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Five trends to look out for in performance management

Five trends to look out for in performance management

With staff preferring to call in sick rather than face their annual performance review, it’s no surprise that companies such as Maybank, Accenture, IBM, Malaysia Airlines, and SAP have ditched the traditional annual performance reviews for a more ongoing process.

In fact, according to a survey by Wakefield Research and BetterWorks, pointed out that in the past year, a third of organisations have eliminated rankings and ratings, and over half have begun to implement a more frequent goal-setting process.

Surveying 500 HR executives, it further revealed that 99% of HR executives have committed to changing their performance management process. However, of that 99%, more than half (58%) have yet to start those changes.

As more HR leaders continue to overhaul their organisations’ performance management process, the survey pointed to five top trends happening simultaneously across today’s workforce.

#1 Increased spending on performance management systems
Almost four in five (79%) of HR executives plan to increase their spending on performance management processes in 2018 – and 43% expect to increase their budget by 10% or more.

#2 HR executives find flaws with annual reviews
When asked about the biggest flaws of the annual review process, the top response was that they cause too much tension and anxiety for employees and managers — and 41% believe they fail to actually improve employee performance at all.

#3 Continuous performance management transforms legacy HR
At organisations that have a CPM system in place, 85% of managers provide employees feedback quarterly or monthly. HR executives are using continuous performance management to transition from a legacy performance management process to an ongoing experience.

#4 Ongoing feedback is best practice for managing the younger generation
More than four in five (83%) respondents believe feedback that is provided regularly throughout an employee’s tenure is more important for younger generation employees than older generation employees. Similarly, most HR executives (90%) say that leveraging technology in the feedback and check-in process is crucial for successfully managing younger generation employees.

#5 Growing emphasis on rewarding for performance
Almost half (47%) of HR executives plan to increase spot bonuses, or bonuses given for exceptional work. As performance management becomes more continuous, managers gain visibility into who is performing beyond expectations and can recognise them accordingly.

“The survey results revealed a connection between the switch to regular, ongoing feedback and the movement many organisations are making to operationalise their workforce,” said Kris Duggan, CEO of BetterWorks. “The two go hand-in-hand. Performance management is surfacing important information—including performance data—allowing businesses to stay agile and make informed decisions to optimise employee recognition and performance.”

This article was first published in Human Resources and is reproduced with permission. Original article can be found at http://www.humanresourcesonline.net/five-trends-to-look-out-for-in-performance-management/

5 key things to know about Hong Kong’s workforce

5 key things to know about Hong Kong’s workforce

In a world where it sometimes feels like even your smallest decisions at work have to be backed up by at least 17 spreadsheets and a cost-benefit analysis, the word “report” may not conjure up any happy thoughts.

As such, we understand you may not want to spend your Friday sifting through 400+ pages of the latest Census and Statistics Department’s annual “Women and Men in Hong Kong – Key Statistics” report, just to find out if there’s anything good in there.

Which is why we’ve gone ahead and done it for you. Below are the five most relevant takeaways about Hong Kong’s workforce.

1. Labour participation is down

The overall labour force participation rate decreased from 65.1% in 1986 to 61.1% in 2016. While more women started working, 54.8% in 2016 versus 48.9% in 1986, the labour force participation rate for men dropped significantly from 80.5% in 1986 to 68.6% in 2016. Although women are catching up, the gender gap remains.

2. More women are climbing the ranks

The proportion of female employed persons working as managers and administrators, professionals and associate professionals increased substantially from 19.6% in 1993 to 32.4% in 2016. While the percentage is still smaller than that for male workers (45.4%), more and more women are climbing the ranks to higher positions.

About half of female employed persons work as clerical support workers and workers in elementary occupations.

3. Most people don’t work 50-hour weeks

While Hong Kong is notorious for its 50-hour working weeks, for most of the workforce, this isn’t a reality. In 2016, the median hours of work were 44 hours and 45 hours in a 7- day period for female and male employed persons respectively .

4. Some people prefer unemployment over a job they don’t enjoy

In 2016, 41.7 % of female unemployed persons with a previous job left their last job because they were dissatisfied at work. For male unemployed persons, the percentage was only slightly lower at 38.5%.

Women consistently had a lower overall unemployment rate than men during 1986 to 2016. In 2016, the unemployment rate for women was 3.1%, while for men it was 3.7%. In 2016, the median duration of unemployment for both men and women was 72 days.

5. The gender wage gap remains

The median monthly employment earnings of female employed persons was HK$12,000 in 2016 while that for males was HK$18,000. The difference could be attributed to a host of factors including the differences between female and male employed persons in respect of industrial and occupational distributions, hours of work, educa tional attainment, working experience and nature of work.

The median hourly wage of male employees was higher than that of their female counterparts across all occupational groups except for clerical support workers.

This article was first published in Human Resources and is reproduced with permission. Original article can be found at http://www.humanresourcesonline.net/5-key-things-to-know-about-hong-kongs-workforce/

How to stop your staff from leaving

How to stop your staff from leaving

According to a recent study by Randstad, over a third of employees (37%) in Hong Kong, Singapore, and Malaysia are planning on leaving their companies in the coming six months. While not all of them may actually see it through, that’s a very high percentage of employees who aren’t completely satisfied.

If the number surprises you, and you have no idea who that 37% would be within your company, there can be two explanations. Either you’re the exception and none of your staff are planning on going anywhere, or you’re a little out of touch with your workforce.

Whether you’re surprised or not, it’s probably safe to assume you’d like to do something about the fact that a third of your staff is ready to walk out the door. The first step is to be aware of the reasons why your employees aren’t committed to your company.

According to the Randstad survey results, poor salary and benefits along with a lack of career progression are the two primary factors. In Hong Kong, the third factor was a poor workplace atmosphere, while employees in Singapore and Malaysia put a lack of appreciation from management in third place.



It’s human nature to always want more, and you won’t be able to satisfy each and every employee. But knowing the top three issues that can influence their commitment to your company puts you in the position to acknowledge and if possible address concerns of unhappy employees.

In addition to always wanting more, it’s also human nature to want to be heard. So during your next one-on-one sessions with staff, give them the chance to discuss their top concerns. Being aware of your employees’ wants is the first step to keeping them on board.

This article was first published in Human Resources and is reproduced with permission. Original article can be found at http://www.humanresourcesonline.net/how-to-stop-your-staff-from-leaving/

Why smart employees don’t have lunch at their desk

Why smart employees don’t have lunch at their desk

After a grueling morning, the lunch break is an important period for employees to re-charge and relax. While most employees prefer going out for lunch to stretch their legs after hours of sitting, there are those who prefer the peacefulness and comfort of a deserted office.

But according to a post on Hong Kong Discussion Group, staying in the office during lunch hour is a risky and undesirable move to be avoided at all costs.

To begin with, there is no way to have lunch in peace. The writer of the post said employees who stay in the office during lunch are responsible for picking up the phone, which means there is no way they can enjoy a quiet lunch.

To make things worse, they can’t even ignore the phone, as it leaves a bad impression in the boss when he or she sees an employee not picking up during lunch. The boss will think the employee is not a very helpful one, refusing to pick up the slack for others when they are out of the office.

Lunch time also happens to be the peak hour for packages to be delivered. With the receptionist out for lunch, whoever is still in the office is responsible for signing the papers for the delivery, so again can’t catch a break during lunch.

A male employee who stays in the office during lunch might also make himself a target for female colleagues asking to restock the water cooler. Most male employees do not mind restocking the water cooler, but sometimes they just want a little moment to themselves during lunch break.

Because of all the reasons mentioned above, even if you brought a home-made lunch, the best thing to do is to gobble up you food and run away from the office as soon as possible.

Another reason to leave your desk is to avoid any misunderstanding. If the boss sees an employee playing video games or reading the newspaper a their desk, he or she may think the employee is not committed to work, even if it’s lunch hour.

Be a smart employee, step out during lunch.

This article was first published in Human Resources and is reproduced with permission. Original article can be found at http://www.humanresourcesonline.net/five-ways-to-shut-the-boss-up-hong-kong-style/

Five ways to shut the boss up “Hong Kong style”

Five ways to shut the boss up “Hong Kong style”

Everyone thinks they can do a better job than their boss, making managing people one of the toughest jobs ever. Where there are people, there are conflicts, and workers never get tired of gossiping about their bosses’ shortcomings. But gossip aside, most employees would never dare to speak their minds.

The team at ChiSin Production created a video about five ways in which Hong Kong working class members shut up a toxic boss in their dreams.

ChiSin- 收嗲啦老細!教你鬧爆人渣老細

「教你鬧爆人渣老細,過完癮又可以繼續努力工作。」【燥底打工仔】骨精強BoneKeung【美女老細】Yen Lam 慧姸 老細IG: Yenl1224記得LIKE埋我地ChiSin,分享越多,鬧得越勁!-特別鳴謝拍攝場地提供: LifeTV

Dikirim oleh ChiSin pada 5 Juni 2017


Below are the highlights from the imaginary exchange between a boss and his employee.

Scenario one: Inducing overtime culture
Boss: You come to work already thinking about leaving work. Don’t I pay you a salary to work?

Employee: Shut up boss! Pay me overtime compensation if you want me to work overtime. If staff who work long hours are the best, the doorman (who works 12-hour shift) is the best employee.

Scenario two: Excuses for not hiring
Boss: There’s no excuse for not taking on extra duties. I got to where I am today because I am willing to go the extra mile.

Employee: Shut up boss! Enough excuses for not hiring. Be a workaholic all you want. How about you finish all the work by yourself , then there is no need to hire anyone.

Scenario three: Blame staff for their own mistake
Boss: I am sure I told you I want this report by the end of this week, not this month. How can you be so irresponsible? Think again! Is this the right job for you?

Employee: Shut up boss! Be clear with your instructions if you want the report earlier. Why do you have to keep me guessing about what you want? Are you the Riddler? The company never pays my salary earlier than the designated pay day. Think again! Do you have what it takes to be a boss?

Scenario four: Making employees available 24/7
Boss: Why you did not respond to my message last night?

Employee: Shut up boss! I work nine to five, Monday to Friday. I am not a doctor at the emergency room on on call for 36 hours.

Scenario five: Asking employees for support
Boss: Sorry troops! Because of bad business, there will be no bonus and pay raise this year, but I am happy to buy you dinner tonight.

Employee: Shut up boss! You want me to help the company through tough times? Nobody wants to be in the same boat as you. I quit!

Getting excited about being able to talk back to the boss like that? You’d better not. Show’s over, time to get back to reality – to work.

This article was first published in Human Resources and is reproduced with permission. Original article can be found at http://www.humanresourcesonline.net/five-ways-to-shut-the-boss-up-hong-kong-style/