clarity and reasoning quality. The findings will inform ethical AI integration in education and professional training.
Research Impact: Supporting and enhancing law students’ critical evaluation of and reflective judgement on AI outputs
2. Unfolding Motivation in Adult Learning with Generative AI
Theme: Technologies for Augmenting Adult Learning
Principal Investigator: NGO Chong Wah, Full-time Faculty, Lee Kong Chian Professor of Computer Science, Director, Human-Machine Collaborative Systems Cluster, ResWORK Fellow, School of Computing and Information Systems
Co-PI: Gary Pan @ SOA; Clarence Goh @ SOA; Venky Shankararaman @ SCIS; Dragan Gasevic @ Monash University
Why this matters: Mid-career workers are expected to reskill continuously, yet motivation and engagement remain major barriers to lifelong learning.
About the Project: This project investigates how generative AI can personalise adult learning to sustain motivation among mid-career learners balancing work, study and life demands. It develops a GenAI-powered learning system that provides conversational, self-regulated learning support through interaction with large language models. By analysing learning behaviour, dialogue patterns and behavioural signals, the research identifies how AI-driven scaffolding can improve engagement and learning persistence in adult education.
Research Impact: This project aims to uncover motivational processes in adult learning to inform the design of AI learning systems.
3. Building Reflection Competencies for Human-AI Collaboration: A Multi-Agent Training System
Theme: Changing Professional Practices in the Workplace
Principal Investigator: NAH, Fiona Fui-Hoon, Full-time Faculty, Professor of Information Systems, ResWORK Fellow, School of Computing and Information Systems
Collaborators: Jiaqi WU YOUNG, PhD student @ SCIS; Ming WANG, Visiting PG Research student @ SCIS
Why this matters: Organisations often adopt AI faster than workers develop the skills to critically evaluate it, leading to over reliance or under reliance, declining judgment and missed productivity gains.
About the Project: This project addresses the problem of “cognitive debt” in AI-enabled workplaces by developing a multi-agent reflection training system embedded in AI tools. Drawing on motivation and behavioural theories, it designs and tests interventions that encourage users to reflect on, scrutinise and evaluate AI outputs. The research aims to provide scalable training approaches that balance AI adoption with human judgment and oversight.
Research Impact: Overcoming AI users’ cognitive debt through reflection training for a resilient workforce
4. Adaptive Skill Transfer: Reinforcement-Learned Scaffolding for Cognitive Personalisation in Adult Learning
Theme: Adult Learning Transfer
Principal Investigator: Pradeep Reddy VARAKANTHAM, Full-time Faculty, Professor of Computer Science, Director, CARE.AI Lab, Coordinator, BSc (CS) Artificial Intelligence Track, School of Computing and Information Systems
Co-PI: Annabel Chen Shen-Hsing, NTU
Collaborator: Swapna Gottipati @ SCIS, SMU
Why this matters: Reskilling often fails because learning systems ignore the cognitive strengths adults already possess.
About the Project: This research explores how adaptive AI systems can accelerate adult learning by leveraging existing reasoning and problem-solving abilities. Implemented within an adaptive learning platform, the project uses cognitive assessment and reinforcement learning to personalise both content and thinking strategies. By making skill transfer explicit and efficient, the study aims to improve learning speed, retention and reskilling outcomes.
Research Impact: Transforming adult reskilling from simple content delivery into a personalised, AI-driven bridge that leverages existing reasoning strengths to accelerate the mastery of complex skills
5. The Effects of AI-Based Cognitive Offloading on Metacognitive Skills and Learning Transfer in Adult Professional Learners
Theme: Adult Learning Transfer
Principal Investigator: YANG Hwajin, Full-time Faculty, Professor of Psychology, Associate Dean (Research), Lee Kong Chian Fellow, ResWORK Fellow, School of Social Sciences
Co-PI: Sarah Wong @ SOSS; Gary Pan @ SOA; Andree Hartanto @ SOSS
Collaborator: Wong Zi Yang, Research Fellow, SMU
Why this matters: While AI can make work easier, excessive reliance on it may weaken learning, judgment, and long-term skill development.
About the Project: This project examines how using AI tools affects adult learners’
metacognitive awareness (monitoring and regulating one’s learning) and learning transfer (applying knowledge to new situations) in professional development. Using a randomised controlled design, the study compares guided and unguided AI use to determine whether guided AI use enhances these cognitive skills or if unguided use undermines them through excessive cognitive offloading.
Research Impact: The findings will inform the development of AI-enabled training frameworks that promote durable learning, reflective thinking, and transferable skills among working adults.
6. Towards Measurable, Governed Onboarding for Human–AI Teams
Theme: Open Category
Principal Investigator: LEE, Min Hun, Full-time Faculty, Assistant Professor of Computer Science, School of Computing and Information Systems
Why this matters: AI adoption often fails not because of model accuracy, but because of people and workflow – users do not know when to trust, question or correct AI systems.
About the Project: This project transforms AI onboarding into an interactive, measurable learning experience that teaches users how to collaborate effectively with AI. Using a structured “Understand-Control-Improve” framework, it develops tools that promote calibrated trust, explainability, and safe intervention. The research aims to establish robust methods for governed human-AI collaboration in real-world decision-making workflows.
Research Impact: This project develops measurable, governed methods for human-AI collaboration that enable safe and effective AI adoption in real-world decision-making workflows.
PILLAR #2: TRANSFORMING ORGANISATIONS
7. Valuing Flexible Work Arrangements: A Discrete Choice Experiment with Employers and Employees in Singapore
Theme: Changing Professional Practices in the Workplace
Pillar: #2 / #3
Principal Investigator: KIM Seonghoon, Full-time Faculty, Associate Professor of Economics, Deputy Director, Centre for Research on Successful Ageing (ROSA), School of Economics
Co-PI: Cao Wenjia @ SOE, SMU
Collaborator: Kanghyock Koh, Korea University
Why this matters: Flexible work is now a national priority, yet evidence on its true value to employers and employees remains limited.
About the Project: This study quantifies how employers and employees value flexible work arrangements using large-scale discrete choice experiments. By estimating wage-equivalent trade-offs for different forms of flexibility, it provides evidence to inform organisational decisions and policy implementation following Singapore’s Tripartite Guidelines on Flexible Work Arrangement Requests. The research supports more sustainable, inclusive and productive workplace design.
8. Job insecurity and employee motivation
Theme: Changing Professional Practices in the Workplace
Principal Investigator: Nina SIROLA, Full-time Faculty, Assistant Professor of Organisational Behaviour & Human Resources, ResWORK Fellow, Lee Kong Chian School of Business
Why this matters: Rising job insecurity can quietly erode motivation and performance, even in organisations investing heavily in transformation.
About the Project: This project examines how managers’ beliefs about job-insecure employees influence leadership behaviour and intrinsic motivation. Rather than focusing only on worker stress, it identifies manager-driven mechanisms that can either undermine or sustain motivation. Through experimental and field studies, the research develops low-cost leadership interventions to support employee engagement and well-being during periods of uncertainty.
Research Impact: This project highlights how managers’ beliefs and leadership behaviours can either undermine or sustain the intrinsic motivation of job-insecure workers, pointing to a low-cost, belief-based lever for resilience.
PILLAR #3: MAXIMISING SOCIETAL HUMAN CAPITAL
9. Measuring the Impact of AI and Large Language Models on Singapore’s Labour Market: Constructing a Task-Level Exposure Index
Theme: Open Category
Principal Investigator: LI Jia, Full-time Faculty, Dean, School of Economics, Lee Kong Chian, Professor of Economics, Econometrics Lead, SMU Urban Institute
(courtesy appointment in the Lee Kong Chian School of Business)
Collaborator: Zhang Dandan, Peking University
Why this matters: Policymakers and employers need clear evidence on which jobs are most exposed to AI, and which are likely to benefit from it.
About the Project: This project develops Singapore’s first task-level AI-LLM Exposure Index by combining job posting data with detailed task information. Using novel econometric methods to address measurement uncertainty, it distinguishes between complementary and substitutive effects of AI on human labour. The resulting indices will inform workforce planning, reskilling strategies and national employment policy.
Research Impact: Measuring AI’s disruptive and enabling effects on Singapore’s labour market
Hashtag: #SMU
The issuer is solely responsible for the content of this announcement.
About SMU
A premier university in Asia, SMU is internationally recognised for its world-class research and distinguished teaching. Established in 2000, SMU’s mission is to generate leading-edge research with global impact and to produce broad-based, creative, and entrepreneurial leaders for the knowledge-based economy. SMU’s education is known for its highly interactive, collaborative, and project-based approach to learning.
Home to over 13,000 students across undergraduate, postgraduate professional and postgraduate research programmes, SMU comprises of eight schools: School of Accountancy, Lee Kong Chian School of Business, School of Economics, School of Computing and Information Systems, Yong Pung How School of Law, School of Social Sciences, College of Integrative Studies, and College of Graduate Research Studies. SMU offers a wide range of bachelors’, masters’, and PhD degree programmes in the disciplinary areas associated with its schools, as well as in multidisciplinary combinations of these areas.
SMU emphasises rigorous, high-impact, multi- and interdisciplinary research that addresses Asian issues of global relevance. SMU faculty members collaborate with leading international researchers and universities around the world, as well as with partners in the business community and public sector. SMU’s city campus is a modern facility located in the heart of downtown Singapore, fostering strategic linkages with business, government, and the wider community. 
www.smu.edu.sg
Attendees can visit Booth 1808 at the Hong Kong Convention and Exhibition Centre to explore Cregis’ infrastructure offerings, including its crypto payment engine, self-custody MPC wallet infrastructure, and enterprise-grade self-custody solutions. According to the team, the event represents not just an industry appearance, but an opportunity to observe and contribute to a deeper question: how crypto assets can meaningfully integrate into real financial systems.
Digital Assets Enter Business Operations
Over the past few years, much of the industry conversation has centered on issuance and trading. But as institutional participation accelerates, the focus is shifting toward a more complex challenge: how digital assets are operated in secure, compliant, and efficient ways.
As financial institutions and payment companies begin using on-chain assets in real business workflows, asset management is no longer just about private key security. It becomes a system-level problem involving multi-party coordination, permission design, auditability, and risk governance.
Against this backdrop, Cregis plans to focus on:
- The security and coordination requirements of enterprise asset management in stablecoin and payment use cases
- How permissions, accountability, and auditability should function across multi-team, multi-system operations
- How automation and intelligent systems are redefining the requirements for underlying asset infrastructure
Stablecoins Move to the Center of Financial Infrastructure
Consensus Hong Kong 2026’s agenda reflects a broader industry shift. Compared with previous years, stablecoin-related discussions have expanded significantly, with the focus moving from whether stablecoins are viable to how they scale.
Topics around cross-border payments, settlement efficiency, liquidity movement, and regulatory frameworks are increasingly seen as the connective layer between crypto-native systems and traditional finance. For many industry participants, this marks a transition: crypto assets are no longer viewed primarily as speculative instruments, but as emerging components of financial circulation infrastructure.
The Debate Has Shifted
Disagreements around the future of crypto adoption remain. But the nature of the debate has changed. At Consensus Hong Kong 2026, the discussion is less about whether crypto will be adopted, and more about:
- What form adoption will take
- Whether infrastructure will become invisible to end users
- Who bears systemic risk, and who defines operational rules
In this context, the maturity of infrastructure is emerging as a key determinant of where the industry goes next.
Observing and Participating in an Inflection Point
The industry is transitioning from “exploring possibilities” to “building durable systems.” The evolving themes at Consensus Hong Kong 2026 are a clear signal of that shift.
As stablecoins, digital assets, and intelligent systems move deeper into real financial and commercial environments, the resilience, controllability, and compliance-readiness of infrastructure will determine how far adoption can go. During the event, Cregis will engage with participants across payments, financial institutions, and Web3, while continuing to focus on the evolution of enterprise digital finance infrastructure.
Cregis aims to provide enterprises with end-to-end digital asset management and operational infrastructure. By building security-first, flexible, and compliance-oriented systems, the company seeks to abstract complex onchain operations into standardized solutions that enterprises can easily integrate and manage — helping institutional clients navigate this industry transition with confidence.
Hashtag: #consensus2026 #cregis #Stablecoins
https://www.cregis.com
Cregis is a global provider of enterprise-grade digital asset infrastructure, delivering secure, scalable, and compliant solutions for institutional clients.
Its core offerings—MPC-based self-custody wallets, Wallet-as-a-Service, and a robust Payment Engine—help exchanges, fintech platforms, and Web3 businesses manage digital assets with confidence.
With over 3,500 businesses served globally, Cregis empowers businesses to accelerate their Web3 transformation and unlock new digital asset opportunities.
3,500 Companies Recognized; Support for Working Caregivers Emerges as New Benchmark for Friendly Workplaces
HONG KONG SAR – Media OutReach Newswire – 22 January 2026 – 22 January 2026 – The Hong Kong Council of Social Service (HKCSS) held the 2024/25 Caring Company Scheme Recognition Ceremony today at the Hong Kong Convention and Exhibition Centre. Mr. Chris SUN Yuk-han, JP, Secretary for Labour and Welfare of the Hong Kong Special Administrative Region, attended as the Guest of Honour. This year, a total of 3,500 caring companies and organisations were recognised.
From left：Hon Grace CHAN Man-yee, Chief Executive Of HKCSS
Mr. CHAN Tsz Ming, Director, Analysts at Level 1, Department of Social Affairs, Liaison Office of the Central People’s Government in the HKSAR
Mr. Chris SUN, JP, Secretary for Labour and Welfare
Revd Canon Hon Peter Douglas KOON Ho Ming, SBS, JP, Chairperson of HKCSS
Mr. CHAN Charnwut, Bernard, GBM, GBS, JP, Vice-chairperson of HKCSS
Ms. CHAK Tung Ching, Yvonne, Vice-chairperson of HKCSS
For the first time, HKCSS released the major findings from the Caring Business Achievements Overview, providing an in-depth look at corporate trends in addressing social issues such as population ageing, workforce challenges, and climate change across four key pillars: Partnership, Social, Economic, and Environmental Sustainability.
Mr. Chris SUN Yuk-han, JP, Secretary for Labour and Welfare of the Hong Kong Special Administrative Region, congratulated the businesses and organizations recognized by the Caring Company Scheme. He emphasized that building a compassionate society requires collaboration with the business community, which plays a vital role alongside government and non-governmental efforts. By prioritizing employee welfare, employers not only uplift families but also drive growth, attract talent, and foster mutual benefits. Mr. SUN called upon the business sector to engage more proactively in this initiative, fostering a collective commitment to building a more caring society for all.
24 Years of Deep-Rooted Partnership: 28% of Collaborations Last 10 Years or More
The Caring Company Scheme has been running for 24 years. The Revd Canon the Hon. Peter Douglas KOON, SBS, JP, Chairman of HKCSS, stated in his speech: “The Scheme underwent a significant revamp recently to localise international sustainability frameworks. Through our inaugural data analysis, we can observe the business sector’s overall performance in tackling challenges like population ageing and climate change. We hope these trends will guide companies to transform a culture of care into concrete business decisions.”
Data indicates that business-social partnerships have built a solid foundation. Over 70% of companies have maintained partnerships with community partners for three years or more, while 28% have sustained collaborations for over a decade, reflecting a commitment to long-term stability in cross-sectoral collaboration.
New Frontier in the Workplace: Support for Working Caregivers Emerges as a Key Focus
Corporate performance in supporting caregivers has become a focal point. Data reveals that over 80% of companiess have popularised flexible work arrangements, and 104 companies received special “Caregiver-Friendly” commendations for their outstanding support measures this year.
Hon Grace CHAN Man-yee, Chief Executive of HKCSS, observed several innovative cases: “Some companies have implemented eight weeks of fully paid adoption leave, five days of leave for only-child caregivers, and even ‘Grandchild Leave’. Others provide patient companion service. Supporting caregivers does not necessarily require massive financial investment; as long as it starts from the employees’ needs, the possibilities for caring business are endless.”
Five Key Recommendations: From “Ad Hoc Actions” to “Policy Integration”
While companies excel in charitable donations and active participation, there is room for improvement in environmental data tracking (currently at approximately 30%) and workplace diversity. Consequently, HKCSS proposes five key recommendations:
- Deepen Caring Standards: Treat the Caring Company Scheme indicators as operational benchmarks to establish a systematic socially responsible business model.
- Promote Professional Sharing and Responsible Procurement: Encourage management to join NGO boards as volunteers to provide professional support and integrate NGO products into corporate procurement supply chains.
- Build Diverse and Inclusive Workplaces: Actively employ disadvantaged groups to tap into new talent pools and implement flexible work to support working caregivers.
- Sustain Investment in Talent Development: Recognize talent as a driver of economic growth, enhance staff training, and strengthen mental health support.
- Initiate Data-Driven Management: We recommend that companies immediately start tracking data related to sustainability performance to ensure that social initiatives are measurable and sustainable.
In 2024/25, the Caring Company Scheme received over 4,300 applications. Ultimately, 3,500 companies and organisations were recognised the Caring Company and Caring Organisation logos, comprising large corporations (42%), SMEs (51%), and organisations (7%). HKCSS emphasised that the data release aims to establish a long-term mechanism to guide the business sector in finding room for improvement and addressing future social challenges through collaboration.
Hashtag: #TheHongKongCouncilofSocialService #HKCSS #theCaringCompanyScheme #Caregiver-Friendly
The issuer is solely responsible for the content of this announcement.
Media OutReach
Strong wealth management and IPO pipelines to underpin Hong Kong bank growth in 2026, says KPMG
Digital assets, artificial intelligence, and cybersecurity top the transformation agenda
HONG KONG SAR – Media OutReach Newswire – 22 January 2026 – Hong Kong’s banking sector enters 2026 from a position of financial strength — well-capitalised, highly liquid, and supported by structural inflows and robust wealth management growth. Despite an evolving macroeconomic and investment environment, the sector remains well-positioned to pursue targeted growth opportunities.
KPMG’s latest report, the Hong Kong Banking Outlook 2026, expects Hong Kong banks to capitalise on the strong wealth management pipeline and a revitalised IPO market, deploying capital where risk-adjusted returns appear most attractive. The report also spotlights the key priorities for the year ahead: advancing digital assets, embracing AI innovation, and fostering closer collaboration between private banks and asset managers to strengthen Hong Kong’s position as a world-leading centre for offshore private wealth management.
Paul McSheaffrey, Senior Banking Partner, Hong Kong SAR, KPMG China, says: “As we enter 2026, KPMG is more optimistic about Hong Kong’s banking sector. The strong performance of Hong Kong’s equity market in 2025 has significantly lifted sentiment. Recent policy initiatives, including efforts to strengthen the city’s fixed-income market and to support Chinese Mainland enterprises in ‘going global’ through Hong Kong, provide further confidence in the future. We expect increased bank investment and hiring to follow.”
Jianing Song, Head of Banking and Capital Markets, Hong Kong SAR, KPMG China, says: “In 2026, AI will evolve from a support tool to a core driver of competitiveness for Hong Kong banks. Banks are increasingly focused on productivity gains, on measuring ROI, and on embedding AI across operations in a way that delivers tangible benefit. In corporate banking, this shift may finally see paper, physical signatures, and batch processing phase out.”
Tokenisation moves beyond proof of concept
Hong Kong is positioning itself as a global leader in digital assets, with banks conducting real-world transactions using tokenised deposits through the Hong Kong Monetary Authority’s Project Ensemble1. A wave of stablecoin licence applications is also underway, and tokenised gold is being issued. Looking ahead to 2026, KPMG expects traditional banks and the digital-asset ecosystem to move closer together. Banks will likely begin offering services such as digital-asset custody and a broader range of tokenised products as the regulatory framework becomes clearer.
Simon Shum, Head of Digital Assets, Hong Kong SAR, KPMG China, says: “The pace of change will only accelerate this year. Banks should focus on building their blockchain expertise, ensuring governance and controls are robust, and staying close to regulatory developments, particularly around AML, cybersecurity and risk management, as the digital asset ecosystem continues to evolve rapidly.”
Rising threats push banks toward automation-led cyber defence
As Hong Kong banks accelerate toward a digital-first future, the cyber threat landscape will remain a critical challenge in 2026. KPMG expects threat actors to increasingly leverage AI and automation to identify vulnerabilities with greater speed and precision, while attacks through third parties and the broader digital ecosystem continue to rise. For banks, this means cyber resilience will become an even more pressing board level priority. The HKMA will continue expectations around technology risk management, clear accountability for cyber risk, and the ability of banks to maintain critical services and recover swiftly when incidents occur.
Lanis Lam, Partner, Technology Risk, KPMG China, says: “As rising cyber risks, evolving technology, and shifting regulatory expectations redefine the landscape, banks in 2026 must strategically prioritise three areas: real-time threat detection, governance of third-party dependencies, and seamless integration between technology, risk, and business functions to drive cohesive and effective responses. Ultimately, automation should be a core enabler of cyber resilience, not just a tool for efficiency but a catalyst for proactive defence and operational agility.”
Hashtag: #KPMG
The issuer is solely responsible for the content of this announcement.
About KPMG
KPMG in China has offices located in 31 cities with over 14,000 partners and staff, in Beijing, Changchun, Changsha, Chengdu, Chongqing, Dalian, Dongguan, Foshan, Fuzhou, Guangzhou, Haikou, Hangzhou, Hefei, Jinan, Nanjing, Nantong, Ningbo, Qingdao, Shanghai, Shenyang, Shenzhen, Suzhou, Taiyuan, Tianjin, Wuhan, Wuxi, Xiamen, Xi’an, Zhengzhou, Hong Kong SAR and Macau SAR. It started operations in Hong Kong in 1945. In 1992, KPMG became the first international accounting network to be granted a joint venture licence in the Chinese Mainland. In 2012, KPMG became the first among the “Big Four” in the Chinese Mainland to convert from a joint venture to a special general partnership.
KPMG is a global organisation of independent professional services firms providing Audit, Tax and Advisory services. KPMG is the brand under which the member firms of KPMG International Limited (“KPMG International”) operate and provide professional services. “KPMG” is used to refer to individual member firms within the KPMG organisation or to one or more member firms collectively.
KPMG firms operate in 138 countries and territories with more than 276,000 partners and employees working in member firms around the world. Each KPMG firm is a legally distinct and separate entity and describes itself as such. Each KPMG member firm is responsible for its own obligations and liabilities.
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