The Employee Feedback Form serves as a crucial tool for maintaining clear communication and documentation in the employer-employee relationship within Hong Kong's legal framework. This document is typically used during regular performance reviews, whether quarterly, bi-annual, or annual, to evaluate employee performance, set objectives, and plan professional development. The form is designed to comply with Hong Kong's employment regulations, including the Employment Ordinance and Personal Data (Privacy) Ordinance, while providing a comprehensive framework for performance assessment. It includes essential elements such as performance metrics, competency evaluation, goal-setting, and development planning, ensuring both regulatory compliance and practical utility in workforce management.
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1. Employee Information: Basic details including employee name, position, department, employee ID, review period, and date of review
2. Performance Metrics: Standard evaluation criteria including job knowledge, quality of work, productivity, reliability, and initiative
3. Core Competencies Assessment: Evaluation of key competencies such as communication, teamwork, problem-solving, and leadership skills
4. Goals Review: Assessment of achievement of previously set goals and objectives
5. Rating Scale Definition: Clear explanation of the rating system used (e.g., 1-5 scale with definitions for each level)
6. Overall Performance Rating: Summary score based on all evaluation criteria
7. Comments Section: Space for detailed feedback and specific examples
8. Action Plan: Development goals and improvement areas for the next review period
9. Acknowledgment: Signatures of employee, supervisor, and HR representative, with date fields
1. Self-Assessment: Section for employee to provide their own performance evaluation, used when implementing a 360-degree feedback approach
2. Peer Review Input: Section for incorporating feedback from colleagues, used in collaborative team environments
3. Project-Specific Evaluation: Additional section for evaluating performance on specific projects, used for project-based roles
4. Language Proficiency: Assessment of language skills, used when language abilities are crucial for the role
5. Technical Skills Assessment: Detailed evaluation of specific technical competencies, used for technical positions
6. Client Feedback: Section for incorporating client feedback, used for customer-facing roles
1. Performance Rating Guidelines: Detailed explanation of rating criteria and examples of performance at each level
2. Competency Framework: Detailed breakdown of expected competencies for different job levels and roles
3. Development Resources: List of available training programs and development resources
4. Previous Review Summary: Summary of last performance review for progress comparison
5. Goal Setting Template: Template for setting SMART goals for the next review period
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Professional Services
Education
Hospitality
Construction
Telecommunications
Media and Entertainment
Real Estate
Logistics and Transportation
Non-Profit Organizations
Government and Public Sector
Relevant Teams
Human Resources
People Operations
Talent Management
Learning & Development
Employee Relations
Organizational Development
Performance Management
HR Operations
HR Administration
Personnel Management
Relevant Roles
Human Resources Manager
HR Director
People Operations Manager
Talent Development Specialist
Performance Management Coordinator
HR Business Partner
Department Manager
Team Leader
Supervisor
Operations Manager
Chief Human Resources Officer
HR Administrator
Training Manager
Organizational Development Manager
Employee Relations Manager
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