Performance in Various Human Resource Managment Aspects

Before the placement start, DCHK, HKDL and CTS limited have provided a (short-term) contract of employment with the clearly conditions of wages, wages period, rest day, leave etc. While Jetour and SWISS were communicate the condition verbally.

According to The Minimum Wage Ordinance (2014), statutory minimum wage (SMW) does not apply to student interns as well as work experience students during a period of exempt student employment. Therefore, Kenny, Carmen, Jeannie and Josephine earned a wage of around 3000HKD per month for transport costs and catering. However, HKDL provide 54HKD per hour for student interns. Since the monthly relevant income of Debby range from 7,100HKD to 30,000HKD, she and HKDL are each required making regular contributions of 5% of the employee’s relevant income for the Mandatory Provident Fund Scheme Ordinance (MPF). The rest of other students do not involved into the MPF scheme due to the monthly wage less than 7,100HKD, but apart from the student interns of DCHK, SWISS, CTS and Jetour other relevant employees are members of the MPF scheme under the ordinance.

Besides the fixed income, double pay is involved for Jetours’ employees. In CTS, commission would be given for each employee if they could meet the target. Yearly bonus is involved in SWISS and the employees of manager level in HKDL. Also there are some employee benefits, such as staff discount for buying souvenirs in the park and workers’ canteen in HKDL; special airfare for SWISS’s employees; free tour for director to go for field research of Jetour etc.

And the pay period is different, the payday of SWISS, DCHK, and CTS are on the 7th of every months, Jetour is on the 1st of every months. These four companies are all pay salary by check. HKDL pay weekly wage twice a month on every second and last Thursday to the bank account of employees.