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Participation in job-related training as part and parcel of lifelong learning is widely advocated. While many empirical research about job-related training of employees are about advanced western economies, little is known about advanced Asian economies. To fill this void in the literature, this study applies the human capital, institutional and cultural approach to examine the pursuit of job-related training of Hong Kong employees. The characteristics of the labour market institutions (unions, employers’ organisations and government regulations) in Hong Kong are important contextual factors for understanding job-related training which local employees arrange for themselves. Analyses of survey data collected from a random sample of employees show that time constraints due to long working hours and heavy family responsibilities were not crucial in affecting training participation. Instead, higher education level, experiences of new skills requirements at work and intrinsic job values have positive effects on whether or not employees arranged training for themselves. The training undertaken involved generic rather than firm-specific workskills. We argue that the pursuit of training and the preference for generic workskills need to be understood against the labour demand situation and the relatively free labour market in Hong Kong. The paper ends with theoretical and policy implications of the study. [ABSTRACT FROM PUBLISHER]