【HR术语】什么是软性人力资源管理和硬性人力资源管理？（What are soft HRM and hard HRM?）
什么是软性人力资源管理和硬性人力资源管理？
软性人力资源管理和硬性人力资源管理是人力资源管理的两种不同方法。人力资源管理（HRM）是获取、雇用、培训、吸引和留住人员的战略方法。
让我们看看这个表格，以便更好地理解软性人力资源管理和硬性人力资源管理之间的区别：
软性人力资源管理强调专业人员是具有内在抱负和情感的个体，而硬性人力资源管理则将人视为商品，其存在是为了帮助公司实现业务目标。
软性和硬性人力资源管理的例子有哪些？
软性人力资源管理侧重于人力资源的人性化一面。这种方法优先考虑人们发挥自身潜能和找到工作意义的需求。软性人力资源管理包括以下做法：
双向沟通
业务透明
提高工资
投资于员工福利
培训和职业发展计划
民主的管理风格
相比之下，硬性人力资源管理更注重任务，而不是以人为本。它不承认个人的自我实现需求。因此，它通常包括：
管理层与专业人员之间的单向沟通
无法激励或提供建设性反馈的绩效考核
最低工资
人员流动率高
等级森严的领导体制
人力资源领导为什么要关注软性人力资源管理和硬性人力资源管理？
人力资源领导者可以评估软性人力资源管理方法和硬性人力资源管理方法，以确定两种方法的哪些方面符合公司的需求。千禧一代通常倾向于那些体现软性人力资源管理的组织，而硬性人力资源管理的元素可能是公司实现利润和生产力目标所必需的。因此，必须考虑哪些具体做法对每个组织都切实有效。
例如，一家历史悠久的软件公司可能希望通过软性人力资源管理方法提高员工的参与度和留任率。新成立的服务业小企业可能主要采用硬性人力资源管理方法，以确保生产率和利润。
人力资源领导者如何才能将软性人力资源管理和硬性人力资源管理纳入自己的战略？
行业、业务目标和公司价值观决定了组织如何使人力资源管理符合自身需求。人力资源领导者可以结合这些实践，从软性和硬性人力资源管理中获益：
确定方向。 人力资源管理战略可以在不断变化的就业市场中起到锚定作用。使人力资源管理战略与业务战略保持一致，有助于人力资源领导者确定实施哪些软硬人力资源管理实践。此外，核对表还能帮助人力资源领导者确定人力资源工作的方向。
始终考虑预算。无论人力资源领导者采取什么方法，都必须以预算为基础。归根结底，公司必须获得高投资回报率（ROI），这样所选择的人力资源管理方法才值得。
考虑行业。每个行业都不尽相同。例如，软性人力资源管理在高科技行业如火如荼，但在制造业，这种以人为本的方法却没有那么快流行起来。人力资源领导者可以从竞争企业和当前趋势中寻找答案：求职者和专业人士对雇主和职位的期望是什么？通常情况下，软硬结合的人力资源管理可以吸引潜在的新员工，提高留用率，帮助实现业务目标。
软性人力资源管理和硬性人力资源管理如何改善企业文化？
软性人力资源管理和硬性人力资源管理是两个截然不同的领域。只实施其中一种方法可能并不现实。人们希望雇主把他们当人看，而不是机器人，但公司必须专注于实现业务成功。然而，量身定制一种方法，将软性和硬性人力资源管理的有益成分结合起来，可以帮助公司培养一种重视个人成功、同时也重视公司成功的文化。
以下位文章原文：
What are soft HRM and hard HRM?
Soft and hard HRM are two different approaches to Human Resource Management. Human Resource Management (HRM) is the strategic approach toward acquiring, hiring, training, engaging, and retaining personnel.
Let’s take a look at this table to understand the differences between soft and hard HRM better:
While soft HRM emphasizes that professionals are individuals with inherent ambitions and emotions, hard HRM treats people as commodities that exist to help the company meet business goals.
What are some examples of soft and hard HRM?
Soft HRM focuses on the human side of HR. This method prioritizes people’s need to actualize their potential and find meaning in their jobs. Soft HRM includes practices such as:
Two-way communication
Business transparency
Higher wages
Investing in employee wellbeing
Training and career development programs
A democratic management style
Hard HRM, in contrast, is more task-focused than people-focused. It doesn’t recognize individuals’ needs for self-actualization. Thus, it often encompasses:
One-way communication between management and professionals
Performance reviews that fail to motivate or provide constructive feedback
Minimum wages
High turnover
Hierarchical leadership system
Why should HR leaders care about soft HRM and hard HRM?
HR leaders can evaluate soft and hard HRM methods to determine which aspects of each fit the company’s needs. While Millennials often gravitate to organizations that embody soft HRM, elements of hard HRM may be necessary for companies to reach profit and productivity goals. Thus, it’s essential to consider which specific practices work pragmatically for each organization.
For example, a well-established software company may want to improve engagement and retention with soft HRM methods. New small businesses in the service industry may implement primarily hard HRM practices to ensure productivity and profit.
What can HR leaders do to incorporate soft HRM and hard HRM into their strategy?
Industry, business goals, and company values determine how an organization fits HRM to its needs. HR leaders can incorporate these practices to reap the benefits from both soft and hard HRM:
Set the direction. An HRM strategy can serve as an anchor within a shifting job market. Aligning the HRM strategy with the business strategy can help HR leaders determine which hard or soft HRM practices to implement. Also, a checklist can help HR leaders decide in which direction to navigate the HR ship.
Always consider the budget. Whatever approach HR leaders take, it must be budget-based. Ultimately, the company has to have a high return on investment (ROI) to make the chosen HRM method worth it.
Consider the industry. Each industry is different. For example, while soft HRM has spread like wildfire in the high-tech industry, this people-oriented approach has not taken hold as quickly in the manufacturing industry. HR leaders can look to competing businesses and current trends and ask: What are applicants and professionals expecting from their employer and position? Usually, integrating a combination of soft and hard HRM can entice potential new hires, boost retention, and help achieve business objectives.
How can soft HRM and hard HRM improve company culture?
Soft and hard HRM represent two opposite ends of the spectrum. Implementing just one of these methods may not be realistic. People want their employers to treat them as humans, not robots, but companies must focus on achieving business success. However, tailoring an approach that integrates the beneficial components of both soft and hard HRM could help companies nurture a culture that values individuals’ successes alongside the company’s success.
【HR术语】什么是员工援助计划？（What is an employee assistance program？）
什么是员工援助计划（EAP）？
员工援助计划，简称 EAP，是以工作为基础的计划，旨在发现并帮助团队成员应对可能阻碍他们在工作中发挥最佳水平的个人挑战。
从人际关系问题、心理健康问题到药物滥用问题，员工援助计划都是一个组织致力于营造健康、心理稳定和提高生产力氛围的象征。
员工援助计划范例
EAP 可以根据每个工作场所的独特需求进行调整和定制。它们可以包括一系列服务，例如：
保密咨询。为员工提供一个安全的避风港，让他们可以就个人和工作相关的问题和压力获得指导。
法律指导。为从家庭法到财务问题等各种法律情况提供可靠的建议。
健康计划。通过以健康为中心的举措（如健身房会员资格和营养咨询）提升员工的幸福感。
转介服务。帮助您的团队成员找到有用的外部资源，如康复中心或托儿服务。
财务咨询。允许员工获得财务规划方面的援助，尤其是在人生重大转折时期。
员工援助计划的益处
员工援助计划可为团队成员和组织带来多种益处：
提高士气和工作效率。EAP 可以通过解决对员工的注意力产生负面影响的任何个人问题来提高工作效率。
减少缺勤。有了 EAP，许多导致缺勤的问题都会得到解决，缺勤率也会大幅下降。
增强工作场所的心理健康。EAP 通常会提供心理健康服务，营造一个更健康的工作空间，让员工认识到健康心理的重要性。
减轻工作压力。EAP 提供压力管理资源，有助于营造更轻松的工作环境。
留住员工。通过为个人问题提供支持，企业可以提高团队成员的忠诚度，降低员工流失率。
员工援助计划的缺点
尽管员工援助计划有很多好处，但它也有一些潜在的缺点：
费用。实施和维护 EAP 可能会造成经济负担，尤其是对小型企业而言。
利用率低。团队成员可能会因为缺乏认识、认为有污点或担心保密性而不使用该计划。
有效性。EAP 的成功取决于服务质量。如果服务质量不佳或处理不当，该计划可能不会有效，反而会浪费时间和金钱。
如何实施员工援助计划
推出有效的 EAP 是一个精心策划的过程，涉及多个步骤：
第 1 步：确定需求
首先要对团队成员进行调查或组织焦点小组，以了解他们的需求以及造成他们压力的原因--无论是经济压力、工作与生活的平衡、人际关系问题还是心理健康问题。这有助于您定制 EAP，以应对团队面临的具体挑战。
第 2 步：选择计划
现在是时候选择一个能满足团队需求的 EAP 了。这可以是由人力资源部门管理的内部计划，也可以是由第三方专家提供的外包计划。
第三步：沟通
既然您已经选择了 EAP，下一步就是向您的团队成员介绍它。您可以通过电子邮件、通讯或团队会议等各种沟通渠道，让他们了解该计划的所有细节、服务和好处。营造鼓励使用的环境。其中至关重要的一点是向团队成员保证计划的保密性，减轻他们可能存在的任何潜在恐惧。
第四步：培训
除了沟通，提供培训课程或研讨会向团队成员介绍 EAP 也很重要。他们应该知道如何使用该计划，并了解该计划能为他们做些什么。
第 5 步：监控和调整
实施 EAP 并不是整个过程的最后一步；计划的成功取决于持续的监控和调整。定期收集团队成员的反馈意见，审查计划的使用率和成果。它是否有助于减少压力和缺勤？团队成员是否更满意，工作效率是否更高？根据这些信息，您可以做出或大或小的调整，帮助改进 EAP，确保它始终对每个人有益。
EAP 如何影响公司文化？
EAP 可以对公司文化产生积极影响。除了员工的职业贡献之外，EAP 还能传达企业对员工福祉的真诚关怀。
通过提供管理个人和职业挑战的工具，EAP 营造了一个包容、支持的环境，其结果往往会提高团队的满意度、参与度和忠诚度，从而促进充满活力的公司文化。
营造更快乐、更健康的工作环境
通过全面了解什么是员工援助计划，我们可以利用它的益处创造更健康、更有弹性的工作环境。
员工援助计划提醒我们，我们的团队成员不仅是员工，也是在复杂生活环境中摸爬滚打的真实的人。通过为他们提供支持，我们投资于组织的力量和整体幸福感，并帮助建立强大、持久的公司文化。
以下为文章原文：
What is an employee assistance program (EAP)?
Employee assistance programs, or EAPs for short, are work-based programs designed to identify and assist team members in handling personal challenges that might be holding them back from performing their best at work.
From relationship troubles and mental health issues to grappling with substance abuse, EAPs are a symbol of an organization’s dedication to cultivating an atmosphere of wellness, mental stability, and boosted productivity.
Employee assistance program examples
EAPs can be adapted and tailored to fit every workplace’s unique needs. They can include a range of services such as:
Confidential counseling. Offering a safe haven for your people where they can get guidance for both personal and work-related issues and stresses.
Legal guidance. Providing reliable advice for legal situations, from family law to financial issues.
Wellness programs. Promoting employee happiness through health-centric initiatives such as gym memberships and nutritional counseling.
Referral services. Helping to connect your team members to helpful external resources, like rehabilitation centers or childcare services.
Financial advice. Allowing access to aid for financial planning, particularly during significant life transitions.
Employee assistance program benefits
EAPs provide a wide range of benefits for both team members and the organization:
Boosted morale and productivity. EAPs can elevate productivity by addressing any personal issues that are negatively impacting an employee’s focus.
Reduced absences. With access to EAPs, absenteeism can significantly drop as many issues leading to absence get resolved.
Enhanced mental health in the workplace. EAPs often incorporate mental health services, fostering a healthier workspace that embraces the importance of a healthy mental state.
Less workplace stress. Offering resources for stress management, EAPs can contribute to a more relaxed work environment.
Employee retention. By providing support for personal issues, an organization can increase team member loyalty and reduce turnover.
Disadvantages of employee assistance programs
Despite the fact that EAPs come with multiple benefits, EAPs do come with a few potential downsides:
Expense. Implementing and maintaining EAPs might be a financial burden, especially for smaller businesses.
Under-utilization. Team members might not use the program due to a lack of awareness, perceived stigmas, or confidentiality concerns.
Effectiveness. The success of an EAP depends on the quality of services. If subpar or mishandled, the program might not be effective and can be a waste of both time and money.
How to implement an employee assistance plan
Rolling out an effective EAP is a carefully planned process involving several steps:
Step 1: Identifying needs
Start with conducting surveys or hosting focus groups with team members to understand their needs and what is causing them stress—whether that’s financial stress, work-life balance, relationship troubles, or mental health concerns. This helps you to tailor your EAP to address the specific challenges facing your team.
Step 2: Selecting a program
Now it’s time to choose an EAP that caters to your team’s needs. This could be an in-house program managed by your HR department, or it could be an outsourced program provided by a third-party specialist.
Step 3: Communication
Now that you’ve selected your EAP, the next step is telling your team members about it. You can let them know all of the details about the program, its services, and its benefits through various communication channels like emails, newsletters, or team meetings. Create an environment that encourages its usage. A crucial aspect of this is to assure team members about the confidentiality of the program, alleviating any potential fears they may have.
Step 4: Training
In addition to communication, providing training sessions or workshops to introduce the EAP to your team members is important. They should know how to access the program and understand what it can do for them.
Step 5: Monitoring and adjusting
Implementing the EAP is not the final step of the process; the program’s success depends on continuous monitoring and adjusting. Regularly gather feedback from team members and review the usage rates and outcomes of the program. Is it helping to reduce stress and absenteeism? Are team members more satisfied and productive? Based on this information, you can make small or large adjustments that help to improve the EAP and ensure it remains beneficial for everyone.
How do EAPs impact company culture?
EAPs can positively influence a company’s culture. They communicate the organization’s genuine care about employee wellbeing, beyond their professional contributions.
By offering tools to manage personal and professional challenges, EAPs cultivate an inclusive, supportive environment with the result often leading to increased team satisfaction, engagement, and loyalty—contributing to a vibrant company culture.
Fostering a happier, healthier working environment
Through a comprehensive understanding of what an employee assistance program is, we can harness its benefits to create healthier, more resilient workplaces.
EAPs remind us that our team members are not just employees but real people navigating through complex life situations. By supporting them, we invest in the strength—and the overall happiness—of our organization and help build a strong, lasting company culture.
【伦敦】创新数字健康平台 Vitrue Health 完成了400万美元的融资
在推动职场健康方面迈出重要步伐的同时，伦敦的创新数字健康平台 Vitrue Health 最近宣布，成功完成了400万美元的融资。这次资金的增加，将公司总融资额提升至700万美元，标志着该公司在打击职场肌肉骨骼问题（MSK disorders）方面迈出了关键一步。
Vitrue Health 以其针对普遍存在且因混合式和远程工作模式日益严重的肌肉骨骼健康（MSK health）问题的创新方法，在健康科技领域脱颖而出。该公司的数字平台 Vitrue VIDA，采用最前沿的计算机视觉和生物力学分析技术，提供个性化、基于数据的健康评估，旨在不仅减轻肌肉骨骼疼痛，还确保远程、办公室及混合型团队符合显示屏设备（DSE）健康标准。
近期的融资轮由行业领导者 MC Ventures 和 Hambro Perks 领投，同时得到了 Simplyhealth Ventures、Crista Galli Ventures 以及科技创业者 Chris Bruce 的重要支持，这反映了市场对 Vitrue Health 使命和技术实力的高度认可。这笔新资金将被用于实施雄心勃勃的扩展战略，计划扩大团队并将服务推广到美国和欧洲。
在 CEO Shane Lowe 的领导下，Vitrue Health 不仅是一家公司，它更象征着朝着更健康、更高效的劳动力前进的运动。通过着眼于解决肌肉骨骼不适的根源，该平台正彻底改变企业如何关注员工健康与安全。这一策略已经获得了包括 Bupa、NHS、Hastings Direct 和 Campari 等著名机构的信任，证明了平台的有效性和扩展能力。
在全球工作方式趋向更加灵活的今天，Vitrue Health 的解决方案变得尤为重要。该公司致力于利用科技改善职场健康，这一承诺展示了创新在促进更安全、更舒适和更高效的工作环境方面的巨大潜力。
随着 Vitrue Health 的不断发展和进步，它的旅程成为了在持续对抗职场相关健康问题中，希望与创新的象征。这家开拓者公司的未来前景光明，因为它正引领着全球企业将肌肉骨骼健康作为重中之重。
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