【HR术语】什么是公司的核心价值观？（What are core company values?）
什么是公司的核心价值观？
公司核心价值观是指导公司不断优先考虑其使命、愿景和目标的主要原则。从首席执行官到成功的客户服务代表，核心价值观是每个人的锚，引导他们做出一致的、以目标为导向的决策。
为什么核心价值观对公司很重要？
确立核心价值观似乎是一种不必要的形式。但核心价值观是公司身份、精神、文化和品牌的源泉。
核心价值观以一种核心的、基本的理念将不同部门团结在一起。虽然每个部门可能都有特定的目标和优先事项，但核心价值观将所有部门整合为一个具有凝聚力的整体。
人体的核心支撑并稳定臀部、腹部和背部的肌肉，使站立、行走、弯腰等简单动作或空翻、回旋等高难度动作成为可能。
公司的核心价值观也有类似的作用，可以让公司作为一个统一的整体发挥作用，做出简单和复杂的决策，朝着目标前进，建立强大的企业文化，实现业务增长和成功。
公司应该有多少核心价值观？
过多的核心价值观会导致概念模糊，鱼龙混杂。取而代之的是，把你的想法缩减到五到十个核心价值观。优先考虑基本的核心价值观，可以为每个人提供清晰的方向。
公司核心价值观有哪些好的范例？
公司核心价值观应准确、全面地反映公司独特的使命、愿景和目标。让我们来看两个公司核心价值观的例子。
成长于我们所经历的一切
打造卓越
以我为主，赢在我们
我们说到做到
互动透明公开
相互信任、相互支持
换位思考
礼貌
蓬勃发展
工匠精神
嬉戏
团结
如何为公司创建核心价值观？
可以通过研究其他公司的核心价值观来点燃头脑风暴。但是，当需要撰写自己的核心价值观时，请向内审视自己的公司和员工。
确立核心价值观就像剥洋葱： 通过回答一些基本问题，你可以剥开一层层的洋葱，找到公司的核心价值。以下几个问题可以帮助团队发现并确定公司的核心价值观。
贵公司提供什么？为什么？
是什么促使你创办公司？
你的个人价值观是什么，它们如何与你的企业价值观保持一致并为之提供支持？
想象一下您的目标客户。他们欣赏什么价值观，希望从贵公司获得什么？
专业人员需要具备哪些价值观才能在公司发展壮大并帮助公司发展壮大？
您希望求职者具备哪些价值观？
为什么公司核心价值观应成为现代人力资源战略的一部分？
如今，人们寻找的不仅仅是一份能赚钱的工作。他们希望实现自己的潜能和目标。通过建立和坚持核心价值观，公司可以确定自己的身份，从而吸引和吸引那些寻求更有意义工作体验的人。
以下为文章原文：
What are core company values?
Core company values are the main principles that guide companies in continuously prioritizing their mission, vision, and goals. Core values serve as an anchor for everyone, from CEOs to customer service success reps, steering them to make aligned, goal-oriented decisions.
Why are core values important to a company?
Establishing core values may seem like an unnecessary formality. But core values are the source of a company’s identity, ethos, culture, and brand.
Core values unite the different departments with a central, underlying philosophy. While each department may have specific objectives and priorities, core values integrate all departments into one cohesive body.
The human body’s core supports and stabilizes the hip, stomach, and back muscles, enabling simple movements such as standing, walking, and bending or challenging ones like flips or pirouettes.
A company’s core values have a similar purpose, allowing the company to function as a unified body, make simple and complex decisions, progress towards goals, establish a strong culture, and achieve business growth and success.
How many core values should a company have?
Too many core values result in a mixed salad of vague concepts. Instead, trim down your ideas to five to ten core values. Prioritizing the essential core values provides everyone with clarity and direction.
What are some good examples of core company values?
Core company values should accurately and holistically reflect the company’s unique mission, vision, and goals. Let’s take a look at two examples of core company values.
HiBob:
Grow to what we go through
Build the exceptional
Bring me, win as we
We do what we say
Interact with transparency and openness
Trust and empower each other
Slack:
Empathy
Courtesy
Thriving
Craftsmanship
Playfulness
Solidarity
How can you create core values for your company?
It’s okay to ignite the brainstorming process by studying other companies’ core values. But when it’s time to write your own, look inwards to your company and people.
Establishing core values is like peeling an onion: By answering some essential questions, you can peel off the layers to get to the core of what your company is all about. Here are several questions to help teams discover and define their core company values.
What does your company offer? Why?
What drove you to start your company?
What are your personal values, and how do they align and support your business values?
Imagine your targeted customer. What values do they appreciate, and what do they want to receive from your company?
What values do professionals need to thrive in the company and help it thrive?
What values do you look for in job candidates?
Why should core company values be part of modern HR strategy?
Today, people are looking for more than just a job that pays. They’re looking to fulfill their potential and purpose. By establishing and adhering to core values, companies can define their identity and thus attract and engage people looking for a more meaningful work experience.
【HR术语】什么是替代时间（What is time in lieu?）
什么是替代时间？
所谓 "代替时间"，也称 "代替休假 "或 "TOIL"，是指个人以休假代替加班费。它是雇主可以提供的一种特殊福利，可以为员工创造更灵活的工作环境。
人力资源领导为什么要关注 "代休"？
人们通常希望有代班时间，这就是为什么它值得考虑作为吸引求职者的一种方式。这对组织也是有利的。
代休政策的好处包括：
为员工提供更多的自由时间，而当今的专业人士通常对自由时间的重视程度甚至超过了额外的报酬
作为一种激励机制，鼓励人们在紧迫的截止日期前更加努力地工作，因为他们会在工作后获得休假时间
让员工有更多时间放松身心，从而减少职业倦怠，提高工作绩效
减少组织需要支付的加班费用
人力资源领导者该如何管理代休时间？
提供 "以假代薪 "可为企业带来巨大利益。要使计划取得成功，必须考虑以下几点：
如何计算休假时间
计算休假时间很简单。无论加班多少小时或多少天，都有权获得相应的补休时间。因此，如果一个星期工作 50 个小时，而不是合同规定的 40 个小时，他们就可以额外获得 10 个小时的休假时间。
代替休假协议
如果您选择为员工提供 "代替休假"，那么在您的员工协议中加入一项关于如何使用 "代替休假 "的政策是非常重要的。在该政策中，您可能需要包括以下指导原则：
团队成员可以累积多少 TOIL
员工何时可以使用 TOIL
TOIL 日的有效期有多长
使用考勤跟踪软件管理替假流程
当然，准确记录加班和请假时间非常重要。这可以通过标准 Excel 电子表格、考勤表或更简单的考勤跟踪软件来完成。
考勤跟踪软件可以自动处理时间管理的所有方面，包括代班时间。员工和管理人员可以输入加班时间，说明他们将获得时间补偿，这些时间将自动计算并添加到他们的可用休假时间中。
为什么应将 "时间替代 "作为现代人力资源战略的一部分？
在这个世界上，工作与生活的平衡就像薪水一样，是一个职位的重要吸引力所在，因此 "时间替代 "政策非常值得考虑。提供时间补偿可以帮助企业吸引更多求职者，改善员工体验，提高绩效，甚至降低成本。
以下为文章原文：
What is time in lieu?
Time in lieu, also referred to as time off in lieu or TOIL, is when a person takes time off as an alternative to pay for overtime hours. It is a specific type of benefit employers can offer, creating a more flexible workforce.
Why should HR leaders care about time in lieu?
People often want time in lieu, which is why it’s worth considering as a way to attract job candidates. It’s also advantageous for the organization.
The benefits of a time off in lieu policy include:
Offering people more free time, something today’s professionals often value as much or more than additional compensation
Serving as a motivator that encourages people to work harder toward a tight deadline because they’ll receive time off afterward
Giving people more time to relax and unwind, reducing burnout and improving performance
Decreasing the amount of overtime the organization has to pay for
What can HR leaders do to manage time in lieu?
Offering time in lieu can significantly benefit the business. To make the program a success, it’s important to consider the following:
How to calculate time off in lieu
Calculating time off in lieu is simple. For any number of hours or days someone works overtime, they will be entitled to that amount of time off in lieu. So if they work 50 hours in a week instead of the 40 their contract stipulates, they would be granted an additional 10 hours of time off.
Time off in lieu agreements
If you choose to offer time off in lieu to your people, it’s important to include a policy for how it works in your employee agreement. In this policy, you may want to include guidelines for:
How much TOIL team members can accumulate
When people can take their TOIL
For how long TOIL days remain valid
Managing the time off in lieu process with time and attendance tracking software
Naturally, it’s important to accurately record both overtime and time taken in lieu. This can be done through standard Excel spreadsheets, timesheets, or–more easily–with time and attendance tracking software.
Attendance tracking software can automate all facets of time management, including time in lieu. Employees and managers will be able to input overtime hours, indicate that they will be compensated with time in lieu, and the hours will automatically be calculated and added to their available time off.
Why should time in lieu be a part of the modern HR strategy?
In a world where work-life balance is as significant a part of the appeal of a position as a salary, a time in lieu policy is well worth considering. Offering time in lieu can help businesses attract more candidates, improve the employee experience, boost performance, and even reduce costs.
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2024年07月05日
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【HR术语】什么是员工授权？（What is employee enablement?）
什么是员工授权？
员工能力提升是指为员工提供有效开展工作和充分发挥潜能所需的工具、资源和知识。
它可以对组织及其绩效和利润产生积极影响。
提高员工能力为何重要？
员工培训之所以重要，是因为它能对企业产生强大的影响。
如果忽视了这一点，员工就无法有效地工作。他们会感到沮丧，更有可能辞职。
但如果加以推广，则会带来许多好处，包括：
提高生产力。当员工拥有工作所需的资源时，他们的工作效率会更高，工作质量也会更高。
增加收入。由于员工参与能提高绩效，因此自然会带来收入的增加。事实上，将员工敬业度与员工能力提升相结合，可使收入增加 4.5 倍。
创新。在促进员工能动性的工作场所，员工被鼓励自己做决定、提出想法并坦诚交流。这将带来有助于公司发展的更大创新。
留住和吸引人才。鼓励员工的公司拥有更高的员工满意度和留任率。此外，它们也更有可能吸引顶尖人才。
如何衡量员工能力？
衡量员工能力的最佳方法之一是使用员工调查。通过定期调查收集反馈意见，可以深入了解企业在提高员工能力方面是否走在正确的轨道上。
您还可以使用生产率、工作质量和保留率等指标来衡量员工能力。
如何提高员工能力？
您可以通过以下方式提高员工能力：
确立明确的期望。向员工明确传达工作期望、目标和目的。这种明确性有助于他们了解自己的角色和职责，从而达到这些期望。
询问员工需要什么。询问员工需要什么才能胜任工作，或者什么能帮助他们更好地完成工作，并提供给他们。
提供培训和发展。通过发展计划、研讨会和辅导，帮助员工提高技能。
鼓励开放式沟通。创建一种鼓励开放式沟通、反馈和协作的文化。这样，员工就会感到自己受到重视，也更乐于分享自己的建议，帮助公司进步。
赋予员工权力。促进员工授权也能提高员工的能力。你可以通过向员工展示你对他们及其能力的信任来做到这一点。让他们有机会承担更大的责任，并有权做出与工作相关的决定。
员工赋能与员工敬业度之间有何区别？
员工敬业度的重点在于创造积极、充实的员工体验，帮助员工在工作中感受到全力以赴的动力。
而员工授权则是为员工提供有效开展工作所需的实用工具和资源。
尽管员工赋能和员工敬业度有所不同，但两者都需要，才能达到最佳效果。
人力资源技术如何帮助提高员工能力？
人力资源技术可以让员工能力提升变得更容易。您可以使用一些工具来提供帮助：
员工激励平台。有些人力资源软件附带有数字化的员工激励工具，如指标分析和培训资源，可帮助您确保员工拥有一切所需的资源，从而发挥出最佳水平。
学习管理系统。使用学习管理系统（LMS），让员工轻松获取培训材料和职业发展资源。这有助于他们提高技能，从而更有效地开展工作。
绩效管理系统。员工能力提升与绩效之间存在密切联系。通过绩效管理系统衡量员工绩效，再结合其他方法，可以很好地评估员工能力。
协作与沟通工具。项目管理平台、即时通讯应用程序和内联网门户网站等工具可让员工轻松实现协同工作、沟通和知识共享，从而更好地开展工作。
员工反馈工具。反馈平台能让员工轻松地告诉你哪些工作进展顺利，哪些工作需要改进，这样你就能清楚地知道该如何改善现状。
制定员工激励战略是让组织发生更好变化的有力方法。通过专注于此，您将提高绩效、员工保留率和利润。通过将其与员工参与战略相结合，您将拥有一个能激发每个人最佳潜能的工作场所。
以下为文章原文：
What is employee enablement?
Employee enablement means empowering employees with the tools, resources, and knowledge they need to do their jobs effectively and reach their full potential.
It can have a positive impact on an organization and its performance—as well as its profits.
Why is employee enablement important?
Employee enablement is important because it can have such a powerful effect on a business.
If it’s ignored, then employees won’t be able to work effectively. They’ll feel frustrated and may be more likely to resign.
But if it’s promoted, then it can bring a number of benefits, including:
Increased productivity. When employees have the resources they need to do their jobs, they’re more productive and deliver higher-quality work.
Boosted revenue. Because employee enablement improves performance, it naturally leads to an increase in revenue. In fact, the combination of employee engagement and enablement results in a 4.5x increase in revenue.
Innovation. In a workplace that promotes employee enablement, employees are encouraged to make their own decisions, contribute their ideas, and communicate openly. This leads to greater innovation that helps the company grow.
Retention and talent attraction. Companies that enable employees have greater employee satisfaction and higher retention rates. Plus, they’re also more likely to attract top talent.
How do you measure employee enablement?
One of the best ways to measure employee enablement is to use employee surveys. Gathering feedback with regular surveys can provide insights as to whether or not your business is on the right track when it comes to employee enablement.
You can also use metrics like productivity, work quality, and retention rates as indicators for employee enablement.
How do you improve employee enablement?
You can improve employee enablement by:
Establishing clear expectations. Clearly communicate job expectations, goals, and objectives to employees. This clarity helps them understand their roles and responsibilities, so they can meet those expectations.
Asking what employees need. Ask what employees need to be able to do their jobs, or what could help them perform better—and provide it to them.
Providing training and development. Help employees grow their skills through development programs, workshops, and coaching.
Encouraging open communication. Create a culture that encourages open communication, feedback, and collaboration. That way, employees feel valued and more comfortable with sharing their suggestions to help the company improve.
Empowering employees. Promoting employee empowerment also improves employee enablement. You can do this by showing employees that you trust them and their abilities. Give them the chance to take on greater responsibilities and the authority to make decisions related to their work.
What is the difference between employee enablement and engagement?
Employee engagement focuses on creating a positive and fulfilling employee experience that helps employees feel motivated to do their best at work.
Employee enablement, on the other hand, is about providing employees with the practical tools and resources they need to carry out their work effectively.
Even though employee enablement and engagement are different, both are needed for the best results.
How can HR tech help with employee enablement?
HR technology can make it easier to promote employee enablement. There are a number of tools you can use to help:
Employee enablement platform. Some HR software comes with digital employee enablement tools, like metric analysis and training resources, that help you ensure that your employees have everything they need to perform at their best.
Learning management system. Use a learning management system (LMS) to give employees easy access to training materials and professional development resources. This helps them to be more effective in their work by growing their skillsets.
Performance management system. There’s a close link between employee enablement and performance. Measuring employee performance with a performance management system, combined with other methods, can be a good way to assess employee enablement.
Collaboration and communication tools. Tools such as project management platforms, instant messaging apps, and intranet portals make it easy for people to work together, communicate, and share knowledge—enabling employees to work better.
Employee feedback tools. Feedback platforms make it easy for employees to let you know what’s going well and what needs improvement, so you know exactly what to do to improve the situation.
Creating an employee enablement strategy is a powerful way to change your organization for the better. By focusing on it, you’ll improve performance, retention rates, and profits. And by combining it with employee engagement strategies, you’ll have a workplace that brings out the best in everyone.
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