使用守则 Usage Guidelines

本页为服务条款的一部分,以较易理解的方式说明我们的立场。 This page forms part of our Terms of Service, explained in plainer language.

我们的立场,一句概括 Our position in one line

发展,而非审判。
Development, not judgement.

elematch 借用五行与八字的传统文化框架,协助个人与团队建立一套谈论“如何合作”的共同语言——正如 DiSC 使用四色。框架的价值在于它引发的自我反思与团队对话,而不在于“预测”或“判断”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.

三条红线 Three red lines

一、发展,而非审判 Development, not judgement

本服务用于自我觉察、团队默契与教练式对话。我们不提供占卜、吉凶预测、命运判断或任何结果保证;报告内容并非科学测评或心理评估,亦不构成任何专业意见。For self-awareness, team chemistry and coaching-style dialogue. No divination, no predictions; reports are not scientific assessments, psychological evaluations or professional advice.

二、自愿参与 Voluntary by design

每位成员查看自己的分析,并自行决定是否与团队分享。将他人资料加入团队合盘之前,必须先取得对方的明确同意——此为服务条款第 2.3 条下用户的责任。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、永不用于评核他人 Never for evaluating others

严禁将本服务或报告用于:招聘筛选、面试评核、排名、解雇、升迁、调薪或任何雇佣决定;亦严禁在未经当事人同意下对他人进行分析。违者即属违约,本公司有权立即终止帐户。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.

为何设立这些红线?Why these red lines exist

两个原因,均与用户的利益直接相关:Two reasons, both in your interest:

• 对成员公平。任何性格框架——由 MBTI 到五行——都不应成为决定一个人前途的依据。将参考语言当作判决,对当事人并不公平,亦可能违反适用的反歧视法律。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.
• 对工具诚实。elematch 并非经实证验证的测评。我们宁愿诚实说明它是什么(一套引发团队对话的文化框架),也不会夸大它是什么(科学或预言)。诚实的定位,才是可以长期使用的工具。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.

内建的保障设计 Safeguards built into the product

• 时机内容属于个人报告:涉及个人三年阶段的内容,只载于当事人的个人报告;团队报告不逐一展示成员时机,亦永不显示任何个人的升迁或去留建议。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,无需时辰;姓名为选填,建议以代号或缩写代替。Minimal collection: birth date only, no birth time; names optional — we recommend codenames or initials.
• 可更正、可删除:你可随时更正输入资料并重新生成分析,或删除分析、团队及帐户。Correctable and deletable: amend your inputs and regenerate at any time, or delete analyses, teams and your account.
• 限期保存:已储存的分析与团队资料,于建立后 90 日自动删除。Time-limited storage: stored analyses and team data auto-delete after 90 days.
• 报告免责声明:每份报告均附有用途限制声明,提醒所有读者本工具的性质。Report disclaimer: every report carries a usage-limitation notice for all readers.

建议用法(致 team lead 与 HR)Suggested practice for team leads & HR

• 将团队图视为工作坊的讨论假设:每个发现以“这是否说中了我们?”展开对话,由成员自行确认或推翻。Treat the map as workshop hypotheses: open each finding with "does this ring true for us?" and let members confirm or reject it.
• 以“组合”语言取代“个人”语言:不是“你有问题”,而是“我们这个组合在高压下需要如何管理”。Use pairing language, not person language: not "you are the problem" but "how do we manage this pairing under pressure".
• 成员如选择不参与或不分享,必须予以尊重,且不得因此受到任何不利对待。Respect anyone who opts out of participating or sharing — with no adverse treatment.
• 报告应始终置于人事档案以外——它属于团队对话,不属于评核纪录。Keep reports out of personnel files: they belong to team dialogue, not appraisal records.

查询或举报滥用 Questions or abuse reports:contact@elematch.asia