使用守則 Usage Guidelines

本頁為服務條款的一部分,以較易理解的方式說明我們的立場。 This page forms part of our Terms of Service, explained in plainer language.

我們的立場,一句概括 Our position in one line

發展,而非審判。
Development, not judgement.

elematch 借用五行與八字的傳統文化框架,協助個人與團隊建立一套談論「如何合作」的共同語言——正如 DiSC 使用四色。框架的價值在於它引發的自我反思與團隊對話,而不在於「預測」或「判斷」任何人。elematch borrows the traditional five-element and BaZi framework to help individuals and teams build a shared language for how they work together — just as DiSC uses four colours. The value lies in the reflection and dialogue it starts, not in predicting or judging anyone.

三條紅線 Three red lines

一、發展,而非審判 Development, not judgement

本服務用於自我覺察、團隊默契與教練式對話。我們不提供占卜、吉凶預測、命運判斷或任何結果保證;報告內容並非科學測評或心理評估,亦不構成任何專業意見。For self-awareness, team chemistry and coaching-style dialogue. No divination, no predictions; reports are not scientific assessments, psychological evaluations or professional advice.

二、自願參與 Voluntary by design

每位成員查看自己的分析,並自行決定是否與團隊分享。將他人資料加入團隊合盤之前,必須先取得對方的明確同意——此為服務條款第 2.3 條下用戶的責任。Each member views their own insight and decides whether to share. Before adding anyone else's data, you must obtain their explicit consent — your responsibility under clause 2.3 of the Terms.

三、永不用於評核他人 Never for evaluating others

嚴禁將本服務或報告用於:招聘篩選、面試評核、排名、解僱、升遷、調薪或任何僱傭決定;亦嚴禁在未經當事人同意下對他人進行分析。違者即屬違約,本公司有權立即終止帳戶。Never use the service or its reports for recruitment screening, ranking, dismissal, promotion, pay or any employment decision; never analyse anyone without consent. Breach leads to immediate termination.

為何設立這些紅線?Why these red lines exist

兩個原因,均與用戶的利益直接相關:Two reasons, both in your interest:

• 對成員公平。任何性格框架——由 MBTI 到五行——都不應成為決定一個人前途的依據。將參考語言當作判決,對當事人並不公平,亦可能違反適用的反歧視法律。Fair to members. No personality framework — from MBTI to the five elements — should decide anyone's future. Treating a reference language as a verdict is unfair, and may breach anti-discrimination law.
• 對工具誠實。elematch 並非經實證驗證的測評。我們寧願誠實說明它是甚麼(一套引發團隊對話的文化框架),也不會誇大它是甚麼(科學或預言)。誠實的定位,才是可以長期使用的工具。Honest about the tool. elematch is not an empirically validated assessment. We would rather state plainly what it is — a cultural framework that starts team conversations — than inflate what it is not. Honesty is what makes a tool usable long term.

內建的保障設計 Safeguards built into the product

• 時機內容屬於個人報告:涉及個人三年階段的內容,只載於當事人的個人報告;團隊報告不逐一展示成員時機,亦永不顯示任何個人的升遷或去留建議。Timing content belongs to the personal report; the team map never itemises members' timing and never shows promotion or exit suggestions.
• 最少收集:只需出生日期,毋須時辰;姓名為選填,建議以代號或縮寫代替。Minimal collection: birth date only, no birth time; names optional — we recommend codenames or initials.
• 可更正、可刪除:你可隨時更正輸入資料並重新生成分析,或刪除分析、團隊及帳戶。Correctable and deletable: amend your inputs and regenerate at any time, or delete analyses, teams and your account.
• 限期保存:已儲存的分析與團隊資料,於建立後 90 日自動刪除。Time-limited storage: stored analyses and team data auto-delete after 90 days.
• 報告免責聲明:每份報告均附有用途限制聲明,提醒所有讀者本工具的性質。Report disclaimer: every report carries a usage-limitation notice for all readers.

建議用法(致 team lead 與 HR)Suggested practice for team leads & HR

• 將團隊圖視為工作坊的討論假設:每個發現以「這是否說中了我們?」展開對話,由成員自行確認或推翻。Treat the map as workshop hypotheses: open each finding with "does this ring true for us?" and let members confirm or reject it.
• 以「組合」語言取代「個人」語言:不是「你有問題」,而是「我們這個組合在高壓下需要如何管理」。Use pairing language, not person language: not "you are the problem" but "how do we manage this pairing under pressure".
• 成員如選擇不參與或不分享,必須予以尊重,且不得因此受到任何不利對待。Respect anyone who opts out of participating or sharing — with no adverse treatment.
• 報告應始終置於人事檔案以外——它屬於團隊對話,不屬於評核紀錄。Keep reports out of personnel files: they belong to team dialogue, not appraisal records.

查詢或舉報濫用 Questions or abuse reports:contact@elematch.asia