Ryan雜記

AI Tools

2025-12-31T15:28:00.004+08:00

https://lmarena.ai/

https://www.perplexity.ai/

https://grok.com/

https://chat.deepseek.com/sign_in

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https://www.canva.com/

https://app.napkin.ai/signin

https://gamma.app/

https://app.magicschool.ai/

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https://elevenlabs.io/

https://www.narakeet.com/languages/cantonese-text-to-speech/

https://www.flexclip.com/

Prompt frameworks at a glance

2025-04-04T16:16:00.000+08:00

The 5 Best Prompt Frameworks
R-T-F (Role — Task — Format)
T-A-G (Task — Action — Goal)
B-A-B (Before — After — Bridge)
C-A-R-E (Context — Action — Result — Example)
R-I-S-E (Role — Input — Steps — Expectation)

Tax Reporting for Freelancers in Hong Kong

2024-02-17T17:45:00.001+08:00

https://www.ird.gov.hk/eng/pdf/ir6036c_e.pdf

https://www.ird.gov.hk/eng/pdf/esem_er_56me.pdf

Local persons in respect of whom Forms IR56M should be submitted include: -

(a) Consultants, agents, brokers, freelance artists, entertainers, sportsmen, writers, freelance guides, etc. to whom commission, fees or other remuneration paid exceeded a total of $25,000 per annum for the relevant year ended 31 March.

(b) Sub-contractors to whom fees or other remuneration paid exceeded a total of $200,000 per annum for the relevant year ended 31 March.

Singapore Speaker of Parliament apologises for use of 'unparliamentary language'

2023-09-02T20:27:00.002+08:00

Tan acknowledged the incident in a Facebook post on Tuesday, stating, "I had to listen to the recording as I did not recall the occasion. Based on the clip, it appears that I had a reaction to a speech made in the chamber."

He admitted that, like any other person, he forms his own opinions while listening to speeches.

Emphasising that his remarks were privately-expressed thoughts and not intended for anyone in particular, Tan acknowledged, "However, I should not have expressed them aloud or in unparliamentary language, and I apologise for that."

He also revealed that he has personally spoken to Lim and extended his apology, to which Lim "has kindly accepted".

Singapore Speaker of Parliament apologises for use of 'unparliamentary language'

Language Codes in Excel

2023-08-30T01:22:00.003+08:00

Language code (formally called an LCID) within brackets, in this manner:

=TEXT(A1,"[$-409]mmmm, yyyy")

The bracketed code is within the format string, and the code itself is preceded by a dollar sign and a dash. The code is either three or four hexadecimal digits.

Code		Language
0436		Afrikaans
041C		Albanian
045E		Amharic
0401		Arabic
042B		Armenian
044D		Assamese
082C		Azeri (Cyrillic)
042C		Azeri (Latin)
042D		Basque
0423		Belarusian
0445		Bengali
0402		Bulgarian
0403		Catalan
045C		Cherokee
0804		Chinese (Simplified)
0404		Chinese (Traditional)
041A		Croatian
0405		Czech
0406		Danish
0465		Dhivehi
0413		Dutch
0466		Edo
0C09		English (Australian)
1009		English (Canadian)
0809		English (U.K.)
0409		English (U.S.)
0425		Estonian
0438		Faeroese
0464		Filipino
040B		Finnish
040C		French
0C0C		French (Canadian)
0462		Frisian
0467		Fulfulde
0456		Galician
0437		Georgian
0407		German
0C07		German (Austrian)
0807		German (Swiss)
0408		Greek
0447		Gujarati
0468		Hausa
0475		Hawaiian
040D		Hebrew
0439		Hindi
040E		Hungarian
0469		Ibibio
040F		Icelandic
0470		Igbo
0421		Indonesian
045D		Inuktitut
0410		Italian
0411		Japanese
044B		Kannada
0471		Kanuri
0460		Kashmiri (Arabic)
043F		Kazakh
0457		Konkani
0412		Korean
0440		Kyrgyz
0476		Latin
0426		Latvian
0427		Lithuanian
042F		Macedonian FYROM
043E		Malay
044C		Malayalam
043A		Maltese
0458		Manipuri
044E		Marathi
0450		Mongolian
0461		Nepali
0414		Norwegian Bokmal
0814		Norwegian Nynorsk
0448		Oriya
0472		Oromo
0463		Pashto
0429		Persian
0415		Polish
0416		Portuguese (Brazil)
0816		Portuguese (Portugal)
0446		Punjabi
0418		Romanian
0419		Russian
044F		Sanskrit
0C1A		Serbian (Cyrillic)
081A		Serbian (Latin)
0459		Sindhi
045B		Sinhalese
041B		Slovak
0424		Slovenian
0477		Somali
0C0A		Spanish
0441		Swahili
041D		Swedish
045A		Syriac
0428		Tajik
045F		Tamazight (Arabic)
085F		Tamazight (Latin)
0449		Tamil
0444		Tatar
044A		Telugu
041E		Thai
0873		Tigrigna (Eritrea)
0473		Tigrigna (Ethiopia)
041F		Turkish
0442		Turkmen
0422		Ukrainian
0420		Urdu
0843		Uzbek (Cyrillic)
0443		Uzbek (Latin)
042A		Vietnamese
0478		Yi
043D		Yiddish
046A		Yoruba

HR Analytics (人力資源數據分析)

2023-04-06T23:47:00.004+08:00

HR Performance Metrics人力資源績效指標

Turnover rate = No. of leavers / total no. of employees

Turnover rate = No. of leavers / employees at the beginning of the period

Turnover rate = No. of leavers / (employees at the beginning of the period + new hires in the period)

Resignation rate / turnover rate in the period (90 days / 6 months / 12 months)

First-year resignation rate = New hires left in first 1 year / total no. of employees

First-year turnover rate = New hires left in first 1 year / total no. of new hires

Resignation / turnover rate (by high performer / long service - over 3 years / high rank - managerial grade)

Resignation rate = Leavers by category / total no. of leavers in the period

Turnover rate = Leavers by category / total no. of leavers in the period

Voluntary turnover rate = Voluntary terminates during period/employees at the beginning of the period

Involuntary turnover rate = Involuntary terminates during period/employees at the beginning of the period

Reason of leaving = Individual reasons / total no. of leavers in the period

Distribution of leaving employees by performance / rank

Revenue per employee = Revenue / total no. of employees
Revenue per FTE = Revenue / total no. of FTE

Profit per employee = Profit / total no. of employees
Profit per FTE = Profit / total no. of FTE

Labour Cost per employee = Labour Cost / total no. of employees
Labour Cost per FTE = Labour Cost / total no. of FTE

Labour Cost percentage of revenue = Labour Cost / total revenue

Labour Cost percentage of expenses = Labour Cost / total expenses

Overtime per employee = Hours of overtime / total no. of hours (contractual hours + overtime) per period

Sick Leave rate = Number of sick leave days/number of available work days in the period

Absence rate = No. of absence days / no. of available work days in the period

Absence rate per manager/department = No. of absence days per unit / total no. of working days per unit
Ratio of HR to employees = Total no. of employees/ total no. of HR
Retention Rate = (Total employees who stayed for the whole time period / total no. of employees at the start of the time period) x 100%

Training expenses per employee = Training expenses / total expenses

Promotion rate = No. of employees promoted / total no. of employees

General Workforce Metrics 一般勞動力指標

Average age = Sum of age of all employees / no. of employees

Average length of service = Length of service of all employees / no. of employees

Age distribution

Gender distribution

Length of service distribution

Retirement rate = Employees retired in the period / total no. of employees

Employee engagement rate = Employees above the engagement norm in the period / no. of employees at the beginning of the period

Satisfaction rate = No. of employees who report being satisfied in their job

Recruitment Metrics 招聘指標

Time to fill = Date of successful hire – Job opening date

Time to hire = Date of successful hire – Recruitment start date

Cost per hire = Total hiring cost / no. of new hires

Recruitment channel successful rate = Successful hire / total applications received from recruitment channel

Candidate Job Satisfaction = No. of hires who rate themselves as satisfied in their new job / total no. of hires

Applicants per opening = Total no. of applicants / no. of job openings

Selection ratio = No. of hired candidates / total no. of candidates

Offer acceptance rate = No. of offers accepted / no. of offers made

Vacancy rate = Total no. of job vacancies / total no. of positions in the whole organization

Interview Notes

2023-04-06T14:31:00.000+08:00

Language
Self-introduction, Previous Jobs, and Current Job

Team Structure & size
Scope
Achievement
Learning
Reason of Leaving

Strength
Improvement & Growth
Performance Appraisal / Comments by Supervisor
Preference in career development
Experience in specific job fields
Work StyleHow to manage workload & multi-tasks

How to manage demanding persons
How to manage pressure
How to manage mistakes
How to manage oppositive opinions

Understanding of the organization and the position
Job satisfaction/expectation on the next job
How to engage or adapt to a new environment

有關僱員放產假後僱主不再與之續約事宜

2022-12-01T12:29:00.003+08:00

產假

女性僱員只要在產假開始前按連續性合約（即連續受僱於同一僱主4星期或以上，而每星期最少工作 18 小時）爲僱主服務，並給予僱主懷孕及準備放取產假的通知，便可享有以下期間的產假：

連續14星期的產假；
若分娩日期較預產期遲，僱員可享有一段日數相等於預產期翌日起至實際分娩日爲止的額外產假；
如僱員因懷孕或分娩而引致疾病或不能工作，最多可額外休假4星期。

放取產假

若得到僱主的同意，僱員可選擇在預產期前2至4星期開始放產假。
如僱員沒有提出要求，或未得到僱主的同意，則須在預產期前4星期開始放產假。
如僱員在未開始放產假前已分娩，則以分娩日爲產假開始的日期。在這情況下，僱員須在分娩後7天內將分娩日期通知僱主，並說明放14星期產假的打算。

注意：分娩指產下嬰兒；流產指在懷孕24個星期內排出不能於產後存活的成孕物體。如僱員懷孕不足24個星期，產下能存活的嬰兒或嬰兒在誕生後才夭折，則不屬流產。

產假薪酬
就你的查詢，如僱員符合下列條件，便可享有產假薪酬：
1. 在所訂定的產假開始前已按連續性合約受僱滿40星期；
2. 給予僱主懷孕及準備放取產假的通知，例如向僱主出示證實懷孕的醫生證明書；及
3. 如僱主有提出要求，已向僱主遞交醫生證明書說明其預產期。

僱員可享有14星期有薪產假。僱主須在正常糧期支付產假薪酬給僱員。

產假薪酬的每日款額相等於僱員在「產假首天」前12個月內所賺取的每日平均工資的五分之四。如僱員的受僱期不足12個月，則以該段較短期間計算。

注意：在計算每日平均工資時，僱主須剔除(i)未有付給僱員工資或全部工資的期間，包括休息日、法定假日、年假、病假、產假、工傷病假或在僱主同意下放取的假期，以及沒有向僱員提供工作的任何正常工作日；連同(ii)就該期間已支付的款項。

定期合約屆滿
就你的查詢，一般而言，勞資雙方若訂立定期合約，通常在訂立合約時已經協定合約完結的日期。僱員或僱主在定期合約屆滿後不續約或不另定新合約，不作辭職或解僱論，而在定期合約如期完結後，僱主與僱員之間亦不存在僱傭合約。所以，此情況不構成違反《僱傭條例》解僱懷孕僱員的規定，而產假薪酬的福利亦不會延伸至定期合約屆滿後的時間。

除上述有關《僱傭條例》的規定外，你亦可向平等機會委員會查詢僱主在定期合約屆滿後解僱僱員是否觸犯相關反歧視條例的規定。

平等機會委員會

網址: http://www.eoc.org.hk

電話:(852) 2511 8211

《僱傭條例》只就僱員可享有的法定權益訂立最低標準，僱主和僱員可協議訂立優於法例標準的僱傭條件。凡優於《僱傭條例》標準的部份，應按相關的僱傭合約條文或雙方的協議執行。但任何僱傭合約的條款，如有終止或減少《僱傭條例》所賦予僱員的權利、利益或保障的含意，即屬無效。本處一直鼓勵勞資雙方之間透過溝通及協商，就共同關注的僱傭事宜達成一個雙方都能接受的安排。

有關《僱傭條例》下「生育保障」的詳細資料，可瀏覽本處的「僱傭條例簡明指南」第六章 (http://www.labour.gov.hk/tc/public/ConciseGuide.htm)。對有關法例的詮釋，應以《僱傭條例》原文為依歸。如勞資雙方就上述事宜有爭議，法庭有最終的裁決權。

有關查詢辭職時的年假計算事宜

2022-12-01T12:28:00.004+08:00

謝謝你於2022年8月21及24日致「1823」的查詢。

有薪年假
僱員按連續性合約（即連續受僱於同一僱主4星期或以上，而每星期最少工作 18 小時）受僱滿12個月，便可享有有薪年假。有薪年假日數按僱員受僱年資由7天遞增至最高14天：

年假的發放

在受僱滿12個月後，僱員須於隨後12個月之內放取應得的有薪年假。

年假日期應由僱主在徵詢僱員或其代表後指定。僱主須至少在假期開始的14天前以書面通知僱員年假的日期；如雙方同意，可以較短時間通知。

如年假期內適逢休息日或法定假日，該日應視作年假，而僱主必須爲僱員另定休息日或法定假日。

年假薪酬
年假薪酬的每日款額相等於僱員在以下「指明日期」前12個月內所賺取的每日平均工資。如僱員的受僱期不足12個月，則以該段較短期間計算。

注意：在計算每日平均工資時，僱主須剔除(i)未有付給僱員工資或全部工資的期間，包括休息日、法定假日、年假、病假、產假、工傷病假或在僱主同意下放取的假期，以及沒有向僱員提供工作的任何正常工作日；連同(ii)就該期間已支付的款項。

僱主最遲須於年假後的第一個發薪日支付年假薪酬給僱員。

終止僱傭合約時的年假薪酬
假期年是指僱員開始受僱日及其周年日起之後的12個月期間。

如僱員受僱滿整個假期年而仍未放取有薪年假，則不論以任何理由終止僱傭合約，僱主須支付工資給僱員以代替未曾放取的年假。而在計算該等年假薪酬的每日款額時，應以「終止合約的日期」為「指明日期」。

如僱員在個別假期年內只受僱滿3個月但不足12個月，除因犯嚴重過失而遭即時解僱外，僱主須支付按比例計算的年假薪酬給僱員。

終止僱傭合約時僱員可享有的年假日數的計算方法：

就你的查詢，根據《僱傭條例》第41D條(2)，凡 —
(a) 僱員停止受僱；
(b) 該僱員並非在其假期年屆滿時停止受僱；
(c) 其僱傭合約並非根據第9 條而是因任何理由(包括辭職)而告終止或遭終止；及
(d) 於適用日後最少3 個月才終止合約，
則以前僱用他的人，須在切實可行範圍內盡快，但在任何情況下不得遲於合約終止後7天，除向他付給根據第(1)款到期支付的款項外，另付給一筆款項，其款額在假定假期薪酬中所佔比率，與最終僱傭期的日數於365 天中所佔比率相同。

共同假期年
僱主可指定任何連續12個月爲其所有僱員的共同假期年。如僱主有意作此安排，應於 1 個月前以書面方式通知每名僱員，或於工作地點的顯眼地方張貼告示。

如僱員在指定的共同假期年內並未按連續性合約受僱滿12個月，則該僱員可享有的年假應按比例計算。如計算上出現分數，皆進爲整數計算。

有關在共同假期年開始前已按比例計算的年假，僱員可選擇與僱主商議後放假，或將之累積，與來年可享用的年假合併。

【例】
共同假期年：2021年1月1日至12月31日
僱員開始受僱日期：2021年9月1日
僱員享有按比例計算的年假：122* ÷ 365 × 7 = 2.34 天 (進位至3天) (* 122 是由2021年9月1日至12月31日的日數)

僱員可選擇在2022年內放這3天年假，或將之與2022年可享有的7 天年假合併 (共10天)，在2023年內享用。

楊澄浦 - 太極拳說十要

2022-01-11T08:18:00.000+08:00

楊澄甫口述陳微明錄

一、虛靈頂勁
頂勁者，頭容正直，神貫于頂也。不可用力，用力則項強，氣血不能流通，須有虛靈自然之意。非有虛靈頂勁，則精神不能提起也。

二、含胸拔背
含胸者，胸略內涵，使氣沉于丹田也。胸忌挺出，挺出則氣涌胸際，上重下輕，腳跟易于浮起。拔背者，氣貼于背也。能含胸則自能拔背，能拔背則能力由脊發，所向無敵也。

三、松腰
腰為一身之主宰，能松腰然後兩足有力，下盤穩固。虛實變化皆由腰轉動，故曰︰“命意源頭在腰隙”，有不得力必于腰腿求之也。

四、分虛實
太極拳術以分虛實為第一義。如全身皆坐在右腿，則右腿為實，左腿為虛；全身坐在左腿，則左腿為實，右腿為虛。虛實能分，而後轉動輕靈，毫不費力。如不能分，則邁步重滯，自立不穩，而易為人所牽動。

五、沉肩墜肘
沉肩者，肩松開下垂也。若不能松垂，兩肩端起，則氣亦隨之而上，全身皆不得力矣。墜肘者，肘往下松墜之意。肘若懸起，則肩不能沉，放人不遠，近于外家之斷勁矣。

六、用意不用力
太極拳論雲︰此全是用意不用力。練太極拳，全身松開，不使有分毫之拙勁，以留滯于筋骨血脈之間，以自縛束。然後能輕靈變化，圓轉自如。或疑不用力何以能長力?蓋人身之有經絡，如地之有溝洫。溝洫不塞而水行，經絡不閉則氣通。如渾身僵勁充滿經絡，氣血停滯，轉動不靈，牽一發而全身動矣。若不用力而用意，意之所至，氣即至焉。如是氣血流注，日日貫輸，周流全身，無時停滯。久久練習，則得真正內勁。即太極拳論所雲︰"極柔軟，然後極堅剛"也。太極拳功夫純熟之人，臂膊如綿裹鐵，分量極沉。練外家拳者，用力則顯有力，不用力時，則甚輕浮。可見其力，乃外勁浮面之勁也。不用意而用力，最易引動，不足尚也。

七、上下相隨
上下相隨者，即太極拳論所雲︰“其根在腳，發于腿，主宰于腰，形于手指，由腳而腿而腰，總須完整一氣”也。手動，腰動，足動，眼神亦隨之動。如是方可謂之上下相隨。有一不動，即散亂也。

八、內外相合
太極拳所練在神。故雲︰“神為主帥，身為驅使。”精神能提得起，自然舉動輕靈。架子不外虛實開合。所謂開者，不但手足開，心意與之俱開；所謂合者，不但手足合，心意亦與之俱合。能內外合為一氣，則渾然無間矣。

九、相連不斷
外家拳術，其勁乃後天之拙勁。故有起有止，有續有斷，舊力已盡，新力未生，此時最易為人所乘。太極拳用意不用力，自始至終，綿綿不斷，周而復始，循環無窮。原論所謂“如長江大海，滔滔不絕”，又曰︰“運勁如抽絲”，皆言其貫串一氣也。

十、動中求靜　
外家拳術，以跳擲為能，用盡氣力，故練習之後，無不喘氣者。太極拳以靜御動，雖動猶靜，故練架子愈慢愈好。慢則呼吸深長，氣沉丹田，自無血脈僨張之弊。學者細心體會，庶可得其意焉。

共同假期年

2020-07-20T00:16:00.000+08:00

某些行業有特定的業務週期，很可能採用「共同假期年」。

在「共同假期年」下，公司一般要求員工每年清算年假，或會容許將當年指定日數未放之年假帶假至翌年。未能帶假至翌年的年假將會報廢，唯前提為不可減少員工法定享有的年假。

「共同假期年」的概念比較難明，在僱傭條例簡介中解釋並不全面。

「僱主可指定任何連續 12 個月爲其所有僱員的共同假期年。如僱主有意作此安排，應於 1 個月前以書面方式通知每名僱員，或於工作地點的顯眼地方張貼告示。

如僱員在指定的共同假期年內並未按連續性合約受僱滿 12 個月，則該僱員可享有的年假應按比例計算。如計算上出現分數，皆進爲整數計算。

有關在共同假期年開始前已按比例計算的年假，僱員可選擇與僱主商議後放假，或將之累積，與來年可享用的年假合併。」

更詳細的解釋可以請參考Chapter 57, 41AA Annual Leave

新員工按「共同假期年」計算年假舉例如下：
例一：員工乙於二零一零年一月一日入職
· 第一「共同假期年」01/01-31/12/2010：服務年期為至少一年但未達三年，可享有七日年假；
· 第二「共同假期年」01/01-31/12/2011：服務年期為兩年（至少一年但未達三年），可享有七日年假；
· 第三「共同假期年」01/01-31/12/2012：服務年期為至少三年但未達四年，可享有八日年假；
· 第四「共同假期年」01/01-31/12/2013：服務年期為至少四年但未達五年，可享有九日年假。

例二：員工丙於二零一零年四月一日入職
· 第一「共同假期年」01/04-31/12/2010：可享有七日年假的百分比，因工作不夠一年，服務年期為零；年假按比例計算，可享有7 x 275/365 = 5.27 >> 六日年假；
· 第二「共同假期年」01/01-31/12/2011：第一個完整共同假期年，即服務年期為至少一年但未達三年，可享有七日年假；
· 第三「共同假期年」01/01-31/12/2012：第二個完整共同假期年，即服務年期為至少一年但未達三年，可享有七日年假；
· 第四「共同假期年」01/01-31/12/2013：第三個完整共同假期年，服務年期為至少三年但未達四年），可享有八日年假。

如此類推……

有關有薪年假在「個人假期年」 (Anniversary Year) 及「共同假期年」(Calendar Year) 之間切換舉例如下：
員工甲於二零零七年四月一日入職
· 第一「個人假期年」01/04/2007-31/03/2008：服務年期為一年，可享有七日年假；
· 第二「個人假期年」01/04/2008-31/03/2009：服務年期為兩年，可享有七日年假；
· 第三「個人假期年」01/04/2009-31/12/2009：服務年期為三年，理應可享有八日年假，但公司將於二零一零年一月一日轉為實施「共同假期年」，所以年假需按比例計算，可享有8 x 275/365 = 6.03 >> 七日年假；
· 第一「共同假期年」01/01-31/12/2010：服務年期為三年，可亨有八日年假；
· 第二「共同假期年」01/01-31/12/2011：服務年期為四年，可享有九日年假；
· 第三「共同假期年」01/01-31/12/2012：服務年期為五年，可享有十日年假。

*有薪年假日數按僱員受僱年資逐年遞增至最高14天如下：
服務年期可享有的有薪年假日數
1） 7
2） 7
3） 8
4） 9
5） 10
6） 11
7） 12
8） 13
9或以上） 14

Secondment Agreement Template

2020-07-15T17:06:00.001+08:00

Secondment Agreement

This Secondment Agreement (hereafter the “Agreement”) is made between:

___________________________ (hereafter “Receiving Party”)

(Registered Address:______________________________),

And

___________________________ (hereafter “Seconding Party”)

(Registered Address:______________________________),

And

___________________________ (hereafter “Secondee”),

on the basis of the principle of equality and willingness and after friendly consultation.

In this Agreement, the Receiving Party, the Seconding Party and the Secondee are referred to collectively as the “Parties” and each individually as a “Party”.

The following conditions will apply to this secondment agreement.

Purpose of the Secondment

The purpose of the secondment to the Receiving Party is to [Reasons / Key Objectives].

General Provisions

The Secondee will be seconded to the full time (FTE 100%) position of [Position during secondment] as outlined in the attached job description. The secondment will be based in [City of the Receiving Party] and the Secondee will reside in that city.

The duration of the secondment will be for the period from [Secondment Start Date] to [Secondment End Date], at which time the Secondee will revert to his/her substantive position with the Seconding Party.

Terms and Conditions

The Secondee at all times be an employee of, and will remain subject to the terms and conditions, of the Seconding Party. The Secondee will be maintained on the payroll of the Seconding Party and the Seconding Party shall retain all rights and responsibilities as Employer of the Secondee.

The Secondee will be subject to the operational policies and procedures from the Receiving Party apart from his/her core terms and conditions, sickness absence, annual leave and disciplinary policies and procedures.

The terms and conditions for this secondment will be those as stipulated in the Secondee’s current contract with the Seconding Party. Any variations to these conditions are stated below:

l Additional remuneration for the secondment period

l Arrangements for statutory and public holidays

l Any local arrangements that may impact on the original T&C

Management

On a day-to-day basis, the Secondee will report to and be managed by the Receiving Party or its delegated. Any management issues concerning the Secondee will be dealt with in consultation with the Seconding Party.

Staff performance appraisal will be carried out by the Receiving Party. The Seconding Party will maintain a regular dialogue with the Secondee. The disciplinary and grievance processes will be carried out by the Seconding Party, in accordance with the policies of the Seconding Party.

Leave Arrangement

Leave application will be approved by the Receiving Party. The recording of leave taken will be carried by the Receiving Party and copied to Seconding Party.

The leave policy of Seconding Party continues to apply during the secondment period.

The annual leave entitlement will remain unchanged. The annual leave balance at the beginning of the secondment is [Number of AL].

Remuneration and Financial Responsibilities

The Seconding Party will pay for the Secondee and the Receiving Party will reimburse the Seconding Party full costs associated with the Secondee during the secondment as applicable, including:

l Salary and all other compensation and benefits items in line with the provisions of the Terms and Conditions

l Any special allowances applicable

l All other costs arising from the Secondee to perform his/her duty when on secondment, e.g. travel, etc.

[Breakdown if necessary]

A lump sum of [Amount] per month should be deposited to the bank account of the Seconding Party by [pay date] with the details below:

[The Seconding Party’s Bank Account Information]

The Releasing Party will grant the Secondee:

l Hardship/living allowance of [Allowance Amount] per month

l Additional Responsibilities Allowance of [Allowance Amount] per month

A lump sum of [Amount] per month will be paid to the Secondee directly by [payment method] by {pay date].

The Receiving Party will be responsible for the expenses as follows:

l Relocation/Shipping Allowance (reimbursable up to [Allowance Amount])

l Excess Baggage Allowance (reimbursable up to [Allowance Amount])

l Entry and Exit Airfare (reimbursable)

l Airfare and Medical Subsidy (reimbursable)

l Housing / Staff Quarter / Furnished Accommodation

Conditions of Return to Home Unit

On the expiry of this agreement or by the termination of the agreement with notice as set out above, the Secondee will have the right to return to his/her substantive position or a comparable position within the Receiving Party, unless structural changes occur during the course of the secondment and the substantive position no longer exists or is substantially altered. If this occurs the Secondee will be involved in any consultation process.

Confidentiality

No confidential issues relating to the work of the Receiving Party shall be disclosed by the Secondee without the prior consent of the Receiving Party.

Termination of Secondment

A secondment may be terminated early by the mutual agreement of All Parties.

A secondment may be terminated early by any party with the notice of two months in writing.

The secondment may be terminated without notice if the Secondee is dismissed by the Seconding Party or guilty of gross misconduct during the secondment period.

The secondment may be terminated without notice where the Seconding Party declares an emergency or exceptional circumstances and the Secondee is required to return to his/her substantive position immediately.

This Agreement shall be written in English, in three original copies.

IN WITNESS THEREOF, the Parties have hereby duly executed this Agreement.

On behalf of [Seconding Party] (Signature)
[Name of Authorized Person]		Date

On behalf of [Receiving Party] (Signature)
[Name of Authorized Person]		Date

I, [Name of Secondee], have read the Secondment Policy and Guidelines and the terms and conditions stipulated in the Secondment Agreement above. I hereby agree to the terms and conditions stipulated above, and to return to the substantive position in Seconding Party at the end of the secondment period.

(Signature)
[Name of Secondee]		Date

雜感

2020-07-05T17:04:00.001+08:00

市場的力量改變著我們學習的方法生活的方式以及人與人的關係
……

沒有思考的習慣
……

大多數香港人從小就誤會了自己的人生
效率和即時利益就是這個市場的法則
價值觀比制度更重要
教育應該是讓我們學會如何選擇
選擇來自思考的方法以及分析的能力
……

現在我們都會喜歡說不要想太多活得好最重要顧及自己的感覺
這些口號可能成為了逃避自己的藉口
……

楚雖三戶，亡秦必楚

2020-07-04T17:52:00.000+08:00

「楚雖三戶，亡秦必楚」出自秦末楚人蜂起反抗秦朝之際。西漢司馬遷的《史記·項羽本紀》記載道：「夫秦滅六國，楚最無罪。自懷王入秦不反，楚人憐之至今，故楚南公曰『楚雖三戶，亡秦必楚也。」意指即使楚國只剩低三個氏族，也會滅掉秦國。

Employee Performance Management

2020-07-04T17:46:00.000+08:00

Employee reviews are an inevitable and critical part of an individual, team and organization's growth. From a traditional viewpoint, the performance review is a culture of annual planning, budgeting and the desire to link performance to compensation.

Employee's Thoughts
- focus on past performance than on future improvement
- focus on recent performance rather than overall performance
- goal alignment is not clear
- many of the performance indexes used don't relate to performance

Manager's Thoughts
- time-consuming

How to optimize the performance review process:
- Employees feel valued and invested in their work
- Employers have a systematic way to track performance and ensure employees are directly contributing to the wider goals of an organization

However, work is less predictable and goals rapidly shift in response to changing priorities and market changes.
Solutions
- Continuous performance management and communication
- Shorter-term objective setting
- Real-time feedback
- Frequent 1-on-1 check-ins
- Performance review training for management executives

Measurement
- Efficiency
- Quality of Work
- Innovative Thinking
- Helpfulness
- Skills Development
- Adherence to Company Values

Employer Branding

2020-07-04T17:45:00.001+08:00

A strong and engaging employer brand is an organization's personality and values proposition story. It helps an organization to differentiate itself from competitors by aligning workplace culture, talent management strategies and operations to achieve business objectives. It's not just for attracting the potential talent to work for an organization, but also the retention factor that ensures employees stay with the organization.

Attract and recruit best-fit talent
Bring the policies, systems and practices together to cultivate a strong employer brand requires collaboration across all company functions
Find out the real motivations of why employees want to join the company, why they want to stay and develop their career and why they choose to leave
Find out employee expectations and preferences

有關受養人的入境條例更新

2020-07-04T00:00:00.002+08:00

"......with effect from September 19, 2018, a person who has entered into a same-sex civil partnership, same-sex civil union, "same-sex marriage", opposite-sex civil partnership or opposite-sex civil union outside Hong Kong with an eligible sponsor in accordance with the local law in force of the place of celebration and with such status being legally and officially recognized by the local authorities of the place of celebration will become eligible to apply for a dependant visa/ entry permit for entry into Hong Kong. Apart from the above, all other original eligibility criteria of the Policy remain unchanged......

......favourably consider an application from a person who is the other party to one of the above relationships for entry for residence as a dependant in Hong Kong if the person meets the normal immigration requirements and the following original specific eligibility criteria of the Policy:

(i) there is reasonable proof of a genuine relationship between the applicant and the sponsor;
(ii) there is no known record to the detriment of the applicant; and
(iii) the sponsor is able to support the dependant's living at a standard well above the subsistence level and provide him/her with suitable accommodation in Hong Kong......"
https://www.info.gov.hk/gia/general/201809/18/P2018091800579.htm?fontSize=3

QT v Director of Immigration (“Director”) FACV 1/2018; [2018] HKCFA 28
https://www.doj.gov.hk/eng/public/pdf/2018/FACV1_2018e.pdf

受養人：
(I) 其配偶；或
(ii)其根據締結當地有效的法律締結的同性民事伴侶關係、同性民事結合、“同性婚姻”、異性民事伴侶關係或異性民事結合的另一方，而該身份是締結當地機關合法和官方承認的；以及
其18歲以下未婚及受養的子女。

“民事伴侶關係”和“民事結合”用語，是指一種法律制度，其性質類似於婚姻中的配偶關係。根據香港以外的法律締結的同性民事伴侶關係、同性民事結合、“同性婚姻”、異性民事伴侶關係和異性民事結合，只限於在締結當地獲法律和官方承認的關係。這些關係通常有以下特質：(a)關係的締結及解除是由締結關係當地施行的法律條文所規定；(b)關係須於由締結關係當地施行的法律條文所指明的主管當局註冊；(c)註冊由主管當局簽發的文書所證明；及(d)關係的各方共同承諾類似於婚姻中的配偶般長久地共同生活，不容他人介入。這些關係並不包括事實配偶、同居伴侶、未婚夫／未婚妻等。

真正重要的，不是用眼睛能看得見

2020-07-04T00:00:00.001+08:00

It is only with the heart that one can see rightly; what is essential is invisible to the eyes.
只有用心才能看清一切。真正重要的東西用眼睛是看不見的。

Toilet Cleaning Checking Record (洗手間清潔檢查記錄)

2020-06-27T00:00:00.000+08:00

檢查範圍
廁格

坐廁清潔
廁所乾淨
沖水系統正常
廁紙充足

洗手盆

盆及枱面清潔
鏡面光亮
梘液充足無滴漏

企廁

企廁清潔無漬
沖水系統正常

其他

地面乾潔無廢紙
牆壁清潔無塵
天花及風口乾潔
氣味清新
抹手紙足夠
乾手機操作正常
廢紙箱妥善清理
清潔用品妥善儲存
陳設物品整潔
各設備操作正常

Price Record and Comparison

2020-06-21T00:00:00.000+08:00

Go to Google
Open Excel
From the pull-down menu, find "Tools"
Select "Form"

Form set up with the input fields below:

Product / Service Name
Product / Service Type
Shop / Channel / Place
Price (per unit)
Remarks (Please state the conditions when applicable)
Record Date

求Done，也求真

2020-06-18T17:49:00.000+08:00

求Done，也求真。

Talent Management / Succession Planning

2020-02-27T14:34:00.001+08:00

9-Box Grid for Succession Planning
https://bestpractices.clearcompany.com/9-box/index.html

Performance vs Potential
High Potential + Low Performance: Develop
High Potential + Middle Performance: Stretch/Develop
High Potential + High Performance: Stretch
Middle Potential + Low Performance: Observe
Middle Potential + Middle Performance: Develop
Middle Potential + High Performance: Stretch/Develop
Low Potential + Low Performance: Observe/Exit
Low Potential + Middle Performance: Observe
Low Potential + High Performance: Develop

https://www.saba.com/resources/how-tos/proven-tools-for-identifying-and-developing-your-organizations-talent-pipeline

Staff
Performance Level
Ultimate Potential Level
Readiness

Excel Forms to keep track of the talents

Template - Multiple Successors

Department
Position
Current Job Holder
Tentative Retirement Date / Current Contract End Date
Emergency Cover (i/Name; ii/Current Position)
Up-next: Ready Now (i/Name; ii/Current Position)
On-deck: Ready in 1-2 years (i/Name; ii/Current Position)
High Potential: Ready in 3-5 years (i/Name; ii/Current Position)

Template - Nominated Successor

Department
Position
Current Job Holder
Tentative Retirement Date / Current Contract End Date
Job Requirements (Skills, Experience, Qualifications, Personality)
Succession Strategies (Talent Pool / Sources, Development Tools, Person-in-charge)
1st Potential Successor (Nominated Staff, Current Position, Performance Level, Ultimate Potential Level, Readiness)
2nd Potential Successor (Nominated Staff, Current Position, Performance Level, Ultimate Potential Level, Readiness)

Talent Pool Analysis

Department
Staff Name
Current Position
Next Position
Skills
Experience
Qualifications
Personality
Performance Level
Ultimate Potential Level
Readiness

Check-in / Check-out (via Google Form)

2020-02-27T13:53:00.002+08:00

Use Google Form

Staff Name
Staff Number
Department
Location
Check-in / Check-out
On-site Entry / Retrospective Entry 現場記錄 / 後補現場記錄

On-site Entry ＞＞ Completed
Retrospective Entry ＞＞ Question 7

Check-in / Check - put Date & Time

Vendor / Agency Review

2020-02-27T13:44:00.000+08:00

我們需要知道：
1/ 貴公司的辦事處在哪？有沒有分部？
2/ 貴公司的規模、多少員工？
3/ 貴公司負責這業務 / 項目的單位架構如何、員工有多少
4/ 貴公司發展這業務 / 項目多久？
5/ 貴公司的專長是哪一規疇？在市場上有什麼優勢？
6/ 貴公司有多少恆常的僱主客戶？是哪一類型僱主客戶為主？
7/ 貴公司在這業務 / 項目上每年有什麼工作？
8/ 貴公司對這業務 / 項目的發展及策略上有何見解？
9/ 貴公司如何維護這業務 / 項目的質素？
10/ 貴公司有否網站、微信帳號或宣傳品可以分享？

例子：招聘
a/ 貴公司每年共招聘多少人？
b/ 平均每一僱主客戶每年招聘多少人？
c/ 貴公司的招聘策略是怎樣？對在華招聘教師或校長有何見解？
d/ 貴公司從何渠道招聘候選人？
e/ 貴公司如何篩選候選人及確保候選人質素？
f/ 貴公司如何辨別候選人身份、資歷真假？
g/ 貴公司有網站或微信帳號可以分享嗎？

Excel: Search word(s) in a range of cells

2020-02-27T13:33:00.002+08:00

Search whether anyone is living in the specific building and estate/district

=IF(OR(COUNTIF(RANGE,"*"&SEARCH 1&"*"&SEARCH 2&"*"),COUNTIF(RANGE,"*"&SEARCH 2&"*"&SEARCH 1&"*")), "Yes", "No")