The Job Request Letter is a crucial document in Hong Kong's corporate environment, serving as the formal initiator of the hiring process within organizations. It is typically used when departments need to create new positions, replace departing employees, or restructure their workforce. The document must align with Hong Kong's Employment Ordinance and related employment legislation, including considerations for minimum wage requirements, MPF contributions, and anti-discrimination laws. A well-structured Job Request Letter includes business justification, position details, budget implications, and compliance considerations, forming the foundation for subsequent recruitment activities and ensuring proper documentation for both internal approval processes and potential audit requirements.
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1. Letterhead and Date: Company letterhead including full registered name, address, and contact details, along with the current date
2. Recipient Details: Full name and address of the recipient/department handling recruitment
3. Subject Line: Clear indication that this is a job request letter and the specific position being requested
4. Introduction: Brief introduction stating the purpose of the letter and context for the job request
5. Business Need: Explanation of why the position is needed, including business justification and impact
6. Position Details: Specific details about the role including job title, department, and reporting relationship
7. Job Requirements: Essential qualifications, skills, and experience required for the position
8. Resource Information: Details about the type of resource needed (full-time/part-time), proposed salary range, and intended start date
9. Closing: Request for approval and next steps
10. Signature Block: Name, title, and signature of the requesting manager/authority
1. Budget Impact: Detailed breakdown of financial implications including salary, benefits, and other costs - include when financial justification is required
2. Workload Analysis: Current team structure and workload metrics supporting the need for additional headcount - useful for new position requests
3. Urgency Statement: Explanation of time-sensitive nature of the request - include when expedited processing is needed
4. Alternative Options: Analysis of alternatives considered (e.g., redistribution of work, automation) - include when requesting new headcount in cost-sensitive environments
5. Training Requirements: Specific training or certification requirements and associated costs - include for specialized positions
6. Market Analysis: Current market conditions and salary benchmarking - include when requesting positions with non-standard compensation
1. Job Description: Detailed description of the role, responsibilities, and requirements
2. Organization Chart: Current and proposed organization structure showing where the position fits
3. Budget Projection: Detailed cost breakdown including salary, benefits, and other associated costs
4. Skills Matrix: Detailed breakdown of required technical and soft skills
5. Compliance Checklist: Confirmation of compliance with relevant Hong Kong employment regulations
Relevant legal definitions
Position
Headcount
FTE (Full-Time Equivalent)
Reporting Line
Grade Level
Salary Band
MPF
Benefits Package
Probation Period
Contract Term
Department
Direct Reports
Budget Year
Cost Center
Basic Salary
Total Compensation
Employment Type
Working Hours
Notice Period
Effective Date
Hiring Manager
Job Grade
Organizational Unit
Performance Metrics
Statutory Benefits
Headcount
FTE (Full-Time Equivalent)
Reporting Line
Grade Level
Salary Band
MPF
Benefits Package
Probation Period
Contract Term
Department
Direct Reports
Budget Year
Cost Center
Basic Salary
Total Compensation
Employment Type
Working Hours
Notice Period
Effective Date
Hiring Manager
Job Grade
Organizational Unit
Performance Metrics
Statutory Benefits
Clauses
Position Details
Business Justification
Resource Requirements
Financial Impact
Reporting Structure
Compliance Requirements
Job Specifications
Timeline
Budget Authorization
Headcount Approval
Compensation Structure
Benefits Package
Recruitment Timeline
Skills Requirements
Performance Expectations
Operational Impact
Risk Assessment
Resource Allocation
Training Requirements
Market Analysis
Business Justification
Resource Requirements
Financial Impact
Reporting Structure
Compliance Requirements
Job Specifications
Timeline
Budget Authorization
Headcount Approval
Compensation Structure
Benefits Package
Recruitment Timeline
Skills Requirements
Performance Expectations
Operational Impact
Risk Assessment
Resource Allocation
Training Requirements
Market Analysis
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Professional Services
Education
Real Estate
Telecommunications
Logistics and Transportation
Hospitality
Construction
Media and Entertainment
Insurance
Banking
Relevant Teams
Human Resources
Finance
Operations
Legal
Compliance
Senior Management
Budget Control
Workforce Planning
Talent Acquisition
Internal Audit
Business Operations
Strategic Planning
Relevant Roles
Human Resources Manager
Department Director
Finance Manager
Operations Manager
Project Manager
Line Manager
Division Head
Regional Manager
Business Unit Leader
Chief Operating Officer
Managing Director
Vice President
Resource Planning Manager
Talent Acquisition Manager
Budget Controller
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