Simple, Productive and Friendly
HR and Payroll System for People
Power up your Human Resources
As an all-in-one Human Resource Management System (HRMS), Backstage helps you manage employee profile, payroll, MPF, tax filing, leave scheduling, timesheet, roster management, expense management, etc daily HR tasks. We also come with easy-to-use data download, upload and data analytics functions.
Backstage is flexible and provides customisation services to fit your use. You can handle human resources matters anywhere and anytime. Employess can inquire and manage their related matters through Employees Self Services(ESS).
Our system not only supports Hong Kong companies, it also supports use in mainland China, Macau, Taiwan, Singapore and other places.
Learn more about Backstage to strive for better HR management.
Performance management is a dynamic and ongoing process. Our Appraisal Function allows you to systematically define sets of competency, establish employees’ objectives, define rating scales and run regular monitoring and review. It gives you insights to make judgement on staff allocation, promotion and compensation adjustment.
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Tax Filing IR56B Hong Kong,
Data Privacy Issue Related to Employment in Hong Kong,
Learning and Training,
End-of-Year Payment,
etc...
職業稅年度申報,
與僱員訂立勞動合同,
終止勞動關係－解除,
缺勤,
etc...
Appraisal / Performance Review
Behaviourally Anchored Rating Scale, BARS,
How to Motivate Your Team?,
Benefits and Incentives of Performance Management,
Competency-based Performance Management,
etc...
How to use Excel to Maintain Annual Leave Balance?
How to use Excel to maintain Annual Leave Balance? What is meant by "Anniversary Basis", "Individual Leave Year", "Calendar Year Basis" and "Common Leave Year"?
Replace "Appraisal" by "Check-in"! - (Cont)
Implement "Check In" step-by-step. Using automated HR system to put "Check In" discussion into record. Adopting a more flexible compensation policy to better reflect performance and importance of individual staff.
Reason of Change in Performance Rating
Avoid over-simplifying the result of performance review and avoid "Simpson Paradox".
6 principal of setting appraisal objective
There must be "objectives" before you can "review" anything. Objectives must be specific and consider both teams and individuals.