Prompt frameworks at a glance

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)

1. RISEN Framework - Role, Input, Steps, Expectations, Narrowing
2. CIDI Framework - Context, Instructions, Details, Information
3. RICE Framework - Reach, Impact, Confidence, and Effort
4. RELIC Framework - Role, Emphasis, Limitation, Information, and Challenge
5. SCAMPER Framework - Substitute, Combine, Adapt, Modify, Put to another use, Eliminate, Reverse.
6. BLOG Framework - For Writing Blog Articles With ChatGPT
7. CARE Framework - Challenge, Action, Result, Elaboration
8. APE Framework - Action, Purpose, Expectation
9. ERA Framework - Expectation, Role, Action
10. TAG Framework - Task, Action, Goal
11. RTF Framework - Role, Task, Format
12. BAB Framework - Before, After, Bridge
13. ChatGPT Six Thinking Hats Framework

 

Tax Reporting for Freelancers in Hong Kong

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'

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

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)

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

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

1. Language
2. Self-introduction, Previous Jobs, and Current Job
• Team Structure & size
• Scope
• Achievement
• Learning
• Reason of Leaving
3. Strength
4. Improvement & Growth
5. Performance Appraisal / Comments by Supervisor
6. Preference in career development
7. Experience in specific job fields
8. 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
9. Understanding of the organization and the position
10. Job satisfaction/expectation on the next job
11. 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

 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

 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。

《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。