【HR术语】什么是人力资源运营？（What is HR operations?）
什么是人力资源运营？
人力资源运营（不要与人事运营混淆）是企业内的一项重要职能，负责管理日常人力资源活动的行政和实际工作。
人力资源运营是人力资源部门的支柱，确保各种人力资源流程和系统顺利运行，包括招聘、入职、薪资管理、员工关系、合规等。
人力资源运营的目标是什么？
效率和准确性。优化人力资源流程，减少人工操作，将人力资源操作中的错误降至最低。
合规性。确保遵守劳动法律、法规和公司政策，从而降低法律风险。
良好的员工关系。建立积极的关系，为企业员工提供支持，帮助他们发挥最佳水平。
可扩展性。让企业的员工与公司一起成长，使员工队伍能够不断满足企业不断变化的需求。
人力资源运营的职责是什么？
入职和离职。管理从招聘到离职的整个员工生命周期。
薪资和福利管理。处理专业人员的薪酬和福利，确保准确及时地处理薪资。
数据管理。维护记录和数据的准确性，保护敏感信息。
合规与法律。确保人力资源流程符合劳动法律、法规和公司政策。
劳动力规划。协助制定组织的整体人力资源战略，包括劳动力规划、继任和招聘。
培训与发展。管理培训计划，跟踪员工的进步，确定需要改进的地方，并为职业发展创造机会。
解决冲突。处理专业人员之间的争议。
健康与安全。通过制定安全政策和报告流程以及开展培训，为员工营造一个安全健康的工作环境。
人力资源技术管理。实施并监督人力资源信息系统（HRIS）、绩效管理软件和申请人跟踪工具等软件工具。
人力资源运营经理的职责是什么？
人力资源运营经理负责监督所有人力资源运营的日常运作（人力资源运营总监则负责总体战略）。
他们与其他人力资源领导合作，确保所有流程与公司目标保持一致。
他们监督人力资源员工和人力资源运营专家，确保工作的完成。人力资源运营经理还为员工提供他们可能需要的任何支持。他们将这种支持扩展到整个组织--解决复杂的人力资源问题并提供指导。
人力资源运营经理要寻找机会，实施人力资源最佳实践，提高效率，降低运营成本。他们分析可用的人力资源数据，就资源分配和劳动力规划做出决策，并实施人力资源技术解决方案以提高自动化程度。
人力资源运营经理还有责任随时了解相关法律法规，确保合规。
人力资源运营经理的薪酬是多少？
人力资源运营经理的薪酬因经验、地点、组织规模和行业而异。
但平均而言，他们在美国的年薪约为 123,000 美元，在英国约为 64,495 英镑，在澳大利亚约为 130,000 澳元。
事实上，大型企业中经验丰富的经理人的年薪可能会超过这个数字，最高可达 16.4 万美元、7.5 万英镑和 15.25 万澳元，而那些规模较小或经验较少的经理人的年薪通常在 8.7 万美元、4.7 万英镑或 11.58 万澳元左右。
工作地点对薪酬水平有很大影响，大城市的薪酬通常较高。
人力资源技术如何帮助人力资源运营？
人力资源技术是人力资源运作不可或缺的一部分，因为它有许多好处：
自动化。人力资源技术可将工资单处理、入职和福利管理等重复性工作自动化，从而节省人力资源专业人员通常用于行政管理的时间。
数据管理。人力资源技术解决方案可保持企业专业人员数据的准确性和时效性，从而更好地进行决策和报告。
合规管理。人力资源软件让您轻松遵守最新法规和劳动法。
自助门户。人力资源技术允许员工通过自助门户访问人力资源信息、申请休假和更新个人资料，从而提高了运营效率。
分析和报告。人力资源技术通过数据分析工具深入洞察劳动力趋势，帮助企业做出明智、数据驱动的决策。
招聘和人才管理。许多人力资源工具都具有申请人跟踪、候选人评估和人才管理功能，使招聘和组织劳动力管理变得更加容易。
绩效管理。一些人力资源系统支持绩效评估、目标设定和反馈流程，帮助专业人员发挥最佳水平。
学习与发展。学习管理系统（LMS）等解决方案可让团队成员获得教育资源，并帮助人力资源部门创建和管理专业培训计划。
人力资源运营是现代组织不可或缺的一部分。它能确保公司日常工作的顺利进行，并极大地促进积极的工作环境。最重要的是，它有助于提高工作满意度、提高生产率、改善业务绩效--使专业人员和整个公司蓬勃发展。
以下为文章原文：
What is HR operations?
Human resources operations (not to be confused with people operations) is a crucial function within an organization, managing the administrative and practical aspects of day-to-day HR activities.
HR operations is the backbone of the HR department, ensuring various HR processes and systems run smoothly—including recruitment, onboarding, payroll administration, employee relations, compliance, and more.
What are HR operations’ goals?
Efficiency and accuracy. To optimize HR processes, reduce manual tasks, and minimize errors in HR operations.
Compliance. To ensure compliance with labor laws, regulations, and company policies so that there’s less legal risk.
Good employee relations. To create positive relationships that support an organization’s people, helping them to perform at their best.
Scalability. To enable an organization’s people to grow along with the company so the workforce can continue to meet the business’s changing needs.
What are HR operations’ responsibilities?
Onboarding and offboarding. Managing the entire employee lifecycle, from hiring to exit processes.
Payroll and benefits administration. Handling compensation and benefits for professionals, ensuring accurate and timely payroll processing.
Data management. Maintaining records and data accuracy, as well as protecting sensitive information.
Compliance and legal. Making sure HR processes comply with labor laws, regulations, and company policies.
Workforce planning. Assisting with an organization’s overall HR strategy, including workforce planning, succession, and recruitment.
Training and development. Managing training programs, tracking people’s progress, identifying areas for improvement, and creating opportunities for career progression.
Conflict resolution. Handling disputes among professionals.
Health and safety. Supporting people’s wellbeing with a safe and healthy work environment by establishing safety policies and reporting processes, as well as conducting training.
HR tech management. Implementing and overseeing software tools such as human resource information systems (HRIS), performance management software, and applicant tracking tools.
What is the role of an HR operations manager?
The HR operations manager oversees the day-to-day running of all HR operations (while the HR operations director focuses on the overall strategy).
They collaborate with other HR leaders to make sure all processes align to further the company’s goals.
They supervise HR staff and HR operations specialists, ensuring that work is completed. The HR operations manager also provides people with any support they may need. They extend this support to people across the organization—addressing complex HR issues and offering guidance.
The HR operations manager identifies opportunities to implement HR best practices, boosting efficiency and reducing operational costs. They analyze the available HR data to make decisions on resource allocation and workforce planning and implement HR technology solutions to increase automation.
It’s also the HR operations manager’s responsibility to stay up to date on relevant laws and regulations to ensure compliance.
What is an HR operations manager’s salary?
The salary of an HR operations manager varies based on experience, location, organization size, and industry.
But, on average, they earn around US$123,000 per year in the United States, £64,495 in the United Kingdom, and A$130,000 in Australia, for example.
Highly experienced managers in large organizations can earn more than that—up to US$164,000, £75,000, and A$152,500 in fact—while those in smaller companies, or with less experience, usually earn around US$87,000, £47,000, or A$115,800.
Location has a strong influence on salary levels, with larger cities generally offering higher compensation.
How can HR tech help with HR operations?
HR technology forms an integral part of HR operations because it comes with many benefits:
Automation. HR tech automates repetitive tasks like payroll processing, onboarding, and benefits administration, freeing up time HR professionals typically spend on admin.
Data management. HR tech solutions keep data on an organization’s professionals accurate and up to date, enabling better decision-making and reporting.
Compliance management. HR software makes it easy to stay compliant with the latest regulations and labor laws.
Self-service portals. HR tech improves operational efficiency by allowing people to access HR information, request time off, and update personal details through self-service portals.
Analytics and reporting. HR tech helps organizations make informed, data-driven decisions with data analytics tools that provide in-depth insights into workforce trends.
Recruitment and talent management. Many HR tools come with features for applicant tracking, candidate assessment, and talent management, making it easier to take care of recruitment and the organization’s workforce.
Performance management. Some HR systems support performance assessments, goal setting, and feedback processes, helping professionals perform at their best.
Learning and development. Solutions like learning management systems (LMS) give team members access to educational resources and help HR create and manage professional training programs.
HR operations is integral to modern organizations. It ensures a company’s smooth day-to-day functioning and significantly contributes to a positive work environment. Most importantly, it helps increase job satisfaction, boost productivity, and improve business performance—enabling professionals and the company as a whole to thrive.
LinkedIn阐明了其信任的四项原则 专业网络讨论用户数据，安全性，机会均等和法律
社交网络领域中非专业方面的信任 已成为最近几个月的热门话题，因此，针对专业人士的网络LinkedIn试图阐明指导其努力保护其成员并保持其信任的原则。
高级副总裁兼法律总顾问布莱克·拉里特（Blake Lawit）在博客中写道：“随着我们对工作世界的影响越来越大，我们认识到责任也越来越大。我们了解，在隐私，安全性，安全性和公平性等关键领域中，我们需要继续为我们的会员和全世界提供服务。因此，除了首先获得会员的基本价值外，我们还使用一系列指导原则来确保我们的员工做出最佳决策，以保护我们的会员并维护他们的信任。”
Lawit概述的四项原则如下：
清晰，一致和对用户数据的控制： Lawit说，LinkedIn告诉其成员打算如何处理其数据，并且不会将这些数据用于其他目的，并补充说，专业网络的易于使用的设置为他们提供了完全的控制权。
安全： LinkedIn使用其成员的系统，技术和报告来检测并快速删除违反其社区政策的内容。Lawit还重申了专业网络对防止虚假个人资料，工作和公司的承诺。
机会均等： Lawit说，LinkedIn致力于在不偏不倚的前提下开发其产品，为所有成员提供机会并寻求缩小网络差距。
遵守法律： Lawit写道：“我们是一个全球平台，有义务尊重适用于我们的法律。我们还为塑造这些法律的对话做出了贡献，从而实现了为全球劳动力的每个成员创造经济机会的愿景。”
AI翻译原文如下：https://blog.linkedin.com/2019/november/1/maintaining-the-trust-of-our-members
在LinkedIn上，我们的核心价值观之一一直是将会员置于第一位。这意味着每天在做大小决定时，我们都会问：“这对我们的会员来说是正确的事情吗？” 这个价值是驱动我们，团结公司并推动我们继续值得我们近6.6亿会员信任的价值。
随着我们对工作世界的影响越来越大，我们认识到我们的责任也越来越大。我们了解，在隐私，安全性，安全性和公平性等关键领域中，我们需要继续为我们的会员和世界提供服务。因此，除了首先要重视会员的基本价值外，我们还使用一系列指导原则来确保员工做出最佳决策，以保护会员并维护他们的信任。
这些原则是：
我们为会员提供清晰，一致和对自己数据的控制。简单地说，我们告诉我们的会员我们将如何处理他们的数据。然后，我们按照我们所说的对数据进行处理。我们努力为我们的会员提供简单，易于理解的设置和控件，以使他们可以控制自己的数据。
我们致力于使LinkedIn成为一个安全，可信赖且专业的平台。因为我们重视专业表达，所以我们使用会员的系统，技术和报告来检测并迅速删除任何违反我们专业社区政策的内容。成员也理所当然地希望他们在LinkedIn上遇到的内容是合法的。这就是为什么 我们非常专注于删除虚假的个人资料，工作和公司的原因。
我们认为，两个具有同等才能的成员应享有平等的机会。为了实现这一目标，我们致力于构建一种不偏不倚的产品，为所有会员提供机会。仍有许多工作要做，但我们专注于跨公司，与成员和客户以及整个行业合作，以缩小网络差距。
最后，我们是一个全球平台，有义务尊重适用于我们的法律。我们还为塑造这些法律的对话做出了贡献，从而实现了为全球劳动力的每个成员创造经济机会的愿景。
我们的成员来LinkedIn找工作，保持了解情况并学习新技能。我们有责任为他们提供一个安全且可信赖的平台来做到这一点，并对我们如何决策以建立他们期望的专业社区持开放态度。
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英文：
Here at LinkedIn, one of our core values has always been to put our members first. This means that every day, when making decisions large and small, we ask: "Is this the right thing to do for our members?" This value is what drives us, unites our company, and pushes us to remain worthy of the trust of our nearly 660 million members.
As our impact on the world of work has grown, we recognize that our responsibility has grown as well. We understand that in the critical areas of privacy, security, safety, and fairness, we need to continue to deliver for our members and the world beyond. So, in addition to this foundational value of members first, we use a set of guiding principles to ensure our employees make the best possible decisions to protect our members and maintain their trust.
These principles are:
We provide our members with clarity, consistency, and control over their data. Simply, we tell our members what we will do with their data. We then do what we say we will do with this data. And we strive to provide our members with simple, easy to understand settings and controls so that they are in control of their data.
We are focused on keeping LinkedIn a safe, trusted, and professional platform. Because we value professional expression, we use systems, technology, and reports from our members to detect and quickly remove any content that violates our Professional Community Policies. Members also rightfully expect content they encounter on LinkedIn to be legitimate. That’s why we are deeply focused on removing fake profiles, jobs, and companies.
We believe two members with equal talent should have equal access to opportunity. To achieve this goal, we are committed to building a product with no unfair bias that provides opportunity to all of our members. There is a lot of work still to do, but we are focused on working across our company, with our members and customers, and across the industry to close the network gap.
Finally, we’re a global platform with an obligation to respect the laws that apply to us. We also contribute to the dialogue that shapes these laws so that we can fulfill our vision of creating economic opportunity for every member of the global workforce.
Our members come to LinkedIn to find a job, stay informed, and learn new skills. It’s our responsibility to give them a safe and trusted platform to do just that, and be open about how we make decisions to build the professional community they expect.
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