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年結日一揀好就唔可以隨便改㗎！首個計稅期最長18個月，錯過就麻煩喇！

2025年，美國再次採取一系列措施升級貿易戰，這對港商帶來了新的挑戰。

The integration of emotional intelligence into artificial intelligence (AI) has markedly changed the way humans interact with machines. Emotional AI, also known as affective computing, emphasizes the detection, interpretation, and response to human emotions, allowing machines to engage more empathetically with users.

中國AI新創公司深度求索(DeepSeek)祭出殺手級模型R1，用不到600萬美元（約4670萬港幣）就訓練出厲害的AI模型。實現與OpenAI等巨頭相媲美的性能，不僅挑戰美國在AI領域的主導地位，也標誌著全球AI競爭格局進入動態重構時刻。

在全球化經濟的背景下，瞭解不同地區的公司稅制和稅率對於企業進行國際投資和經營決策至關重要。

香港職場一直以快節奏和高效率著稱，但近年來，隨著社會觀念的轉變，越來越多的香港職場人開始重視工作與生活的平衡。許多公司不再鼓勵員工長時間加班，而是更注重工作效率和結果。

網店創業時，究竟該選擇有限公司還是無限公司？透過全方位比較兩者優缺點，助您做出最明智的商業決策。

In today's fiercely competitive business landscape, the recruitment strategy of Hong Kong SMEs is crucial. The probationary period, as a key component of the hiring process, not only helps businesses reduce recruitment costs but also effectively assesses employees' capabilities and adaptability. Here are the three golden rules of probation that will help SMEs easily manage employee assessments.   I. The Importance of the Probationary Period The probationary period is particularly significant for SMEs. Compared to larger enterprises, SMEs have limited resources, and a poor hiring decision can significantly impact their operations. The probationary period provides a low-cost opportunity for evaluation, allowing businesses to determine whether a candidate meets job requirements through actual work performance before officially hiring them. This approach helps avoid the waste of resources associated with hiring unsuitable employees.   II. The Three Golden Rules of Probation 1. Quick Integration The first stage of the probationary period is to facilitate the quick integration of new employees into the company. Businesses should provide basic onboarding training for new hires, which includes introducing them to colleagues and giving them a tour of the office. This helps reduce their sense of isolation. Additionally, pairing new employees with a colleague at the same level as a buddy can assist them in resolving work-related issues. It is also essential to clearly explain the job scope, company expectations, and the basic requirements to be met during the probationary period. This ensures mutual understanding and prevents wasted time. 2. Quick Task Takeover The second stage involves allowing new employees to quickly take on work tasks. Instead of assigning only simple tasks, companies should gradually increase the workload and assign the most challenging tasks before the end of the probationary period. This approach not only helps to gauge the employee's true capabilities but also allows observation of their work attitude when facing difficulties. By progressively increasing the pressure, businesses can identify potential issues early and avoid discovering inadequate employee capabilities only after the probationary period concludes. 3. Quick Decision-Making The third stage is about making a swift decision regarding whether to retain the employee. If an employee's performance is unsatisfactory during the probationary period, businesses should decide as early as possible and avoid extending the probation. Extending it can place psychological pressure on the employee and increase the company's time costs. Companies should make decisive decisions on whether to keep the employee, ensuring that both parties can find the most suitable positions.   III. Assessment Methods During the Probationary Period During the probationary period, businesses should comprehensively assess employee performance using various methods. Common assessment techniques include evaluations by direct supervisors, feedback from colleagues, self-assessments by employees, performance appraisals, and 360-degree feedback. Assessment criteria should be clear, specific, and quantifiable to ensure objectivity and fairness. Regular feedback should be provided to help employees adjust and improve, ensuring that the assessment process during the probationary period is both scientific and reasonable.   IV. Conclusion The probationary period is a vital part of the recruitment process, especially for SMEs. By following the three stages of quick integration, quick task takeover, and quick decision-making, businesses can better assess whether new employees are a good fit for the company and avoid losses caused by improper hiring. With scientific and reasonable assessment methods and criteria, businesses can comprehensively and objectively evaluate employee performance during the probationary period, leading to informed recruitment decisions and providing strong support for the company's growth.

在競爭激烈的商業環境中，香港中小企的招聘策略至關重要。試用期作為招聘過程中的關鍵環節，不僅能幫助企業降低招聘成本，還能有效評估員工的能力和適應性。以下是試用期的三大法則，幫助中小企輕鬆搞定員工評估。   一、試用期的重要性 試用期對於中小企來說意義重大。相比中大型企業，中小企資源有限，錯誤的招聘決策可能會對企業的運營產生較大影響。試用期提供了一個低成本的評估機會，讓企業能夠在正式錄用員工之前，通過實際工作表現來判斷其是否符合崗位要求，從而避免因招聘不合適的員工而造成的資源浪費。   二、試用期的三大法則 （一）快速融入 試用期的第一階段是讓新員工快速融入公司。企業應為新員工提供基本的入職培訓，包括介紹同事、參觀辦公環境等，減少新員工的孤立感。同時，安排一位同級的同事作為新員工的夥伴，幫助其解決工作中遇到的問題。此外，清晰地向新員工介紹工作範圍、公司期望以及試用期內需要達到的基本要求，確保雙方瞭解是否合拍，避免浪費時間。 （二）快速接手 試用期的第二階段是讓新員工快速接手工作。企業不應只給新員工簡單的任務，而應逐步加重其工作負擔，在試用期結束前給予最艱難的任務。這不僅能瞭解員工的真實能力，還能觀察其面對困難時的工作態度。這種逐步加壓的方式有助於企業提前發現潛在問題，避免試用期結束後才發現員工能力不足。 （三）快速決定 試用期的第三階段是快速決定是否留用員工。如果在試用期內發現員工表現不理想，企業應儘早做出決定，避免延長試用期。延長試用期不僅會給員工帶來心理壓力，還可能增加企業的時間成本。企業應果斷決定是否留用員工，確保雙方都能找到最適合自己的位置。   三、試用期內的評估方法 在試用期內，企業應通過多種方法全面評估員工表現。常用的評估方法包括直接上級評估、同事評估、自我評估、績效考核和360度評估。評估標準應明確、具體且可量化，確保評估的客觀性和公正性。企業應定期提供回饋，幫助員工調整和改進，確保試用期的評估過程科學合理。   四、總結 試用期是招聘過程中的重要環節，對於中小企來說尤為關鍵。通過快速融入、快速接手和快速決定三個階段，企業可以更好地評估新員工是否適合公司，避免因招聘不當造成的損失。通過科學合理的評估方法和標準，企業可以全面、客觀地評估試用期內員工的表現，從而做出正確的招聘決策，為企業的發展提供有力支持。