【HR术语】什么是人力资源流程（What are HR processes?）
什么是人力资源流程？
人力资源流程是指支持员工生命周期和积极员工体验所需的基本战略。每个人力资源流程都遵循复杂的路径，需要根据具体参数和目标进行战略规划。虽然每个流程都有自己的程序，但所有流程都是相互依存的。
人力资源流程有哪些例子？
核心人力资源流程包括：
人力资源规划
招聘
甄选
招聘
入职
培训
员工关系
绩效考核
福利管理
绩效管理
离职
例如，让我们深入了解一下绩效管理，以了解流程是什么样的。绩效管理包括评估员工的生产力、效率和工作质量，同时通过辅导和培训提供绩效改进方案。作为一种人力资源流程，绩效管理包括以下内容：
建立清晰的公司愿景
制定切合实际的个人目标
持续提供建设性反馈
提供提高技能的机会
要设计有效的绩效管理流程，人力资源部门必须首先确保领导层与各部门的组织战略保持一致，确保绩效管理制度可信、透明，并确保有适当的框架来完成流程的每个步骤。只有这样，人力资源部门才能着手开展绩效管理流程，即规划、检查专业人员的工作情况并审查他们的工作表现。
人力资源领导为什么要关注人力资源流程？
人力资源流程就像组织的动脉，为每个部门输送命脉，促进整个公司的健康发展。系统化的方法可以帮助人力资源领导者促进高效的流程，从而提高工作效率、员工保留率和工作参与度。
人力资源流程和系统有什么区别？
系统是由相互依存的流程组成的统一整体。人力资源管理系统包含所有人力资源流程，形成一个具有凝聚力的单元，从而使公司能够管理其员工队伍，为客户提供有价值的服务或产品。如今，大多数人力资源系统都以软件为基础，涉及数字自动化。
什么是端到端人力资源流程管理？
端对端人力资源流程管理是指人力资源部门负责自始至终执行每一个人事流程。流程管理是全面的，包括将每项任务分解为更小的步骤，以便流程能够顺利进行。
例如，端到端的入职培训并不涉及人力资源团队必须在某个阶段完成的杂乱职责。相反，入职培训要求在流程开始和结束时采取一系列行动。初始阶段可能包括通过电子邮件向应聘者发出工作邀请、完成新员工文书工作以及发送信息欢迎包。
相比之下，最后阶段可能包括通过电子邮件向团队经理发送入职日程表，以及为新团队成员安排欢迎会。
人力资源流程自动化有哪些优势？
人力资源流程自动化可协助公司完成人力资源流程，如招聘、雇用、支付、提高技能和离职。自动化使人力资源流程更上一层楼，同时还能改善以下方面：
效率
劳动力规划
招聘
留住员工
员工体验
遵守劳动法
误差范围
人力资源领导者如何有效管理人力资源流程？
人力资源领导者可以在流程管理中采用以下方法：
审查目标。人力资源领导者应定期检查流程目标与公司目标是否一致。通过提出一系列以目标为导向的问题进行重新评估，人力资源部门可以确保他们朝着预期的方向前进。
让自动化发挥作用。人力资源技术自动化有助于流程更顺畅地运行。例如，团队成员和管理人员可以使用任务清单，而不是在待办事项清单上手写无数个项目。这样既能提醒人们自己的职责，又能方便地进行来回协作。在入职、离职和员工调动等流程中，技术自动化为专业人员之间的重要沟通提供了便利。
在框架内保持灵活性。使用久经考验的管理方法可以帮助人力资源部门跟踪进展，找出需要改进的地方，并重新设计实践，以更好地发挥作用。虽然基于数据的框架提供了结构和指导，但人力资源部门是与人打交道的，因此必须留有灵活性、批判性思维和不同观点的空间。因此，在每个人力资源流程中，人力资源部门都必须不断评估其劳动力数据，以确保这些数据始终如一地准确反映员工的情况。
倾听员工意见。关于人力资源部门如何更好地调整流程组件，员工可以提供各种建议、信息和经验。在开展员工满意度调查或绩效考核并获得多向反馈后，人力资源专业人员可以总结出如何在内部改进流程。
管理完善的人力资源流程如何改善公司文化？
无缝的人力资源流程对于持续提高工作效率至关重要。员工是任何公司最宝贵的资产，因此确保积极的员工体验至关重要。高效运行的人力资源流程可推动工作满意度、参与度和生产力的提高，这些都是健全的公司文化的关键要素。
以下为文章原文：
What are HR processes?
HR processes refer to the fundamental strategies necessary to support the employee lifecycle and a positive employee experience. Each HR process follows an intricate pathway that demands strategic planning according to specific parameters and objectives. While every process involves its own procedures, all processes are interdependent.
What are some examples of HR processes?
The core HR processes include:
Human resource planning
Recruitment
Selection
Hiring
Onboarding
Training
Employee relations
Performance appraisals
Benefits administration
Performance management
Offboarding
Let’s take an in-depth look at performance management, for example, to understand what a process looks like. Performance management involves evaluating people’s productivity, efficiency, and work quality while also offering performance improvement options through coaching and training. As an HR process, performance management encompasses:
Establishing a clear company vision
Setting realistic personal goals
Continuously providing constructive feedback
Offering upskilling opportunities
To design an effective performance management process, HR must first ensure alignment between leadership and each department’s organizational strategy, a credible and transparent performance management system, and an appropriate framework for completing each step of the process. Only then can HR get started with the performance management process of planning, checking in with professionals, and reviewing their job performances.
Why should HR leaders care about HR processes?
HR processes serve as an organization’s arteries, carrying the lifeblood to every department and nurturing company-wide health. Systemic approaches can help HR leaders promote efficient processes, thereby boosting productivity, retention, and engagement in the workplace.
What’s the difference between HR processes and systems?
A system is a unified whole made up of interdependent processes. An HR management system encompasses all HR processes, creating a cohesive unit so the company can manage its workforce and deliver valuable services or goods to its customers. Today, most HR systems are software-based and involve digital automation.
What is end-to-end HR process management?
End-to-end HR process management means that HR is responsible for carrying out every people process from start to finish. Process management is comprehensive, involving breaking down each task into smaller steps so the process can flow smoothly.
For example, end-to-end onboarding does not involve a mishmash of duties HR teams must accomplish at some point. Rather, onboarding demands a sequence of actions to take at the beginning and end of the process. The initial stages could include emailing a job offer to the candidate, completing new-hire paperwork, and sending an informational welcome package.
In contrast, the final stages may involve emailing the onboarding schedule to the team manager and scheduling a welcome meeting for the new team member.
What are the advantages of HR process automation?
HR process automation assists companies in their HR processes, such as recruiting, hiring, paying, upskilling, and offboarding their people. Automation brings HR processes to the next level while also improving:
Efficiency
Workforce planning
Recruitment
Retention
The employee experience
Compliance with labor laws
The margin of error
What can HR leaders do to manage HR processes effectively?
HR leaders can incorporate the following methods into their approach to process management:
Review objectives. HR leaders should regularly check that process objectives align with company goals. Reassessing by asking a series of goal-oriented questions allows HR to ensure they’re progressing in the desired direction.
Let automation do its job. HR tech automation helps processes function more smoothly. For instance, team members and managers can use task lists instead of handwriting an infinite number of items on a to-do list. These remind people of their responsibilities while simultaneously allowing for convenient back-and-forth collaboration. Tech automation facilitates this crucial communication between professionals during processes such as onboarding, offboarding, and employee transfers.
Maintain flexibility within the framework. Using tried-and-tested management methods can help HR track progress, pinpoint areas for improvement, and redesign practices for better functioning. While a data-based framework provides structure and guidance, HR deals with humans, so there must be room for flexibility, critical thinking, and differing perspectives. Thus, within each HR process, HR must continuously assess its workforce data to ensure it consistently and accurately reflects its people.
Listen to your people. Individuals offer wellsprings of advice, information, and experience about how HR can better adjust process components. After running an employee satisfaction survey or a performance review with multi-directional feedback, HR professionals can glean how to improve processes internally.
How can well-managed HR processes improve company culture?
Seamless HR processes are essential for continuous workplace productivity. As people are the most valuable asset of any company, ensuring a positive employee experience is critical. HR processes that flow efficiently drive results that drive job satisfaction, engagement, and productivity—key elements in a robust company culture.
员工体验
2024年06月21日
员工体验
【HR术语】什么是员工幸福感？（What is employee happiness?）
什么是员工幸福感？
员工幸福感是一个相当直观的概念，指的是对自己的工作抱有积极的态度和看法。快乐的人在工作场所会感到兴奋。他们喜欢自己的工作和与之共事的人。他们的员工参与度和工作满意度都很高。
但是，员工幸福感是一个相对简单的概念，并不意味着它很容易在你的组织中实现。这需要人力资源专业人士深思熟虑，在整个员工生命周期中努力创造积极的员工体验。
为什么员工幸福感很重要？
只要看一看一些员工幸福感的统计数据，就会发现它是组织成功的一个基本要素。从根本上说，如果你想吸引和留住顶尖人才，就必须把员工的幸福感放在首位。
从数据来看，如果发现公司员工普遍不开心，69% 的人会拒绝接受工作邀请。此外，75% 的不快乐员工希望离开目前的岗位。
员工幸福感与工作效率之间有什么关系？
员工幸福感与工作效率之间也有重要关系，幸福的专业人士比不幸福的同行工作效率高出 20%。一项调查证明了幸福感与工作表现之间的联系，调查显示，工作表现出色的人比工作表现不佳的人要幸福大约 15%。
如何衡量员工的幸福感？
由于员工幸福感在工作场所中的重要性显而易见，人力资源领导者显然必须优先开始衡量员工幸福感。作为一种定性衡量标准，衡量员工幸福感的最佳方法是使用员工幸福感调查。
这种工具也称为员工满意度调查，它使用各种问题来探究组织中的员工对自己的角色、团队、经理、公司等的满意程度。
员工幸福感调查中可以包含的问题有
你觉得自己与同事之间有联系吗？
你与经理的关系积极吗？
你在工作中感到得到认可和奖励吗？
你对自己的角色满意吗？
你对公司文化满意吗？
为确保调查尽可能高效，请使用专为衡量员工工作满意度而设计的员工调查工具。
如何提高员工幸福感？
了解员工的幸福感水平后，下一步就是制定旨在提高员工幸福感的战略。众所周知，有许多因素会影响员工的幸福感，您可以针对这些因素改善员工在组织中的体验。可以采取的一些措施有
给予认可和奖励。82%的成年雇员认为表彰是他们工作幸福感的重要组成部分，因此，如果你还没有制定员工表彰和奖励计划，那么现在是时候制定一个了。
提供灵活的工作安排。在 COVID 大流行之后，工作与生活的平衡以及灵活的工作安排一再成为职场人士日益重视的问题。
帮助员工成长和发展。现代职业人士不甘心年复一年地做着同样的工作而毫无进步。投资于员工的职业生涯并提供职业发展机会，是提升幸福感的绝佳途径。
发展人际关系。说到快乐，牢固的人际关系就是一切，70% 的在职专业人士表示，在工作中拥有朋友是快乐工作生活的最关键因素。
为什么员工幸福感应成为现代人力资源战略的一部分？
为员工的幸福感投资不仅仅是一项加分项：而是必须的。投资于员工的幸福感有助于提高招聘、留住人才、生产率和绩效等各个方面。为了建立一个健康、高绩效的组织，现代人力资源专业人员必须优先考虑衡量和提高员工的幸福感。
以下为文章原文：
What is employee happiness?
Employee happiness is a fairly straightforward concept referring to the state of having a positive attitude and outlook on one’s work. Happy people are excited to go to their workplace. They enjoy what they do and the people they work with. They have high levels of employee engagement and job satisfaction.
But just because employee happiness is a relatively simple idea doesn’t mean it’s easy to achieve in your organization. It requires deliberate thought and effort from HR professionals to create a positive employee experience throughout the entire employee lifecycle.
Why is employee happiness important?
A quick look at some employee happiness statistics reveals that it is an essential element of organizational success. Essentially, if you want to be able to attract and retain top talent, you’ll have to make your people’s happiness a priority.
Taking a look at the numbers, 69 percent of people will reject a job offer if they find out that the company’s employees are generally unhappy. In addition, 75 percent of unhappy employees want to leave their current roles.
What’s the relationship between employee happiness and productivity?
There is also an important relationship between employee happiness and productivity, as happy professionals are 20 percent more productive than their unhappy counterparts. One survey demonstrates the link between happiness and performance, showing that people with excellent performance are about 15 percent happier at work than those with poor performance.
How can you measure employee happiness?
With the apparent importance of employee happiness in the workplace, it becomes clear that HR leaders must make it a priority to start measuring employee happiness. As a qualitative measure, the best approach to measure employee happiness is to use an employee happiness survey.
Also called an employee satisfaction survey, this tool uses a variety of questions to explore how happy the people in an organization are with their role, team, manager, company, and more.
Some great questions to include in an employee happiness survey are:
Do you feel connected to your co-workers?
Do you have a positive relationship with your manager?
Do you feel recognized and rewarded at work?
Are you satisfied with your role?
Are you happy with the company culture?
To ensure your survey is as efficient as possible, use an employee survey tool designed specifically for measuring your people’s satisfaction with work.
How can you improve employee happiness?
Once you have a sense of your people’s happiness levels, the next step is to build a strategy aimed at increasing employee happiness. There are many factors known to contribute to employee happiness that you can address to improve the employee experience at your organization. Some steps to take are:
Give recognition and rewards. Eight-two percent of employed adults consider recognition an important part of their happiness at work, so if you don’t already have an employee recognition and reward program in place, now is the time to build one.
Offer flexible work arrangements. In the aftermath of the COVID pandemic, work-life balance and flexible work arrangements have repeatedly emerged as an increasingly important priority for people in the workplace.
Help people grow and develop. The modern professional isn’t happy staying in the same job with no progress year after year. Investing in people’s careers and providing professional development opportunities is an excellent way to boost happiness.
Develop relationships. When it comes to happiness, strong relationships are everything, with 70 percent of employed professionals saying that having friends at work is the most crucial element to a happy working life.
Why should employee happiness be part of modern HR strategy?
Investing in employee happiness isn’t just a plus: It’s a must. Investing in your people’s happiness helps with everything from hiring and retention to productivity and performance. For a healthy, high-performing organization, the modern HR professional must make it a priority to both measure and improve employee happiness.
【HR术语】什么是绩效奖金？（What is a performance-based bonus?）
什么是绩效奖金？
绩效奖金是给予团队成员的额外报酬，作为对达到预先设定的目标和基准的奖励。
领导层通常会在对杰出项目或高质量工作表现进行评估后，用绩效奖金奖励团队。
绩效奖金的类型和示例
每个组织都会制定并遵循自己的政策来奖励出色的工作。最常见的绩效奖金类型包括
现场奖金。当场奖金是一种 “当场 ”决定，是对高绩效的一种补偿。管理者通常从自由支配基金中提取即期奖金，领导层可设定即期奖金的指定发放时间。
佣金奖金。佣金奖金通常用于销售部门，是销售利润的一个预定百分比，通常颁发给团队成员，以表彰他们在确保销售中所发挥的作用。
任务奖金。这是在团队成员实现预定的具体目标后给予的补偿。这些目标可以是整个团队的标准化目标，也可以是根据每个人的技能组合和工作职责制定的个性化目标。
利润分享奖金。如果组织的利润高于预期，他们可能会用利润分享奖金来奖励业绩超出预期的员工。
收益分享奖金。收益分享奖金通常在制造业发放。通常在产品需求量大的季节发放，收益分享奖金支付给帮助提高生产效率和质量的员工。
人力资源领导为什么要关注绩效奖金？
基于公平标准而精心设计的绩效奖金制度可以激励团队成员完成高质量的工作，达到既定目标，并保持积极性和生产力。
绩效奖金还能帮助人力资源领导层实现以下目标:
让团队成员参与并为公司的长远发展感到兴奋
留住优秀员工，提高他们对公司的忠诚度
吸引新的人才加入公司
激励员工发挥潜能
绩效奖金：优点与缺点
虽然绩效奖金是激励员工和奖励出色表现的好方法，但也并非没有挑战。如果企业没有明确的战略来监控绩效奖金的发放频率、范围和对象，那么企业的底线和企业文化都会受到影响。
让我们来看看绩效奖金的优点和挑战。
绩效奖金如何计算？
虽然每家公司都采用自己的模式来计算绩效奖金，但许多组织都选择在员工完成预定目标后，每年按工资的一定比例给予奖励。
如果绩效奖金是按季度、按月，甚至是临时性的发放，那就比较麻烦了，因为奖金总额要在全年中进行分配。
平均绩效奖金是多少？
平均而言，绩效奖金约占年薪的 2.5%-7.5% 左右。
根据 Ceic 的数据，美国的平均年薪为 55,020 美元，因此平均每年的绩效奖金在 1,375.50 美元到 4,126.50 美元之间。抛开全国平均水平不谈，某些职业也能带来不菲的收入。如果你有幸在 2014-2020 年间为巴塞罗那足球俱乐部效力，那么你的合同中就包含了 11,000,000 欧元的奖金，只要你在一个赛季中至少参加了球队一半的比赛。足球生涯失败了，为什么不试试投资或成为商业巨头呢？据报道，特斯拉董事会同意向首席执行官埃隆-马斯克支付550亿美元的10年奖金，相当于1100万块卡地亚手表。
如何确保有效实施绩效奖金？
人力资源领导者可以领导管理者与员工之间的合作，制定绩效奖金标准，有效激励团队，并与公司预算和目标保持一致。人力资源领导者可以结合以下步骤，创建一个动态的绩效奖金系统：
确定标准。人力资源领导者应制定绩效奖金的评估标准，并确保管理人员及其团队对此有所了解。向双方解释标准可为他们提供必要的信息，以便尽最大努力做好本职工作。人力资源部门还可以实施绩效衡量系统，最大限度地挖掘员工潜力，确保客观公正。
培训管理者指导团队。根据 Zippia 于 2022 年发布的研究报告《30 项平均奖金统计》，“总体而言，奖金可使员工在工作场所的参与度提高八倍”。由于管理者在员工敬业度方面发挥着至关重要的作用，因此教育他们成为有效的教练，可以直接提高员工的工作绩效，进而推动公司的发展。
邀请团队参与目标设定。人力资源领导可以邀请团队成员帮助制定可实现的绩效奖金目标。如果员工参与目标制定过程，他们就更有可能更好地把握未来的任务，并有动力完成这些任务。
持续发放绩效奖金。绩效奖金应按照统一的时间表发放。这样，员工就能制定相应的计划，在截止日期前完成任务，增加获得绩效奖金的机会。
让绩效奖金目标与公司目标保持一致。人力资源领导者可以通过整合促进个人和公司成功的目标来增强员工的能力。这能让员工更加投入，知道自己的工作具有意义和重要性。
绩效奖金如何改善公司文化？
绩效奖金制度可以奖励专业人员的成就，并公平、准确地衡量工作绩效，从而给员工带来成就感。他们可以体验到职业成长，从为公司的整体成功做出贡献中获得满足感，并更有可能为公司文化带来积极的能量和良好的态度。
以下为文章原文：
What is a performance-based bonus?
A performance-based bonus is an extra compensation granted to a team member as a reward for reaching pre-established goals and benchmarks.
Leadership often rewards their teams with performance bonuses after evaluating outstanding projects or high-quality work performances.
Types and examples of performance bonuses
Every organization creates and follows their own policy to reward exceptional work. The most common types of performance bonuses include:
Spot bonuses. A spot bonus is an “on the spot” decision, a form of compensation awarded in recognition of high performance. Managers often draw spot bonuses from a discretionary fund and leadership may set designated times for spot bonuses.
Commission bonuses. Commonly utilized by sales departments, commission bonuses are a predetermined percentage of sales profit, usually awarded to a team member in recognition for their role in securing a sale.
Mission bonus. This is compensation awarded to team members after the achievement of specific, predetermined goals. These goals can be standardized for the whole team or personalized for each individual, based on their skill set and job responsibilities.
Profit-sharing bonus. If an organization turns a higher profit than expected, they may reward people who exceeded performance expectations with profit-sharing bonuses.
Gain-sharing bonus. Gain-sharing bonuses are commonly awarded in the manufacturing sector. Usually given during seasons where their products are in high demand, gain-sharing bonuses are paid to the people who help improve efficiency and quality of production.
Why should HR leaders care about performance bonuses?
A well-designed performance bonus system based on fair criteria can stimulate team members to deliver quality work, reach set targets, and maintain motivation and productivity.
Performance bonuses can also help HR leadership to:
Keep team members engaged in–and excited about–the company’s longevity
Retain top performers and drive company loyalty
Attract new talent towards the organization
Motivate people to achieve their potential
Performance bonuses: advantages vs disadvantages
While performance bonuses are a great way to motivate your workforce and incentivize exceptional performance, they’re not without challenges. If an organization has no clear strategy in place to monitor the frequency, scope, and recipients of performance bonuses, both their bottom line and company culture can be affected.
Let’s consider both the strengths and challenges associated with performance bonuses.
How are performance bonuses calculated?
While every company adopts its own model to calculate performance bonuses, many organizations choose to reward their people annually with a percentage of their salary, upon the completion of predetermined targets.
It gets a little trickier if performance bonuses are paid quarterly, monthly, or even on an ad hoc basis, as the total bonus amount is divided throughout the year.
How much is the average performance bonus?
On average, performance bonuses amount to around 2.5 percent-7.5 percent of an annual salary.
According to Ceic, the average annual salary in the United States was $55,020, making the average annual performance bonuses stand between $1,375.50 and $4,126.50 per year. Forget national averages, certain careers can yield the big bucks. If you were lucky enough to play for FC Barcelona between 2014-2020, your contract included an €11,000,000 bonus for playing at least half of the team’s games during a season. Failing a football career, why not try investment or becoming a business magnate? The Tesla board reportedly agreed to pay CEO Elon Musk a 10-year bonus of $55 billion, the equivalent of 11 million Cartier watches.
How can you ensure effective implementation of performance bonuses?
HR leaders can lead a collaboration between managers and their people to establish performance bonus criteria that effectively motivate the team and align with the company budget and goals. HR leaders can incorporate these steps to create a dynamic performance bonus system:
Define criteria. HR leaders should establish the criteria they’ll be using to assess for performance bonuses, and ensure that managers and their teams understand it. Explaining the criteria to both provides each with the necessary information to do their jobs to the best of their ability. HR can also implement a performance metric-system to maximize employee potential and ensure objectivity and fairness.
Train managers to coach their teams. According to Zippia’s 2022 research, 30 average Bonus Statistics, “Overall, bonuses lead to workers being eight times more engaged in the workplace”. Because managers play such a vital role in employee engagement, educating them to become effective coaches can directly enhance employee work performance and in-turn advance the company.
Invite teams to take part in target-setting. HR leaders can invite team members to help establish attainable performance bonus goals. There is a higher probability that people will better grasp the tasks ahead of them and have the motivation to accomplish these tasks if they participate in the goal-setting process.
Offer performance bonuses consistently. Performance bonuses should be granted according to a consistent timeline. This way, people can plan accordingly to meet deadlines and increase their chances of qualifying for a performance bonus.
Align performance bonus goals with company goals. HR leaders can empower their people by integrating goals that promote both individual and company success. This allows their people to feel more engaged, knowing that their work holds meaning and importance.
How can performance bonuses improve company culture?
A performance bonus system that rewards professionals for their achievements and measures work performance fairly and accurately gives people a sense of accomplishment. They can experience professional growth, satisfaction from contributing toward the overall success of their company, and are more likely to bring positive energy and a good attitude to the company culture.
员工体验
2024年05月29日
员工体验
【HR术语】什么是入职前培训，为什么它很重要？（What is preboarding and why is it important?）
什么是入职前培训，为什么它很重要？
在我们快速发展的工作环境中，人力资源部门不得不发展一种全新的语言：一种能够准确反映我们日益复杂的角色和工作条件的语言。
在招聘方面，"入职前培训 "就是这一新语言中你应该牢记的词汇之一。在这个员工敬业度决定一切的时代，让自己在竞争中脱颖而出的一个重要方法就是精心策划（并妥善实施）有效的入职前培训计划。
在此，我们不对员工入职进行定义，相信你已经知道什么是入职以及何时入职，无论是亲自入职还是远程入职。
内容：
什么是入职前培训？
入职前培训为何重要？
入职前培训如何让新员工有宾至如归的感觉？
入职前培训应包括哪些内容？
入职前培训的技巧和最佳实践
入职前培训与入职前培训
利用入职前培训提高留任率
什么是入职前培训？
入职前培训是入职前的一个步骤，新员工在入职前要与组织见面并处理一些官僚细节。
入职前流程通常包括一些简单的事项：税表、健康声明、保险文书以及其他任何可以通过电子邮件处理的事项。在新员工入职第一天之前完成这些任务，人力资源部门就可以规划出更有效、更简化的入职体验。
以下是确保新员工经历有效的入职前体验如此重要的原因。
入职前培训为何重要？
俗话说，给人的第一印象不会有第二次机会。
即使你的候选人可能还没有为你工作，你也应该以一种让他们知道他们很重要并且他们做出了正确决定的方式来对待他们。
以下是您应该认真对待入职前培训的一些原因：
培养忠诚度。受到公司善待的人更有可能感受到与工作场所的联系。这有助于培养忠诚度，意味着他们有更多理由留在这里。
确保人才。新员工接受了你的聘用，并不意味着你就完全摆脱困境了。他们可能会利用你的提议来吸引其他地方的人才，或者在其他公司获得更好的工作机会。但是，高质量的入职前流程可能会让他们相信你的提议是最好的。
防止员工流失。员工流失既费钱又费时，总成本约占离职员工基本工资的 33%。入职培训和留住员工密不可分，而入职前培训则是确保防止员工流失的额外步骤。
入职前培训如何让员工有宾至如归的感觉？
尽管您为企业招募到了优秀的候选人，但当今的顶尖人才争夺战仍在激烈进行。这场争夺战并不会在候选人接受贵公司职位的那一刻结束。
您的竞争对手非常了解最优秀的人才。因此，可以肯定的是，招聘人员和竞争对手的组织已经将您的新员工纳入他们的视线，甚至在他们加入您的组织后，还在与他们联系有关职位的事宜。
活跃的劳动力市场上出现了一种新的招聘趋势：员工 "幽灵化"，美联储将其定义为 "美联储将其定义为："员工在没有通知的情况下停止上班，然后就无法联系。
因此，如今您的首要责任之一就是确保您的新员工对您的组织做出长期承诺，而不是上竞争对手的当。
入职前培训应包括哪些内容？
在入职前培训计划中，您必须提供让新员工熟悉组织的信息，这样他们才能在新的工作岗位上抢占先机。
以下是入职前培训应包括的一些内容：
结构化路线图。提供一个结构化的路线图，有助于让新员工明确在未来几天或几周内，他们在贵公司应该做些什么。
常见问题列表。您的新团队成员一定会有一长串问题希望得到解答。准备一份常见问题解答文档，解答常见问题，将有助于新员工了解情况，增强信心。
深入了解公司文化。公司文化在现代员工体验中扮演着重要角色。借此机会分享公司的传统、成就，甚至内部笑话，确保新员工对加入您的团队感到融入和兴奋。
分享公司手册。如果您有公司手册，应与新员工分享，这样他们就能了解公司的所有内幕。
基本的行政工作。新员工加入公司后，需要完成大量的行政工作。其中一些任务可以在入职前阶段完成，这意味着他们第一天的工作不会是纯粹的行政事务。
入职前培训的技巧和最佳实践
由于许多优秀人才在几乎没有提前通知的情况下就选择放弃新工作，因此企业的新员工入职准备期必须快如闪电。
这是因为大多数人不会立即开始新工作。而这种停工期可能会让他们对自己接受组织新职位的决定产生怀疑。
不过，您可以通过一些有效的入职前想法来消除这种焦虑：
向整个组织发送一封电子邮件，介绍新员工，并鼓励新同事做自我介绍。
邀请新员工到工作场所与 C 级团队成员进行非正式交谈。
带领新员工参观公司。
为新员工和直属团队成员安排校外社交活动。
在新员工第一天上班之前，发送一封电子邮件询问他们是否有任何问题或顾虑。提醒他们组织里的每个人都对他们的到来感到非常兴奋！
充分利用新员工入职前的空闲时间，你就能让他们感受到初次加入组织时的兴奋。
而一个积极进取的团队成员更有可能坚持工作一段时间。
入职与入职前培训
入职培训和入职前培训经常被混淆或交替使用。
但实际上，这两个流程在很多关键方面是不同的。以下是界定入职培训和入职前培训的主要因素。
如果您希望改进入职流程，我们的员工入职模板和入职电子邮件模板可以帮助您快速入职。
利用入职前培训提高留任率
如今，员工，尤其是千禧一代，加入和离开组织的速度之快令人咋舌。近 20% 的新员工会在入职前 45 天内辞职。
招聘不仅仅是寻找和录用： 要使招聘过程取得成功，新员工需要坚持下去。但好消息是，正确的入职前培训可以迅速加强新员工与组织的联系，大大降低离职率和自然减员率。
入职前培训是入职培训的好帮手，因此可以肯定的是，有了强有力的入职前培训，就会有强有力的入职培训--我们知道，强有力的入职培训会带来快乐的员工。
投资入职前培训应该是让新员工参与并与组织保持联系的重中之重。
以下为文章原文：
What is preboarding and why is it important?
In our rapidly evolving workplace, HR has been forced to develop a whole new language: one that accurately reflects all of our increasingly complicated roles and work conditions.
When it comes to hiring, one of the words in this new vocabulary that you should be keeping top of mind is “preboarding.” In an era when employee engagement is everything, a crucial way to set yourself apart from the competition is a well-planned (and well-implemented) effective preboarding program.
We won’t define employee onboarding here—we’re sure you know what it is and when it happens, whether that’s in person or via remote onboarding.
Contents:
What is preboarding?
Why is preboarding important?
How does preboarding make hires feel at home?
What should be included in preboarding?
Tips and best practices for preboarding
Onboarding vs preboarding
Use preboarding to increase retention
What is preboarding?
Preboarding is the step before onboarding, when new hires get to meet the organization and take care of some bureaucratic details before their first day.
The preboarding process usually covers simple things: tax forms, health declarations, insurance paperwork, and anything else that can be handled over email. Knocking out these tasks before day one allows HR to plan a more effective and streamlined onboarding experience.
Here’s why making sure your new hires go through an effective preboarding experience is so important.
Why is preboarding important?
As the saying goes, you never get a second chance to make a first impression.
Even though your candidate may not even be working for you yet, you should still treat them in a way that lets them know that they matter and that they’ve made the right decision.
Here are some reasons why you should take preboarding seriously:
It fosters loyalty. People who are treated well by their company will be more likely to feel a connection with their place of work. This can help to foster loyalty—meaning they’ll have more reason to stick around.
It secures talent. When a new hire has accepted your offer, it doesn’t mean that you’re completely out of the woods. They may be using your offer to gather interest elsewhere or secure a better offer at another company. But a quality preboarding process may convince them that your offer is best.
It prevents turnover. Employee turnover is costly and time-consuming, with costs totaling approximately 33% of the exiting employee’s base pay. Onboarding and employee retention are inextricably linked, and preboarding is that extra step toward making sure you can combat attrition.
How does preboarding make hires feel at home?
Even though you recruited a great candidate for your organization, there’s a fierce and ongoing battle today for top talent. That battle doesn’t end the second a candidate accepts a role in your organization.
Your competitors are well aware of the most talented people out there. That’s why it’s a safe bet that recruiters and rival organizations have your new hires on their radars and are reaching out to them about positions even after they’ve joined your organization.
The active labor market has seen a new trend in hiring: employee ghosting, which The Federal Reserve has defined as: “a situation where a worker stops coming to work without notice and then is impossible to contact.”
As such, one of your primary responsibilities today is to make sure your new hires make a long-term commitment to your organization, and not take the bait from one of your competitors.
What should be included in preboarding?
In your preboarding program, it’s vital that you include information that familiarizes your new hire with your organization so that they can get a head start on their new job.
Here are some things that your preboarding should include:
A structured roadmap. Providing a structured roadmap will help give your new hire clarity on what they should expect in the upcoming days and weeks with your company.
A list of FAQs. Your new team member is bound to have a long list of questions that they’d like answered. Preparing an FAQ document addressing common questions will help your new hire feel informed and confident.
Insights into your company culture. Company culture plays a large role in the modern employee experience. Take this opportunity to share company traditions, achievements, and even inside jokes to make sure your new member feels included and excited about joining your team.
Share your company handbook. If you’ve got a company handbook, this should be shared with your new hire so they can be in the know about all of the ins and outs of your company.
Basic admin tasks. When a new hire joins the company, there is a fair amount of admin to get done. Some of these tasks can be ticked off in the preboarding stage—meaning their first day won’t be purely administrative.
Tips and best practices for preboarding
With so many talented people opting out of new jobs with little or no notice, your organization’s new hire ramp-up period needs to be lightning-fast.
This is because most people don’t start a new job right away. And this downtime can cause them to second-guess their decision to accept a new role in your organization.
However, you can eliminate a lot of this anxiety with some effective preboarding ideas:
Send an email to the entire organization introducing a new hire and encouraging new colleagues to introduce themselves in return.
Invite a new hire to pop by the workplace for informal chats with C-level team members.
Give your new hire a grand tour of the organization.
Set up social events off campus between a new hire and immediate team members.
Before a new hire’s big first day, send an email asking if they have any questions or concerns. Remind them how excited everyone at your organization is about their arrival!
By making the most of the downtime before a new hire’s first day you’ll be able to build on the excitement they felt when they first signed up to join your organization.
And a motivated team member is much more likely to stick around for a while.
Onboarding vs preboarding
Onboarding and preboarding can often be mixed up or used interchangeably.
But in reality, these two processes differ from one another in a number of key ways. Here are the main factors that define both onboarding and preboarding.
If you’re looking to improve your onboarding process, our employee onboarding templates and onboarding email templates can help you get a head start.
Use preboarding to increase retention
Employees today, especially millennials, are joining and leaving organizations at a rate that’ll make your head spin. Close to 20% of new hires will quit their jobs within the first 45 days.
Hiring is about more than finding and hiring: To be a successful process, new joiners need to stick around. But the good news is that preboarding done right can quickly strengthen your new hires’ connection to your organization, greatly reducing turnover and attrition rates.
Preboarding is onboarding’s sidekick, so it’s safe to assume that with strong preboarding comes strong onboarding—and we know that strong onboarding leads to happy employees.
Investing in your preboarding should be a top priority for keeping your new hires engaged and connected to your organization.
员工体验
2024年05月13日
员工体验
汇聚全球优秀员工体验企业与实践—2024年员工体验大奖(EXAwards®）评选提名进行中，诚邀参与EX Awards
2024 Employee Experience Awards
提名正式启动
EX Awards 奖项介绍
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在过往的几年中，我们一直面临着各种大环境因素下的挑战，对于我们影响深远，工作和生活都已经变得不同。当下员工体验在中国的落地与创新比以往任何时候都更为迅速和重要。当然，我们一直在针对员工体验话题进行潜心研究，以推动企业不断提高员工体验为其战略导向--以推动企业绩效增长为最终目标，企业通过优化和增强员工体验，致胜不确定的未来！
员工体验大奖Employee Experience Awards是由HRTech及员工体验研究院联合发起，从2021年发起至今，每年都会评选出在员工体验工作中颇有建树的优秀企业及HR团队，以及优秀HR服务机构2024年员工体验大奖设立，是为了发掘和表彰持续在员工体验方面做出创新和卓越成就的组织及团队，因为其着眼于员工本身，纵览员工生命周期的不同阶段，不论是通过数字化的科技工具提升工作效率及体验、还是提供充满人性的员工关怀和福利举措、又或者创造健康安全及包容共生的职场。无论企业的实践是否贯穿员工体验旅程或只是部分、也可能是提升员工关键时刻的体验实践，都欢迎积极加入本次评选活动。
我们深信，通过发掘行业中正在为落实员工体验而用心改革的优秀中国企业，使其员工体验实践中的成功故事成为行业风向标，那么这将会起到极大的示范效应，也会促进行业的积极交流、学习借鉴、共同进步。最终，我们将共同打造属于中国独特的员工体验创新实践之路！
马上参与提名：http://hrnext.cn/Bgicz2（复制链接到浏览器打开或扫描上方图片二维码）
EX Awards 奖项设置
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员工体验最佳实践奖- EX Practice Award
·入职体验奖 Onboarding Experience Award
·员工福利体验奖 Employee Benefits Experience Award
·员工健康管理体验奖 Employee Health Experience Award
·员工关爱奖 Employee Caring Award
·员工认可与激励奖 Employee Recognition&Appreciation Award
·员工成长体验奖 People Growth Experience Award
·数字化员工体验实践奖 Digital EX Practice Award
·最佳工作场所奖 Best Workplace Award
·最具社会责任奖 Most Socially Responsible Award
·最佳ESG实践奖 Best ESG Practice Award
·最佳混合办公实践奖 Best Mixed-Office Practice Award
·最佳学习实践奖 Best Learning Practice Award
·最佳领导力体验奖 Best Leadership Experience Award
·最佳AI应用体验奖 Best AI Application Experience Award
员工体验最佳团队奖 -BEST Team Award:
·员工体验最佳团队奖 Best EX Team
·数字化体验最佳团队奖 Best Digital Experience Team Award
最佳员工体验产品奖 -BEST Product Experience Award:
·最佳员工体验产品奖 Best Product Award
·最佳AI创新体验产品奖 Best AI Innovation Experience Product Award
·最佳UI设计奖 Best UI Award
·最佳员工福利产品奖 Best Employee Welfare Product Award
·最佳员工健康产品奖 Best Employee Health Product Award
·最佳学习发展产品奖 Best Learning and Development Product Award
最佳员工体验服务机构 -Best Employee Service Providers（可细分如员工福利、员工关爱、员工健康、数字化体验等）
马上参与提名
2024年员工体验大奖参与提名地址：http://hrnext.cn/Bgicz2
EX Awards参评对象
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企业：在员工体验旅程的关键时间点利用技术或创新的管理实践来提升员工体验、促进员工和企业欣欣向荣的实践案例的企业HR或HR团队。
人力资源科技机构：陪伴员工生命周期各个阶段、如在招聘入职、员工福利健康、学习发展、核心人力资源数字化系统、职场办公空间等提供数字化的员工体验的供应商和产品服务。
EX Awards评选流程
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企业和HR
通过奖项报名链接或二维码提交报名信息（更早的提名可以早一步推进评选流程）
收到提名后会进入内部初步审查，预计3-5个工作日
内部审查通过后会进入【员工体验指数测评】环节
测评环节通过后，需要提交参选案例介绍
评审通过后，提交参评视频（视频不少于15分钟）和详细案例介绍（不少于300字）
专家评审和工作人员回访
大众评审
综合评审
线下颁奖典礼，现场表彰及留念
相关服务及科技机构
1.通过奖项报名链接或二维码提交报名信息（更早的提名可以早一步推进评选流程）
2.内部初步审查，预计3-5个工作日
3.初审通过后，产品的话需要提交产品UI截图、设计理念等案例；其他需要提供参选案例介绍（不少于300字）
4.工作人员客户回访
5.大众评审
6.综合评审
EX Awards参评收益
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我们引领企业转变发展理念，由业务增长重新关注到人本身。我们表彰那些关心员工感受、员工发展、员工互动、员工福祉的企业和团队。我们希望通过此次评选挖掘那些在员工生命周期的不同阶段中关注并增强员工体验，创造出员工的关键时刻和巅峰体验的优秀案例、举措、产品或服务的团队、企业。
卓越表彰
您的组织在员工体验领域做出的行动和努力将获得一个实际的且有分量的奖项和有形的行业认可，所有为之付出贡献的团队可以共享这个荣誉。
卓越的雇主品牌
您的组织所践行的员工体验成功故事将在我们的网站和其他相关媒体平台和线上线下研讨会等发布，作为广泛宣传的成功典范，大大助力您的组织提高雇主品牌，吸引更多优秀人才。
EX系列空中研讨会
您将受邀参与2024EX系列空中研讨会（10月开始），和行业同仁们突出您的组织在员工体验领域的成功故事，成为这一领域杰出的人力资源引用参考，相互学习交流共进。
EX论坛案例展示
2024员工体验论坛的现场最佳案例分享活动，您还可以同时向其他优秀企业学习最佳实践和成功因素，还将特别举办获奖企业案例闭门交流活动。
实践案例出版
获奖案例在许可范围内将受邀参与权威出版物的章节和案例
员工体验专业指数测评
可以通过员工体验指数测评，了解目前所在位置以及行业水平。参与评选受益多多，部分内容仅限参与评选企业，所以是一次极佳的机会！
马上参与提名2024年员工体验大奖
参与提名地址：http://hrnext.cn/Bgicz2
企业奖项申请咨询：小科
微信 ：hrtech-china
邮件地址：ex@hrtechchina.com
机构奖项申请咨询：奈斯
微信：HRTechNice
邮件地址：nice@hrtechchina.com
主办方简介
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关于HRTech
HRTech是中国首家领先的专注人力资源科技商业服务平台，作为HR领域唯一深度垂直独立的第三方专业服务机构，致力于推动中国人力资源科技进步与发展，持续引领行业新科技新趋势新产品新方向。
HRTech核心报道中国HR科技创新企业与产品，关注并实时分享全球的人力资源科技资讯。定期发布行业市值榜单和HR科技云图，持续举办高品质的专业前沿峰会论坛，表彰认可业内先进。
关于员工体验研究院(EXInstitute®)
成立于2020年，旨在链接全球智慧与灵感，推动员工体验在组织中的进一步落地实践，提升组织绩效。员工体验研究院以开放的平台汇聚中国最优秀的员工体验专家顾问，面向组织提供调研、测评、指数、出版、咨询、培训、会议、表彰认证等落地支持服务。
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