Q: What is Job Evaluation?
A: Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs. Common methods of Job Evaluation that have been used include Job Ranking, Job Classification and Proprietary Brands (Point System), etc.
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 HMI Performance Enhancement Seminar |
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Seminar on Performance Appraisal Best Practices in Hong Kong, 18 July 2013
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Modern Human Resource Management focuses not only on operational and administrative issues, but also on the strategic alignment of employee performance and development with corporate directives. And as the current business environment in Hong Kong becomes more competitive, performance appraisal is gaining importance as a management tool to enhance individual and company performance. How does an effective performance appraisal system look like? How should it be developed to suit a Hong Kong company, or specifically, your company?
Seminar Objectives:
• To clarify the concepts and importance of performance appraisal
• To illustrate the best practices of performance appraisal for Hong Kong companies
• To provide practical tips in developing your own performance appraisal system
Event Details:
Date: 18 July 2013 (14:30 to 16:30pm)
Venue: 4/F Opulent Building, 402-6 Hennessy Road, Wanchai, Hong Kong
Medium: Cantonese with English materials
Fee: Complimentary
To register for this seminar, please click HERE.
Agenda:
14:00-14:30 Registration
14:30-15:15 "Performance Appraisal Best Practices for Hong Kong Companies"
Mr.Wilson Chu, Principal Consultant, HMI Consulting Limited
15:15-15:45 Tea Break
15:45-16:30 "Empowering Performance Appraisal via Technology"
Mr.Victor Tsang, Partner, HMI Consulting Limited
Target Audience:
• Senior Executives
• HR Directors and Managers
• Professionals in HRIS
REGISTER NOW
For more information about the seminar, please call (852) 3627 3673 or email to marketing@hmi.hk.
Upcoming Workshops
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Workshop on Strategic Compensation System Design
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To remain competitive in nowadays business environment requires not only good planning, execution and control but also committed people working in alignment with company goals. A meaningful system that helps manage performance and motivate staff to go “extra mile” is essential for organization success. This workshop will equip participants with knowledge and field-proven techniques through a step-by-step approach for designing a compensation system that helps align staff performance with the corporate business strategies and also advocate the “pay-for-extra” culture.
• Definition of Compensation
• Different Compensation Package in the Market
• How Economic Trend Influences Compensation Strategy & Practices
• Aligning Compensation Strategy with Business Directives & Corporate Values
• Influencing Forces to Compensation Strategy • Developing Your Compensation Strategy
• Introduction to Strategic Compensation Management
• Writing Effective Job Descriptions for Various Positions
• Conducting Job Evaluation Step-by-step
• Developing Grade & Salary Structure
• Analyzing Market Pay Trend Data
• Designing Long-term & Short-term Incentive Schemes
• Linking the Incentive Scheme with Performance Measurement Results
Date: 25 July 2013 (9:30am to 5:00pm)
Venue; 4/F Opulent Building, 402-6 Hennessy Road, Wanchai, Hong Kong
Medium: Cantonese with English materials
Fee: HK$ 1,300
To register for this workshop, please click HERE.
To learn more on how HMI Consulting can help your company's management team to enhance corporate and departmental performance, please call (852) 3627 3673 or email to marketing@hmi.hk
Workshop on High Impact English Email and Report Writing
Replying emails and creating reports are daily tasks of many Hong Kong employees. It is therefore essential to master the skills of English email and report writing so that we, working in the international hub Hong Kong, can communicate effectively and efficiently with customers, vendors and colleagues (and etc) oversea. Using the right formats, styles, tones, even subject lines are significant factors of effective written communication, while making the emails and reports simple yet high impact is the key to catch audiences’ attentions. This workshop aims to equip participants with useful English writing skills by experience sharing and discussions. Effective and ineffective email and report samples will be shared, and interactive exercises will be conducted. The details are as the followings:
Content of the Workshop:
Emailing
•Characteristics of emails
•Common mistakes in email writing
•Writing to international audiences
•Choosing the formality and the right words
•Creating catchy subject lines for emails
•Rules of sending attachments
•Handling emails from customers
Report Writing
•How to meet audience’s expectation?
•Types of reports
•Composing styles and tones for your audience
•Using effective visuals for illustrating reports
•Creating catchy subject lines for reports
•Persuading audience to read through your reports
•Using checklist when composing reports
Date: 27 August 2013 (9:30am to 5:00pm)
Venue: 4/F Opulent Building, 402-6 Hennessy Road, Wanchai, Hong Kong
Medium: Cantonese with English materials
Fee: HK$ 1,300
To register for this workshop, please click HERE.
Training and Development Advisory
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It's time to plan for Training and Development now!
HMI helps clients to structure training needs analysis to identify the gaps between business needs and employees’ current competency proficiency / performance levels, and advises client to adopt tailored training activities that are aligned with the organization's development direction. A thorough training needs analysis can give the management a clear picture of what skills/competencies that are currently missing so that the management can plan for better employee performance and prepare the organization to respond to future changes.
HMI also offers unique yet practical management training workshops that enhance the management skills of managers, as well as broaden their views in modern corporate management.
For more information about the how HMI can assist your company in Training and Development, please call Mr. Victor Tsang at (852) 3627 3673 or email to victortsang@hmi.hk.
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| July 2013 HR Highlights |
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Economic Highlights
The government’s Standard Working Hours Committee will have two rounds of consultations before presenting its conclusions. The first round would seek general public opinion, which the committee would compile and put to a second round of consultation. No specific time frame is given. The aim is to seek common ground while the question of whether standard working hours should be legislated had not even been decided. Committee members might go to places such as Singapore and the US to study the situations there. Consultants may be appointed to collect and compute statistics and analyze work patterns across different jobs. The Committee Chairman said he inclined not to adopt one set of standard working hours to apply to all types of business, and may consider more flexibilities based on business nature and job types. June 2013/ HKET (A14), 8 – 9 Jun 2013]
Below are some major findings of a survey by an HR consultancy, which interviewed 805 employers on employment outlook for Q3:
-18% respondents forecasted an increase in staffing levels for Q3, 75% expected no change and 4% predicted a decrease
-The Net Employment Outlook for HK was +13%. Hiring prospects strengthened by two percentage points
quarter-on-quarter but weakened by one percentage point year-on-year
-Employers of the mining and construction sector, and the service sector reported the most optimistic hiring plans with Net Employment Outlook of both stood at +15%. The transportation and utilities sector recorded an outlook figure of +13%, same as the finance, insurance and real estates sector
-Outlook of the retail sector stood at +9%, slightly dropped by four percentage points compared to Q2 and nine
percentage points year-on-year
The consultancy said the number of jobs in the financial sector for fresh graduates dropped 20% year-on-year, while the starting monthly salary is $10,000 to $15,000, similar to last year.
HKEJ (A4)/HKET (A13)/ Ming Pao Daily (A6), 12 June, 2013]
A coalition formed by 56 business organisations placed an advertisement, stating their opposition to introducing standard working hours, saying that it would increase operation costs, especially for small- and medium-sized enterprises. Considering it is difficult to have a one-size-for-all solution for different businesses, the coalition invited employers and employees to discuss and agree on better work-life balance practices instead.[Source: Sing Tao Daily (A25)/HK Daily News (A7), 18 June 2013]
The seasonally adjusted unemployment rate fell to 3.4% in the Mar-May period from 3.5% in the Feb-Apr quarter, according to the Census and Statistics Department. The underemployment rate remained unchanged at 1.6%. Unemployment was mainly seen in the transportation, arts, entertainment and recreation sectors. Total employment rose by around 17,200 from 3.72 million in Feb to Apr to 3.74 million in Mar to May. The labour force grew by 18,000 to 3,869,700 during the period. The Secretary for Labour and Welfare said labour supply will continue to be boosted by the entry of fresh graduates and school leavers, and by some job seekers induced by the recent increase in the statutory minimum wage rate.
[Source: HKET (A25)/Shanghai Daily (online), 19 June 2013]
The Ministry of Human Resources and Social Security said there will be some seven million tertiary institute graduates each year in the next five years, greatly impacting the labour market in Mainland China. This year, the number of graduates from tertiary institutes has increased to 6.99 million, amounting to half of the new workforce in the country. Together with graduates from vocational training institutes and secondary schools, and retired soldiers, the new workforce has reached nearly 16 million people. The working population aged between 20 and 59 will reach 0.831 billion in 2020. Meanwhile, a media has conducted a survey on job preferences, which collected views from 64,522 university students in China. Some major findings are as follows:
-Students found their ideal employer to be “innovative”, “stable” and “professional”
-“Work-life balance” remains a top career goal but “to be secure or stable in my job” has increased in
importance, reflecting concerns about the impending economic growth and its impact on job availability.
-Salary and opportunity for advancement are major concerns in choosing future employers, with “good
reference for future career” and “high future earnings” being the two most important attributes.
-There is a strong preference of jobseekers to find employment within the country — up from 63% a year ago to 78% this year.
-Post-1990s generation’s future salary expectations have raised 10.7% to an average of 6,760 yuan per month
this year
-Students studying law have the highest salary expectations at 7,263 yuan per month, followed by those in
engineering at 7,127 yuan per month and natural sciences at 6,985 yuan per month
[Source: China Daily (p.7)/HKEJ (A21), 19 June 2013]
Below are some major amendments to the Employment Contract Law, to be implemented on 1 Jul 2013:
-The three characteristics of dispatch workers, temporary, auxiliary and substituted, have been nailed down.
Temporary dispatch workers should work for no more than a total of six months for the company. For auxiliary,
it means that the dispatch worker should be in a position that is not the company's primary business. As to
substituted, it means that the worker can take over the job of the company's employee who is on maternity
leave and other conditions of the like
-A ceiling for the number of dispatch workers in the company is set, but the exact ratio is not released yet
-A more detailed equal pay for equal work in the future is required, not only in amount, but also in distribution.
Employee benefits same as ordinary workers should be provided
-Required registered capital of a labour dispatch company is increased from 500,000 yuan to two million yuan.
Any company which does not meet the requirements once the amendment is enacted will be fined 5,000 yuan to 10,000 yuan for each employee at the company.[Source: China Daily (p.17), 19 June 2013]
Disclaimer: Should there be any different views in the interpretation, please always refer to the original media source as reference. HMI Consulting accepts no liability in respect of the accuracy and truthfulness of the materials included in this Economic Highlights.
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| About HMI Consulting Limited |
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HMI Consulting is a leading HR consulting firm specializing in Performance Management, Compensation & Benefits Design, Talent Development & Business Process Improvement. With the primary focus in Hong Kong, PRC and Taiwan, our experienced consultants have worked across a wide range of industries covering Manufacturing & Industrial, Trading, Transportation & Logistics, Financial & Insurance.
Partners:
Contact:
HMI Consulting Limited
20/F, Central Tower, 28 Queen's Road, Central, Hong Kong
Tel: (852) 3627 3673
Fax: (852) 3629 1056
Email: info@hmi.hk
http://www.hmi.hk
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