【HR术语】什么是员工价值主张（EVP）？（What is an employee value proposition (EVP)?）
什么是员工价值主张（EVP）？
员工价值主张，又称 EVP，是员工在工作场所的表现所换取的所有福利和奖励的总和。从本质上讲，它就是作为雇主，你能为员工的技能、经验和能力提供哪些回报。
员工价值主张是任何雇主品牌的重要组成部分，它展示了企业能为潜在团队成员提供的独特价值。
员工价值主张由哪些部分组成？
员工价值主张由五个要素组成，包括：
薪酬： 这一要素包括薪资以及整个福利方案，包括保险、退休、奖金、学费报销、健康计划和任何其他福利。它还包括您按时支付薪酬、适当加薪以及公平补偿所有人的能力。
工作与生活的平衡： 这包括灵活的工作时间、在家办公、休假时间、PTO 政策和带薪育儿假。
稳定性： 这指的是贵组织确保员工了解其工作安全并帮助他们成长和发展的能力。这包括指导、辅导、培训、学习和发展。
地点： 这是关于您所提供的工作环境，既包括实际的、物理意义上的，也包括更形象的。
尊重： 这一要素指的是公司文化、组织价值观、管理、团队合作、信任等。
为什么需要员工价值主张？
您的员工价值主张最终决定了您吸引和聘用的人才对您品牌的看法。它可以将你与竞争对手区分开来，帮助鼓励人们选择为你而不是其他公司工作。在当今竞争激烈的环境中，这一点至关重要，因为正是人才最终决定了企业的发展和成功能力。
特别是，如果你从事的是竞争激烈的高科技行业或其他类似行业，你可以利用你的 EVP 来吸引科技人才。
员工价值主张有哪些例子？
为了帮助你学习如何创建一个引人注目的员工价值主张，以下是一些公司的例子。
联合利华： 正如联合利华欧洲区全球人才吸引和品牌主管 Anuradha Razdan 所说："我们价值主张的核心是培养领导者。我们为联合利华培养领导人才，而联合利华的领导人才也会成为世界其他地方的领导人才。联合利华的价值主张非常注重稳定性，这对那些有兴趣在与鼓舞人心的员工一起工作的过程中不断成长，以改善人们生活为目标的求职者来说极具吸引力。
Trader Joe's：Trader Joe's是公认的最佳零售雇主之一，它的EVP强调学习和成长机会、公平的福利（如每年两次的审查，每年可能加薪7%到10%），以及灵活、多样化和善于沟通的企业文化，从而赢得了人们的忠诚。
贝恩公司： 这家咨询公司在 Glassdoor "最佳工作场所 "排行榜上名列第一，他们的 EVP 有几项令人难忘的福利，包括外部实习机会、全球调动、育儿假、请假、弹性工作时间以及两个月的休假机会。
如何衡量员工价值主张？
您可以查看一些关键绩效指标来衡量您的 EVP 在帮助您吸引、聘用和留住人才方面的效果，其中包括：
保留率
流失率
每次招聘成本
申请人数
员工净促进得分
Glassdoor 等网站上的排名和评分
员工推荐
如何制定员工价值主张？
现在您已经熟悉了什么是 EVP，下一步就是学习如何为您的组织制定 EVP。我们建议采取以下步骤：
进行审核： 审视您当前的品牌形象。您是如何与人才沟通并吸引人才的？你们的薪酬福利、企业文化或工作环境有什么特别之处？
征求反馈意见： 你能从在职和离职员工那里收集到一些最有价值的信息。利用调查、内部焦点小组和离职访谈来询问
是什么吸引了你的员工申请为你工作？
是什么让他们选择你而不是其他公司？
员工喜欢与你共事的哪些方面？
如何改进为员工提供的服务？
确定包含在你的 EVP 中的关键点：利用你收集到的信息，列出你作为一个优秀雇主的与众不同之处。
起草你的 EVP：现在，你已经准备好撰写 EVP 了，重点是你能为理想候选人提供什么。目标是使用清晰、独特和鼓舞人心的语言。
评估您的 EVP：您的 EVP 不一定是一成不变的。利用我们上面提到的关键绩效指标，定期重新审视您的 EVP，看看是否可以加以改进。
为什么 EVP 应成为现代人力资源战略的一部分？
吸引、聘用和留住顶尖人才的能力是企业能否取得成功的关键。令人信服、独一无二的 EVP 是寻找和聘用最优秀人才的重要工具。
以下为文章原文：
What is an employee value proposition (EVP)?
An employee value proposition, also called EVP, is the sum of all the benefits and rewards people receive in exchange for performance in the workplace. It’s essentially what you, as an employer, can offer in return for a person’s skills, experience, and abilities.
EVP is a major part of any employer brand, showing the unique value your organization can offer to potential team members.
What components make up an employee value proposition?
An EVP is made up of five elements, including:
Compensation: This element includes salary as well as the entirety of your benefits package, including insurance, retirement, bonuses, tuition reimbursement, wellness programs, and any other perks. It also includes your ability to offer pay on a timely schedule, give appropriate raises, and compensate all people fairly.
Work-life balance: This includes flexible hours, work from home, vacation time, PTO policy, and paid parental leave.
Stability: This refers to your organization’s ability to ensure people know their job is safe and to help them grow and develop. It includes things like mentoring, coaching, training, learning, and development.
Location: This is all about the work environment you offer, both in a literal, physical sense and a more figurative one.
Respect: This element refers to your company culture, your organization’s values, your management, teamwork, trust, and so on.
Why do you need an employee value proposition?
Your EVP ultimately defines how the talent you attract and hire perceives your brand. It can differentiate you from your competitors and help encourage people to choose to work for you instead of another company. In today’s competitive climate, this is essential because it is your talent that ultimately determines your organization’s ability to grow and succeed.
In particular, you can use your EVP to attract tech talent if you work in the notoriously competitive high-tech industry or others like it.
What are some examples of an employee value proposition?
To help you learn how to create a compelling employee value proposition, here are a few examples of companies who have theirs dialed in.
Unilever: As Anuradha Razdan, Unilever’s head of global talent attraction and brand, Europe, explains, “At the heart of our value proposition is that we build leaders. We develop leaders for Unilever, and Unilever leaders go on to be leaders elsewhere in the world.” This strong focus on the stability element of EVP is highly appealing to candidates interested in growing while working with inspiring people toward the goal of improving people’s lives.
Trader Joe’s: Widely recognized as one of the best retail employers, Trader Joe’s wins people’s loyalty with an EVP emphasizing learning and growth opportunities, fair benefits (such as their bi-annual reviews with potential for a seven to 10 percent pay increase each year), and a flexible, diverse, and communicative culture.
Bain & Company: Ranked first on Glassdoor’s Best Places to Work list, this consulting company has several memorable perks in their EVP, including externship opportunities, global transfers, parental leave, leaves of absence, flextime, and an opportunity to take two months off.
How can you measure your employee value proposition?
There are a few KPIs you can look at to measure how effective your EVP is at helping you attract, hire, and retain talent, including:
Retention rate
Attrition rate
Cost per hire
Number of applicants
Employee net promoter score
Rankings and scores on websites such as Glassdoor
Employee referrals
How can you develop an employee value proposition?
Now that you’re familiar with what an EVP is, the next step is learning how to develop one for your organization. We recommend taking the following steps:
Perform an audit: Look at your current brand identity. How do you communicate with and try to attract talent? What’s special about your compensation package, culture, or work environment?
Ask for feedback: Some of the most valuable information you’ll be able to gather will be from current and former employees. Use surveys, internal focus groups, and exit interviews to ask:
What attracted your people to apply to work for you?
What made them choose you over other companies?
What do people love about working with you?
How could you improve what you offer people?
Define critical points to include in your EVP: Using the information you’ve gathered, make a list of the things that make you stand apart as a great employer.
Draft your EVP: Now you’re ready to write an EVP focusing on what you can offer your ideal candidate. Aim to use language that’s clear, unique, and inspirational.
Evaluate your EVP: Your EVP doesn’t have to be static. Use the KPIs we mentioned above to revisit your EVP regularly to see if you can improve it.
Why should EVP be a part of modern HR strategy?
Your ability to attract, hire, and retain top talent is key to your organization’s capacity to succeed. A compelling, unique EVP is a critical tool in the effort to find and employ the best people.
员工净促进得分
2024年07月12日
员工净促进得分
【HR术语】多元化管理的含义是什么？（What is the meaning of diversity management?）
多元化管理的含义是什么？
多元化管理是一种组织流程，用于促进工作场所的多元化和包容性。这一过程涉及在招聘、管理、培训等方面实施政策和战略。多元化管理的目标是促进公平和平等，发挥多元化组织的优势。
多元化管理有哪些类型？
多元化管理有两种类型：
国内多元化管理： 这是指在一个国家范围内管理员工队伍，为少数群体和新移民提供机会。
跨国多样性管理： 也称为国际多元化管理，指管理由来自不同国家的公民组成的员工队伍，要求组织考虑其运营所在国家的法律、习俗和文化。
人力资源领导者为什么要关注多元化管理？
研究一再表明，多元化是企业的重要资产。被认为更具多样性和包容性的公司，其业绩超过竞争对手的可能性要高出 35%，成为创新领导者的可能性要高出 1.7 倍。当多元化深入管理层时，其回报是收入增加 19%。
为什么会出现这种情况？更多元化的员工队伍拥有更广泛的背景、技能和专业领域，这意味着他们可以带来更多更创新的想法。
重视多样性和包容性的组织还能吸引更多的求职者： Glassdoor 的一项调查显示，76% 的人表示，在评估公司和工作机会时，多元化的员工队伍是一个重要因素。
人力资源领导者如何才能在多元化管理方面取得成功？
实现多元化员工队伍的第一步是聘用来自不同背景的员工。这意味着要制定包容性的招聘和录用方法，例如:
通过非传统人才库进行招聘
实施反歧视的招聘程序，如匿名能力测试
不寻求填补招聘配额，因为配额无法解决无意识偏见的问题
但多元化管理不仅仅局限于招聘。它从组织文化、价值观和领导者的根基开始，涉及公司的方方面面。这意味着:
董事会、首席执行官和其他高层领导的承诺
为有关多元化和包容性的公开、诚实、有时甚至是艰难的对话提供一个安全的空间
对所有团队成员进行强制性的多元化和包容性培训
工作中的多元化管理面临哪些挑战？
虽然多元化管理至关重要，但也很难做好，因为它涉及敏感问题和更大的系统性问题。工作场所多元化管理面临的挑战包括：
唯我独尊： 拥有一支多元化员工队伍的愿望可能会导致被误导的人力资源领导者在人才管理中采取 "象征性 "做法，即公司根据员工的身份而不是他们的优点来聘用和提拔员工，这就失去了多元化管理的意义。
人际冲突： 由于组织中的人员来自不同的背景，有着不同的生活经历和观点，多元化的员工队伍有可能造成人与人之间的分歧和冲突，这就需要谨慎的管理以及高度的同理心和包容心。
合作与沟通方面的挑战： 拥有一支多元化的员工队伍的部分原因是他们的工作和沟通方式各不相同，因此促进有效合作成为关键所在
有哪些多元化管理最佳实践？
可以帮助人力资源领导者进行劳动力多元化管理的一些技巧包括：
注重归属感。仅仅招聘多元化的员工是不够的。一旦你把员工招进来，你就有责任满足他们的需求，并提供积极的员工体验。这就需要积极为边缘化个人创造空间，让他们畅所欲言，创建社区，并就他们在贵公司的实际体验进行有意义的对话。
超越招聘： 多元化管理不仅仅是实现员工队伍的多元化。将目光从招聘转向整个员工生命周期，在绩效考核、职业晋升、奖励和表彰等方面致力于包容性实践。
将同理心放在首位。富于同理心的领导力能带来更多的信任、透明度和参与度，50% 的人在与富于同理心的领导者共事时，工作场所的包容性会更高。
如何设定多元化管理的目标和指标？
多元化管理计划可以是定性的，但通过目标和指标跟踪其成功与否同样重要。需要跟踪的一些有用的多元化管理关键绩效指标包括：
整个组织的多样性
求职者人口统计
不同员工群体的留任率和流失率
员工净促进得分
晋升和晋级率
薪酬公平性
员工资源小组的利用率
与特定多元化管理战略（如多元化管理培训）的成功有关的指标
为什么多元化管理应成为现代人力资源战略的一部分？
在当今的环境下，多元化和包容性的工作场所不再只是一个 "不错的拥有"，而是一个 "必须"。它是必须的。真正的多元化管理就是要明白，多元化不仅仅是一个口号。要实现真正的多元化和包容性，你必须积极主动，而不是被动反应。这就是多元化管理举措的作用所在。
简而言之，多元化管理是人力资源部门可以投入的最重要的工作之一。它可以提高员工满意度，丰富公司文化，提高员工忠诚度，并吸引顶尖人才。
以下为文章原文：
What is the meaning of diversity management?
Diversity management is an organizational process used to promote diversity and inclusion in the workplace. This process involves implementing policies and strategies in hiring, management, training, and more. The goals of diversity management are to promote fairness and equality and leverage the advantages diverse organizations offer.
What are some types of diversity management?
There are two types of diversity management:
Intranational diversity management: This refers to managing a workforce within a single national context to provide opportunities for minority groups and recent immigrants
Cross-national diversity management: Also called international diversity management, this refers to managing a workforce comprising citizens from different countries and requires an organization to consider the laws, customs, and cultures in the countries in which it operates
Why should HR leaders care about diversity management?
Time and time again, research has demonstrated that diversity is a major asset to businesses. Companies identified as more diverse and inclusive are 35 percent more likely to outperform their competitors and 1.7 times more likely to be innovation leaders. When diversity reaches management, it pays off with 19 percent higher revenue.
Why is this the case? More diverse workforces have a broader range of backgrounds, skills, and areas of expertise, meaning they can bring more and more innovative ideas to the table.
An organization that prioritizes diversity and inclusion also attracts more job candidates: A survey from Glassdoor shows that 76 percent of people report that a diverse workforce is an essential factor when evaluating companies and job offers—and nearly one-third say they won’t apply to work at a company with poor diversity.
What can HR leaders do to succeed in diversity management?
The first step to achieving a diverse workforce is to hire people from diverse backgrounds. This means developing inclusive recruiting and hiring practices such as:
Recruiting through non-traditional talent pools
Implementing anti-discriminatory hiring processes such as anonymous aptitude tests
Not seeking to fill hiring quotas, which do not address the problem of unconscious bias
But diversity management goes beyond just hiring. It starts from the roots of an organization’s cultures, values, and leaders and touches every part of a company. This means, among other things:
Commitment from the board, C-suite, and other senior leaders
Providing a safe space for open, honest, and sometimes difficult dialogues about diversity and inclusion
Mandatory diversity and inclusion training for all team members
What are the challenges of diversity management at work?
While diversity management is critical, it can also be difficult to do well, touching upon sensitive issues and larger systemic problems. Challenges of diversity management in the workplace include:
Tokenism: The desire to have a diverse workforce can lead misguided HR leaders to take a “tokenism” approach to talent management in which companies hire and promote people based on their identity rather than their merits, something that misses the point of diversity management
Interpersonal conflicts: With people in the organization coming from various backgrounds and bringing different life experiences and perspectives, a diverse workforce can potentially create disagreements and conflicts between people, requiring careful management and a high degree of empathy and inclusion
Challenges with cooperation and communication: Part of having a diverse workforce is having various styles of work and communication, such that facilitating effective collaboration becomes key
What are some diversity management best practices?
Some tips that can help HR leaders with workforce diversity management include:
Focus on belonging. It isn’t enough to hire a diverse workforce. Once you’ve brought people into your organization, it becomes your responsibility to meet their needs and provide a positive employee experience. This requires actively creating spaces for marginalized individuals to speak up, create community, and have meaningful conversations about the reality of their experience with your company.
Looking past hiring: Diversity management isn’t just about attaining a diverse workforce. Look past recruitment to the entire employee lifecycle, committing to inclusive practices in performance reviews, career advancements, rewards and recognition, and more.
Put empathy first. Empathetic leadership allows for more trust, transparency, and engagement, with 50 percent of people working with empathetic leaders experiencing higher workplace inclusion.
How can you set goals and metrics for managing diversity?
Diversity management programs can be qualitative, but tracking their success with goals and metrics is just as important. Some useful diversity management KPIs to track include:
Diversity across the organization
Candidate demographics
Retention and turnover across employee groups
Employee net promoter score
Advancement and promotion rate
Pay equity
Utilization rates of employee resource groups
Metrics related to the success of specific diversity management strategies such as diversity management training
Why should diversity management be a part of modern HR strategy?
In today’s climate, a diverse and inclusive workplace is no longer only a nice-to-have. It’s a must. Authentic diversity management is about understanding that diversity is beyond a buzzword. To achieve real diversity and inclusion, you must be proactive, not reactive. That’s where diversity management initiatives come in.
Simply put, diversity management is one of the most important things HR departments can commit to. It can lead to greater employee satisfaction, an enriched company culture, improved employee loyalty, and the ability to attract top talent.
员工净促进得分
员工净促进得分
扫一扫 加微信
hrtechchina
