Josh Bersin：2018年人力资源技术：比以往更加智能化 HR Technology for 2018 - More Intelligent than Ever
几乎每一位与我交谈的人力资源供应商都声称拥有基于人工智能（AI）的解决方案，预测分析，聊天机器人或其他形式的算法解决方案，以使HR更好。
正如我所了解的所有这些产品，并开始看到他们的行动，让我给你什么寻找提示。
在招聘市场上，数据确实在推动我们的未来。由于社交网络的无处不在以及数十种智能采购和评估工具，我们的研究表明，人工智能正在创造巨大的价值。在您寻找新的招聘工具（采购，候选人评估，智能聊天机器人和移动招聘平台）时，请供应商向您展示其AI如何工作。询问如何作出决定，以及它可能适用于您的例子。这些供应商远远领先于学习曲线，价值将变得清晰。
在面试管理中，也越来愈多的工具开始提供候选人与面试官的协调沟通，自助服务等，比如优面宝，通过自动化的协调沟通机制安排好候选人的面试时间等。
在学习和发展市场上，现在很多学习管理系统（LMS）平台，学习体验平台和微型学习平台都使用人工智能和算法解决方案来推荐内容，策划内容，并通过最合适的内容来指导学习者学习。这些供应商中的许多都有丰富的经验分析通过内容的最佳路径，正确的时间来查看下一个内容，甚至正确的学习模块来查看您的信心，你的理解的主题。学习活动数据现在可以通过体验API或xAPI（一种记录和跟踪学习过程中点击的所有内容的方式）获得，因此所有这些供应商都变得“聪明”。
在员工敬业度和调查市场，同样的AI波即将到来。一系列供应商的产品开始作为参与和脉搏调查工具，现在提供文本分析，情感分析，词云和员工情绪的智能评估。他们中的一些人可以测量信任网络，并使用组织网络分析来识别网络中的可信任人员，甚至指出可能存在欺诈或不良行为的领域。虽然这些软件都不是完美的，但它比单独阅读每条评论要好，可以让管理者更好地了解他们如何与同行进行对比。
在绩效管理市场中，持续绩效管理软件现在通过查看您在工作中获得的反馈模式，提供活动流，公共和私人评论以及组织网络分析。到时候，这些平台会向管理人员推荐学习和辅导，有些已经这样做了。
在员工自助服务和案例管理方面，平台也变得更加智能。您现在不仅可以在线（或通过您的消息系统）与您的员工系统进行聊天，还可以发送消息（“星期五预订我的休假日”），系统将执行交易。很快，它会向你推荐什么课程，如何放慢和放松以及其他员工福利。
我可以继续下去。市场上大多数人力资源工具都包含“人工智能”和“智能”这两个词，越来越多的人开始工作。
虽然这一切都是积极的，而且肯定会让我们的工作更轻松，但是让我也给你一个警告：AI不是魔法; 它只是高度精炼的统计和数学模型，试图根据大量数据预测和推荐行动。如果你没有足够的数据，AI可能没有那么有用。所以听起来很令人兴奋，我建议你让供应商给你一个真实世界的演示，并尽可能多的参考。
在我看来，AI，预测分析，情感分析，视觉识别和自然语言界面的成熟速度比我们预期的要快得多。所有这些都将影响我们的人力资源技术。只要确保你买的东西确实符合你的需求，并且你所实施的“智能”在你的组织需要的领域是聪明的。
Josh Bersin是德勤咨询（Deloitte Consulting LLP）Bersin™的负责人和创始人。本文件中使用的“Deloitte”是Deloitte LLP的子公司Deloitte Consulting LLP。请参阅www.deloitte.com/us/about，了解我们法律结构的详细说明。根据公共会计规则和条例，某些服务可能无法向证明客户提供。
以上由AI翻译，下面是英文原文：
Almost every HR vendor I talk with claims to have artificial intelligence (AI)-based solutions, predictive analytics, chatbots or some other form of algorithmic solution to make HR better. As I've learned about all these products and started to see them in action, let me give you tips on what to look for.
In the recruitment market, data is really driving our future. Thanks to the ubiquitous nature of social networks and dozens of intelligent sourcing and assessment tools, our research shows, AI is creating significant value. As you search for new recruiting tools (sourcing, candidate assessment, intelligent chatbots and mobile recruiting platforms), ask the vendor to show you how its AI works. Ask to see how decisions are made and for examples of where it might apply to you. These vendors are well ahead of the learning curve, and the value will become clear to you.
In the learning and development market, many learning management system (LMS) platforms, learning experience platforms, and micro-learning platforms now use AI and an algorithmic solution to recommend content, curate content and guide learners through the most appropriate content to learn. Many of these vendors have extensive experience analyzing the best path through content, the right time to view the next content and even the right learning module to view based on your confidence in your understanding of the subject matter. Learning activity data is now available through the Experience API, or xAPI (a way to record and track everything you click on while learning), so all these vendors are becoming "intelligent."
In the employee engagement and survey market, the same AI wave is coming. A flurry of vendors whose products started as engagement and pulse survey tools now provide text analytics, sentiment analysis, word clouds and intelligent assessment of employee sentiment. Several of them can measure trust networks and use organizational network analysis to identify trusted people in your network and even point out areas of potential fraud or bad behavior. While none of this software is perfect, it's better than trying to read every comment individually and can certainly give managers a better idea of how they stack up against their peers.
In the performance management market, software for continuous performance management now provides activity streams, public and private comments, and organizational network analysis by looking at the patterns of feedback you get on the job. In time, these platforms will recommend learning and coaching to managers, and some do this already.
In the area of employee self-service and case management, the platforms are also getting smarter. Not only can you now chat with your employee system online (or through your messaging system), you can send it messages ("Book my vacation day on Friday") and the system will perform a transaction. Soon, it will actually make recommendations to you on what courses to take, how to slow down and relax, and other employee benefits.
I could go on and on. It feels like the words "AI" and "intelligent" have been included on most HR tools in the market, and more and more of this is starting to work.
While all this is positive and definitely making our work lives easier, let me also give you a warning: AI is not magic; it is simply highly refined statistics and mathematical models that try to predict and recommend action based on a mass amount of data. If you don't have enough data, the AI may not be as useful. So as exciting as it sounds, I recommend you ask the vendor to give you a real-world demo and talk with as many references as you can.
There's no question in my mind that AI, predictive analytics, sentiment analytics, visual recognition and natural language interfaces are maturing far faster than we expected. All of this will impact our HR technologies. Just make sure that whatever you buy really fits your needs and that the "intelligence" you implement is intelligent in the areas of need for your organization.
Josh Bersin is principal and founder, Bersin™, Deloitte Consulting LLP. As used in this document, "Deloitte" means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of our legal structure. Certain services may not be available to attest clients under the rules and regulations of public accounting.
People Analytics
2018年02月11日
People Analytics
6 Best Recruiting Tools Of 2018 [Infographic]In 2018, hiring volume is again predicted to increase with 61% of recruiters expecting to hire more people.
According to SourceCon’s State Of Sourcing Survey, increased hiring volume coupled with stagnant recruiter headcount means the most important trend to learn and understand for recruiters are tools and technology.
Here’s a list of the 6 best recruiting tools you should be using in 2018 summarized in an infographic.
Recruiting tool #1: AI for screening
2017 was the year of AI and automation tools and adoption will only pick up steam in 2018.
One of the best recruiting tools of 2018 will be AI to automate screening because it helps solve a major challenge for recruiters: too much volume.
Jobvite reports the typical high-volume job posting receives more than 250 resumes with 65% of these resumes ignored on average.
Designed to integrate with your existing ATS, automated screening software uses AI to learn what good candidates look like based on your past hiring decisions.
The software learns what your employees’ experience, skills, and other qualifications are and then applies that knowledge to automatically screen, grade, and shortlist new candidates (e.g., from A to D).
The benefits of using AI for screening are the potential to reduce your cost per hire by 70% and reduce time to hire from 34 to 9 days.
Recruiting tool #2: Rediscovering previous candidates
Virtually unknown as a concept in 2017, candidate rediscovery is the practice of mining the existing resumes in your ATS to source prior applicants for a current req.
Software that allows you to conduct this type of rediscovery is poised to become one of the best recruiting tools of 2018 because a typical ATS isn’t set up to be able to easily search and rank previous candidates for current job openings so
Rediscovery is different from keyword or boolean searches because it uses AI to learn the requirements of the role and then scans resumes to find candidates with matching qualifications.
In 2018, candidate rediscovery will gain interest as a tool that allows you to tap into the talent pool that you’ve already spent resources attracting, sourcing, and engaging.
Recruiting tool #3: Recruitment chatbot
Recruitment chatbots were introduced to the market in 2017 and are poised to gain serious attention in 2018.
As a recruiting tool, a chatbot uses natural language processing to understand text like a human would.
The main functions of a recruitment chatbot is to streamline the top of the funnel by providing real-time, on-demand communication to candidates. Its functions include answering FAQs about the job, providing feedback and updates, and scheduling a follow up or interview with a human recruiter.
One of the biggest trends in 2018 will be candidate experience.
A recruitment chatbot holds the potential to massively improve the candidate experience by enabling time-strapped recruiters to provide unlimited and instantaneous, albeit electronic, touch points.
Recruiting tool #4: De-biasing software
Unconscious bias was a huge topic in 2017 and an entire industry of de-biasing recruiting software has sprung up in reaction.
Specifically, recruiting tools that use AI to identify and remove bias from job descriptions, resume screening, and sourcing.
These recruiting tools use AI to fight unconscious bias during the sourcing and screening phases by ignoring candidates’ demographics (e.g., implied race, gender, and age) from their resumes and online profiles.
Related to bias, workplace diversity will continue to be a big focus in recruiting in 2018 and tools that work to diversify the candidate pool will be in hot demand.
Recruiting tool #5: Super-targeting job ads
2017 saw the introduction of targeted job descriptions and this trend will continue in the next year.
New methods of job ads include re-targeting candidates (e.g., advertising your role to people who’ve visited your company website before) and geo-targeting (e.g., advertising your role to people physically nearby).
With a tighter labour market and the spray and pray model of sourcing officially dead, recruiters will be eager for better tools to get their job postings in front of the right eyeballs.
Recruiting tool #6: Recruitment marketing software
2018 will be the year that candidate experience finally gets its due. A big part of that push will involve recruitment marketing.
Recruitment marketing is the application of marketing best practices, such as analytics, multi-channel use, targeted messaging, and tech-enabled automation, to attract, engage, and nurture candidates who haven’t yet applied to a job and converting them into applicants by communicating your employer brand and value.
In 2018, recruitment marketing software will be the best tool to create brand awareness of your company and interest in your open roles, attract candidates who self-select themselves into the application process, and keep candidates informed and engaged throughout the recruitment cycle.
Ji-A Min
Head Data Scientist at Ideal
Ji-A Min is the Head Data Scientist at Ideal. With a Master’s in Industrial-Organizational Psychology, Ji-A promotes best practices in data-based recruitment. She writes about research and trends in talent acquisition, recruitment tech, and people analytics.
People Analytics
2018年01月22日
People Analytics
LinkedIn通过大数据选出美国最具人才吸引力的50个创业公司LinkedIn Top Companies | Startups: The 50 industry disruptors you need to know now
作者：Daniel Rot Editor in Chief, LinkedIn
所有估值和资金数据来自CB Insights。除非由公司直接提供，否则任职，员工增长和全球员工数据均来自LinkedIn Premium Insights。
全文是英文，我们简单列出前十名：
1、UBER
2、AIRBNB
3、WEWORK
4、LYFT( 跟UBER一样的打车软件)
5、Slack （HR项目）
6、NIO
7、Rubrik
8、Dropbox
9、Houzz
10、Convoy
········
16、Pinterest
19、Udacity
22、Opendoor
31、Coursera
46、Glint （HR项目）
详细的大家可以看这些项目和公司福利。
Some of the most fascinating businesses today are startups. Sensing a chance to transform (or take over) a market, founders are channeling their seemingly endless flow of venture funds into new ideas — and top talent. We wanted to see which startups were winning the talent game. Who are the 50 most in-demand upstarts in the U.S. today?
The all-new LinkedIn “Top Companies | Startups” list is the answer. To surface the companies, we looked at the billions of actions of LinkedIn’s more than 500 million members to determine employee growth, job seeker interest via views and applications, member engagement with the company and its employees — and how well these startups pulled talent from our flagship LinkedIn Top Companies list. (You can learn more about our methodology here.)
To be eligible for Top Companies | Startups, companies must be 10 years old or younger, have at least 100 employees, remain independent and privately held and have at least one round of venture-backed funding. LinkedIn worked with CB Insights to pull a global list of nearly 25,000 eligible venture-backed companies.
Share the list and join the conversation using #LinkedInTopCompanies.
Here are this year’s top 50 startups in the U.S.
All valuation and funding data come from CB Insights. Tenure, employee growth and global headcount data are from LinkedIn Premium Insights unless provided directly by the company.
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Driving forward: Uber has been in the public eye this year for all the wrong reasons: sexual harassment claims, regulatory issues, a new CEO and loads of boardroom drama. That hasn’t kept the ride-sharing giant from growing fast or attracting top talent. Of all the companies on our list, Uber has the most workers who have joined from other LinkedIn Top Companies; employees have left the likes of Google, JPMorgan and Facebook to work at the super-unicorn.
Global headcount: 16,000
Global headquarters: San Francisco
Catch a ride: Worldwide employees get free monthly Uber credits to use on personal rides or UberEATS, the company’s online meal ordering and delivery platform.
Valuation: $68 billion
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Yurt, treehouse, castle: Airbnb has had 200 million guest arrivals since the company launched. Taking on the $550 billion hotel industry is no small feat. To go head-to-head, the company has expanded its instant booking listings and even announced plans to open its first co-branded apartments (which residents will be able to share on Airbnb).
Global headcount: 3,000
Global headquarters: San Francisco
Royal lodgings: Employees receive an annual $2,000 (£1,516) stipend to stay in Airbnb locales around the world, including one of nearly 3,000 listed castles.
Valuation: $29.25 billion
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Creating communities: WeWork has nearly doubled its membership this year to over 150,000 users, expanded to some 170 locations (including its first India location) and purchased private coding academy Flatiron School in a recent acquisition. While the startup has been growing rapidly, a highly competitive office-leasing market recently raised doubts around the company’s rich valuation.
Global headcount: 3,000
Global headquarters: New York City
TGIM: New hires join WeWork every Monday for orientation at the company’s headquarters. The day includes a citywide scavenger hunt where employees get a glimpse of the company’s nearly 40 buildings across New York and ends with the weekly “Thank God it’s Monday” dinner for the entire staff.
Valuation: $20 billion
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Driving across America: Lyft has been rapidly expanding across the U.S. It now covers 95 percent of the population across all 50 states, more than any other rideshare platform, and provides over 1 million rides every day. In mid-October, it raised $1 billion in a new funding round led by the venture arm of Alphabet, Google’s parent company.
Global headcount: 2,000
Global headquarters: San Francisco
Expanding accessibility: Lyft introduced new features to make the app more accessible to deaf or hard-of-hearing drivers, including visual notifications and a message telling passengers to contact the driver via text. Passengers can also get a quick tutorial on how to say “Hello” and “Thank You” in sign language.
Valuation: $11 billion
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Revolutionizing productivity: Known as a dead-simple collaboration tool, Slack is going head-to-head with the likes of LinkedIn parent Microsoft and Atlassian to own workplace productivity. Its platform allows workers to message each other in real time, while connected apps add context or automate mundane tasks to help get the job done.
Global headcount: 890
Global headquarters: San Francisco
Corporate scale: Slack bills itself as the fastest-growing business application in history, serving some 9 million weekly active users and 43 companies from the Fortune 100 list. It’s been hiring rapidly to keep up with that scale: growing 32 percent over the past year.
Valuation: $5.1 billion
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Speeding into the future: Shanghai-based NIO develops smart, electric and autonomous vehicles. The startup, which expanded to the U.S. two years ago, built the world’s fastest electric car, manned or unmanned, able to go from 0 to 60 miles per hour in 2.7 seconds. CEO Padmasree Warrior, formerly of Cisco, says NIO cars will be available in the U.S. as soon as 2020.
Global headcount: 3,000
Global headquarters: Shanghai (San Jose, Calif. in the U.S.)
Welcome to the team: NIO has more than quadrupled its staff since June 2016. Amid such rapid growth, NIO shepherds its culture through bimonthly “team time,” where all employees welcome new hires and get to know each other outside of work through activities like trivia and scavenger hunts.
Valuation: $2.89 billion
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Cloud’s the limit: Rubrik helps companies organize their data in the cloud, ensuring instant access for recovery, analytics and application development. It counts corporate giant JLL, non-profit World Vision and the Tampa Bay Rays among its customers, but CEO Bipul Sinha has even bigger ambitions. “In the future, data will be like money,” he said in a May interview. “Rubrik can be like the Visa for enterprise.”
Global headcount: 600
Global headquarters: Palo Alto, Calif.
Big-name investors: The company counts NBA MVP Kevin Durant as one of its investors and board advisors alongside iconic firms like IVP and Lightspeed Ventures. It’s also notably transparent: all 600 employees can attend board meetings and see the company’s financials.
Valuation: $1.3 billion
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Refreshing storage: Dropbox has a new look these days. The online storage company went through its biggest-ever rebrand this year, repositioning itself as the tool to enable and inspire creativity in the workplace. The new branding also comes with a major milestone: Dropbox reached a $1 billion revenue run rate in February, the company told LinkedIn.
Global headcount: 1,900
Global headquarters: San Francisco
Giving back: Every Dropbox employee is given 32 hours of annual volunteer time off to participate in a cause about which they are passionate. The company will also match up to $1,000 for all donations made by Dropboxers to charitable organizations.
Valuation: $9.38 billion
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Bringing tech home: Houzz, the online platform for remodeling and decorating, is transforming the way people design and shop for their homes. Beyond sketching ideas or hiring the right contractor, users can experience their designs through Houzz’s augmented reality tool. The company says that shoppers who engage with the tool are 11 times more likely to purchase.
Global headcount: 1,600
Global headquarters: Palo Alto, Calif.
More than an office: On their first day, every new employee gets a pair of Houzz slippers to wear around the office so they can feel at home. It’s not much of a stretch: Houzz’s meeting rooms are inspired by household spaces around the world, including the British Tea Room, German Backyard and Italian Closet.
Valuation: $3.84 billion
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Trucking on demand: Convoy believes the world moves on reliable trucks, and it is in the business of building innovative services to match shipments with reliable carriers. The company works with a network of independent trucking companies and uses technology to match the right truck to the right load, helping optimize supply chain performance.
Global headcount: 170
Global headquarters: Seattle
Staffing up: The company has been scaling rapidly since its founding in 2015. In the past six months, Convoy’s headcount has grown 37 percent — and it’s hiring for another 28 jobs currently, according to LinkedIn data. Its recent $62 million funding round, led by Y Combinator, will help rev up that growth.
Total funding: $80 million
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Closing the skills gap: General Assembly is creating a new way to educate today’s workforce. The company, which started as a single co-working space in 2011, now has campuses in 20 cities. GA has served over 40,000 students through its full- and part-time programs, and it says it works with a third of the Fortune 100 to develop proprietary, sustainable talent pipelines in fields like data science and web development.
Global headcount: 580
Global headquarters: New York City
Moving up: While GA has some great perks (like 16 weeks of parental leave for a primary caregiver), the biggest benefit may be the upward mobility within the company. In the first half of 2017, GA had 136 promotions, the company told LinkedIn. That’s a quarter of all employees.
Valuation: $452 million
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Moving the money: Bought something online at Target recently? Or Under Armour? Then you’ve likely used Stripe’s products without even realizing it. The company builds the tools businesses need to instantly accept and manage online payments, helping buyers pay seamlessly and providing sellers real-time analytics.
Global headcount: 810
Global headquarters: San Francisco
Worldwide access: Stripe powers businesses in 25 countries and accepts 135 different currencies (plus Bitcoin). It enables Apple Pay across the internet and in iOS apps, and Stripe even helped launch a new cryptocurrency: Stellar.
Valuation: $9.2 billion
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The birth of an empire: Before starting her direct-to-consumer skincare and makeup company, Glossier CEO Emily Weiss ran the popular blog Into the Gloss. The industry expertise and cult following she gained was a recipe for Glossier success. Her social media-savvy brand became such a hit after launching in 2014 that its products quickly sold out and garnered waitlists 10,000 people long.
Global headcount: 130
Global headquarters: New York City
Growth in all directions: At an annual employee growth rate of 257 percent, Glossier was the fastest-growing company on this list over the past 12 months, according to our data. The company also made strides to meet growing demand abroad with plans to ship to Canada, the UK and France.
Total funding: $34.4 million
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Connecting the dots: Early in his career, Flexport CEO Ryan Petersen worked in logistics importing lawnmowers and jacuzzis from China. Now he’s on a mission to ensure any two businesses can trade regardless of distance or regulatory hurdles. His freight forwarding and customs brokerage company is growing at a rapid clip, with its base of clients up 315 percent over the past year, the company says.
Global headcount: 500
Global headquarters: San Francisco
Branch out: The company does a regular “lunch roulette” where you go out to lunch with coworkers you don’t see on a daily basis.
Valuation: $910 million
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Making the connection: Organizations often spend a fortune investing in telecommunications infrastructure from the likes of AT&T and Verizon. Aryaka Networks, a SD-WAN provider, is disrupting those telecom giants by providing a networking option that eliminates hardware and helps control costs with a pay-as-you-use model. The end result is seamless connectivity that’s optimized for cloud-based applications and global access.
Global headcount: More than 300
Global headquarters: San Mateo, Calif.
Loyal employees: The average employee tenure at Aryaka Networks is 2.7 years, the longest of all the companies on the list, according to LinkedIn data.
Total funding: $120 million
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The visual search engine: Seven years after the company’s debut, it’s still hard to nail down exactly what Pinterest is: it’s part social network, part scrapbook, part catalog of ideas. But, increasingly, it’s defining itself as a search company — one that hopes to offer marketers an alternative to ad behemoths like Google. The company is expected to generate $500 million in ad revenue this year, up from $300 million in 2016.
Global headcount: 1,200
Global headquarters: San Francisco
Just getting started: Pinterest believes most of its site “hasn’t been built yet,” so this year it launched Pinterest Labs, a collaboration with researchers, scientists, engineers and universities to take on the biggest problems in machine learning and artificial intelligence.
Valuation: $12.3 billion
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Working to save lives: Since launching a year ago, GRAIL has attracted a whopping $1 billion in funding from Bill Gates, Jeff Bezos and some of the biggest companies in healthcare. The company's goal is to detect cancer early, when it's possible to cure. To do that, it’s attracted world-class geneticists and biostatisticians, and launched one of the largest clinical research programs in genomic health, with studies enrolling more than 130,000 people.
Global headcount: 250
Global headquarters: Menlo Park, Calif.
Expert leader: CEO Bill Rastetter co-invented one of the world’s most valuable cancer therapies, and has won praise for his work in academia. He held multiple faculty positions at MIT and won the award for “Excellence in the Teaching of Chemistry” at Harvard.
Total funding: $1 billion
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Growth hackers: Duo Security, the first of five cybersecurity companies on the list, provides features like two-factor authentication and secure single sign-on to clients as diverse as Facebook, Toyota and Zillow. The 8-year-old company has been on a tear: In the last year, Duo quadrupled its user base, doubled its headcount and became cash-flow positive, it says.
Global headcount: 500
Global headquarters: Ann Arbor, Mich.
Local flavor: The Ann Arbor, Mich.-based company embraces its Midwestern roots by enforcing a “no jerks” policy and gives each employee a personal candy pack from Zingerman’s, the famous local deli, on the first day.
Valuation: $1.17 billion
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The Silicon Valley university: On a mission to democratize education, Udacity offers courses designed by companies like Google and Salesforce that teach professionals the foundational skills needed to land jobs as web developers, mobile developers or data scientists — all at a fraction of the cost of normal universities.
Global headcount: 500
Global headquarters: Mountain View, Calif.
Driving diversity: If you thought you couldn’t get a degree in self-driving cars, think again. Udacity recently created a scholarship with Lyft for its new Intro to Self-Driving Cars program to help make the field more accessible.
Valuation: $1 billion
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The Yelp for enterprise software: With nearly 250,000 verified user reviews for software and services, G2 Crowd is making it simple to find the best business technology based on people’s real experience, acting as a Yelp for enterprise software. There’s one big difference from the consumer-focused review site: G2 Crowd doesn’t sell any ads. Instead, it uses its data to provide for-purchase research reports.
Global headcount: 120
Global headquarters: Chicago
Personalized welcome: If you land one of G2 Crowd’s 130 forecasted job openings over the next year, expect to see your personal Bitmoji hanging at the entrance to the office on your first day.
Valuation: $300 million
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Modern mortgage making: Blend provides mortgage lenders the digital tools they need to make home loan applications faster, smarter and more secure. The company, which says its clients control about 25 percent of the $10 trillion mortgage lending industry, has helped process $57 billion in applications so far this year.
Global headcount: 200
Global headquarters: San Francisco
Humble beginnings: Blend CEO and founder Nima Ghamsari attributes his foray into entrepreneurship to his first job at McDonald’s. “The one thing it teaches everyone is that most jobs are not glamorous, and you have to do whatever it takes to get by,” he told LinkedIn.
Valuation: $500 million
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Moving on: Opendoor wants to cure your real estate woes by making it possible to sell your home online quickly — no real estate listing necessary. The company, which also operates its own mortgage business, buys your home directly then resells it. Opendoor is active in Phoenix, Dallas-Fort Worth, Las Vegas and Atlanta with plans to expand to two new markets before year end, it says.
Global headcount: 415
Global headquarters: San Francisco
Undercover employee: All new hires act as Opendoor secret shoppers in order to experience the service first-hand, using the app to enter a home and explore as if they were potential buyers.
Valuation: $1 billion
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Military grade security: Fighting hackers is no easy task, but Boston-based Cybereason is equipped for the challenge. Many of its employees served in the Israel Defense Forces’ cybersecurity unit and now use similar tactics to protect its clients. The company’s endpoint detection platform finds attackers’ vulnerabilities after they’ve infiltrated an organization, letting companies know if they are under attack and how to quickly stop the threat.
Global headcount: 325
Global headquarters: Boston
Perk alert: Cybereason offers employees unlimited vacation, reimbursement for commuting expenses, free lunch and an employee referral bonus of up to $5,000.
Valuation: $999 million
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Protection on all fronts: Cylance is one of the world’s first companies to provide an antivirus platform built on machine learning and artificial intelligence. It uses its next-generation technology to proactively protect companies like Panasonic and Gap Inc., as well as the U.S. government and even consumer home devices, from malware attacks.
Global headcount: 805
Global headquarters: Irvine, Calif.
The motive: On a flight to Australia in 1989, Founder & CEO Stuart McClure faced a near-death experience when the flight incurred devastating damage en route that cost eight other passengers their lives. Since that day, McClure told LinkedIn, his life’s passion has been “to find and fix the problems introduced by technology to prevent bad stuff from happening to innocent people.”
Valuation: $1 billion
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Making headlines: Cybersecurity company CrowdStrike was the first to point a finger at Russia after its investigation of the Democratic National Committee email hack prior to the 2016 U.S. presidential election. Since then, it’s capitalized on the surging interest in online security to raise new funding (another $100 million in May) and to sign on ever-more clients. CrowdStrike tells LinkedIn that more than 10 percent of the Fortune 1000 now leverage its tech and services.
Global headcount: 760
Global headquarters: Sunnyvale, Calif.
In-person intro: The company flies all new hires in from around the world to meet with execs and learn about company's strategic direction in person.
Valuation: $1.01 billion
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Increasing efficiency: Chicago-based predictive analytics firm Uptake added more than 300 jobs this year. The company’s software analyzes sensor data to improve productivity and decrease failures across a host of industries, from aviation to energy. One example: wind farms. Uptake’s software can predict when parts on a turbine may soon need to be replaced, preventing costly outages.
Global headcount: 800
Global headquarters: Chicago
Your name here: Employees who submit patentable ideas for company review can be awarded up to $2,000 and named inventors if the patent is granted.
Valuation: $2 billion
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Cash, credit, or a loan: Third-party lender Affirm aims to offer shoppers an alternative at the register by providing quick and easy personal loans with fixed monthly payments. The company recently announced it’s available at checkout with more than 1,000 merchants, up from 100 a year ago, often for higher-priced merchandise like furniture and electronics.
Global headcount: 280
Global headquarters: San Francisco
Origin story: Despite just having sold PayPal to eBay for $1.5 billion in 2012, Max Levchin couldn’t get approved for a car loan. He was haunted by minor credit issues racked up in college. The experience proved to him that FICO scores weren’t useful for determining credit worthiness and helped birth the idea for Affirm, where he’s co-founder and CEO.
Valuation: $781 million
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New foundation: Construction projects rarely finish early or under budget. Katerra wants to streamline the process — by owning all of it. With its model, developers don’t parcel out work to contractors who in turn subcontract again, which inflates costs. Katerra oversees everything, from design to materials sourcing and assembly. Its Phoenix, Ariz., manufacturing facility can build a 24-unit apartment building every two weeks.
Global headcount: 850
Global headquarters: Menlo Park, Calif.
Who it’s hiring: The company writes that it looks for employees who can “think big, and lead from any seat.” Another core corporate value: frugality. As the company looks to trim costs from the construction process, one cultural principle is working “in the most cost-efficient manner possible.”
Valuation: $1 billion
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Ding-dong: Video doorbell company Ring turns your smartphone into a surveillance hub, sending you a live feed of your front door. The company, rejected by judges on “Shark Tank” in 2013, went on to generate an estimated $160 million in sales last year. It recently expanded into other user-friendly home security products like floodlight cameras.
Global headcount: 1,500
Global headquarters: Santa Monica, Calif.
Doing battle: In his quest to stay ahead of competitors, CEO Jamie Siminoff treats employees as “confidants in war,” the LA Times reported, “bestowing them with dog-tag-style security badges inscribed with name, start date and title.” Another corporate rarity: Ring’s dozens of team leaders have nearly full autonomy — no mandatory management meetings or even budgets — to encourage speed and innovation.
Valuation: $431 million
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Rethinking real estate: Convene designs and operates corporate meeting spaces, and sees its business model as much more, calling it “workplace as a service.” The company amps up the cool factor of average office buildings by adding high-end touches more common in luxury hotels like microbrew coffee shops and farm-to-table meals. It brought in $40.7 million in revenue in 2016, up from $28.9 million the prior year.
Global headcount: 320
Global headquarters: New York City
Coffee talk: Within a month of starting at Convene, every new hire meets with one or both of the company’s co-founders to chat over coffee. They also receive a giant chocolate business card with their name on it.
Total funding: $113.5 million
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Open classroom: Online education giant Coursera offers a multitude of digital courses on topics from cryptocurrency to game theory. It has grown to over 28 million users globally and is adding nearly a half million new users every month, the company told LinkedIn. Coursera is committed to amping up the technical skills of underemployed people worldwide, often partnering directly with governments to close the skills gap.
Global headcount: 300
Global headquarters: Mountain View, Calif.
Hit the books: Employees enjoy free Coursera courses as well as time during working hours to meet with colleagues in study groups.
Valuation: $800 million
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Customized: Online styling service Stitch Fix pairs customers with its more than 3,000 personal stylists to gauge wardrobe needs and dispatch regular boxes stuffed with clothes, shoes, and accessories. There is a strict separation between the company’s merchandising and data teams to ensure its recommendation algorithms get just the right products into customers’ hands.
Global headcount: 5,800
Global headquarters: San Francisco
On the market: The company recently filed for its much-anticipated IPO; it reported$977 million in revenue in its most recent fiscal year and lost $594,000, although it was profitable in previous years.
Valuation: $314 million
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Alibaba of the West: Wish, a mobile commerce app, connects shoppers directly with the suppliers of everything from down jackets to wireless chargers. This direct access to manufacturers, many of which are in China, means cheaper prices and a huge selection: the site has tens of millions of listed products.
Global headcount: 310
Global headquarters: San Francisco
Making money: The 7-year-old startup has raised over $1 billion in funding from the likes of Founders Fund and GGV Capital. That bet may pay off. Wish has an annual run rate in the “middle single billions” and is profitable, according to Joe Lonsdale, an investor in the company.
Valuation: $3 billion
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Wooing millennials: Online brokerage Robinhood lets members make trades without paying any fees, an appealing proposition for many first-time traders. "Free is pretty difficult,” says co-founder Baiju Bhatt, noting that most of the company’s employees are software engineers focused on building automation into the system to ensure customers can easily trade without human guidance or intervention.
Global headcount: 100
Global headquarters: Palo Alto, Calif.
On the rise: Robinhood doubled its base to 2 million users in the past year, and Bhatt estimates that 90 percent are under age 40. The company expects to double its headcount next year to keep up with the growth.
Valuation: $1.3 billion
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Threats thwarted: Cybersecurity company Darktrace uses AI and machine learning to defend enterprise networks. Rather than building perimeters to keep hackers out, it looks at what normal behavior is in a system and raises alarms when something deviates. The company was founded by mathematicians from the University of Cambridge.
Global headcount: 600
Global headquarters: Cambridge, UK
Unsolved problem: Darktrace has raised $180.5 million in total, including a new $75 million funding round earlier this year, putting its valuation near unicorn territory. Its more than 3,500 customers include even water-supply systems, eager for help. “The problem of cybersecurity is still unsolved,” CEO Nicole Eagan told Bloomberg TV.
Valuation: $825 million
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Get connected: Sprout Social is an enterprise social media management platform that helps companies with the often chaotic task of tending to their presence across multiple social networks. More than 19,000 brands currently use Sprout, and the company has been expanding both its workforce and its capabilities to meet demand. Sprout grew its headcount by 80 percent since September 2016 and added features like Instagram scheduling and a built-in image editor.
Global headcount: 400
Global headquarters: Chicago
Access to the top: All new employees meet with Sprout CEO Justyn Howard shortly after starting. They can ask questions and hear straight from the top boss about the company’s values and vision.
Valuation: $500 million, according to the company.
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Powerhouse partnership: Hyperloop One recently announced an investment from and partnership with Virgin Group that gives Richard Branson a board seat and rebrands the startup: Meet Virgin Hyperloop One. The company, which remains independent, will be able to tap into Virgin’s expertise in operations, safety and passenger experience as it looks to commercialize its first hyperloop systems as early as 2021.
Global headcount: 300
Global headquarters: Los Angeles
Farther and faster: Virgin Hyperloop One’s autonomous system uses electric propulsion through a low-pressure tube, which could reach airplane-equivalent speeds once fully developed. In a second phase of testing in July, its XP-1 pod reached 190 mph and a maximum distance of 1,433 feet, going farther and faster than its initial runs in May.
Valuation: $700 million
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Data driven: Snowflake Computing is a pay-as-you-go data warehouse for the cloud. The 5-year-old company boasts clients like Adobe, Capital One and Sony Pictures and says its sales have increased 300 percent in the past year while its workforce roughly doubled. It raised $105 million earlier this year, bringing its total funding to $210 million, in part to open more sales offices worldwide. It tells LinkedIn it expects to add another 300 jobs next year, a move that would again double the size of the company.
Global headcount: 280
Global headquarters: San Mateo, Calif.
Warm welcome: In a personal touch at the weekly all-hands meeting, CEO Bob Muglia introduces each new employee, asking them to stand as their colleagues provide thunderous applause and cheers.
Valuation: $500 million
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AI to the rescue: ThoughtSpot is an analytics platform that aims to take the pain out of using business intelligence tools. Its AI-powered software lets users ask questions in everyday language, similar to a Google search. Customers include Chevron, Capital One and OpenTable, with the company aiming for 20 million users by 2020.
Global headcount: 220
Global headquarters: Palo Alto, Calif.
In it together: Co-founder and CEO Ajeet Singh describes himself as “Chief Coffee Maker” and sees his job as being there to help others, even if it's just brewing another pot. ThoughtSpot’s commitment to “selfless excellence” extends into a Slack channel where employees can applaud each other for good deeds.
Valuation: $417 million
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Offline marketing magic: Zenreach has transformed free wifi from a service into a tool: brick-and-mortar businesses can collect the email, demographic information and visit behavior of customers just by inviting them to log onto in-store wifi. Companies can then use that information to better target marketing campaigns to the right consumers at the right time.
Global headcount: 220
Global headquarters: San Francisco
Star-studded cast: Zenreach has raised $80 million in funding and collected a star-studded list of investors, including Peter Thiel, Kevin Durant and Ashton Kutcher.
Valuation: $193 million
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Keeping data safe: Storing, protecting and analyzing data is big business, and multiple enterprise startups are competing to own the space. Cohesity has been rapidly gaining momentum with its proprietary technology that allows companies to streamline their backup and data protection while delivering real-time analytics. Its products have wooed the likes of Cisco and Hewlett Packard Enterprise, which are both investors.
Global headcount: 210
Global headquarters: Santa Clara, Calif.
Bonding on the beach: Last December, CEO and founder Mohit Aron paid for all employees and their families to vacation in Hawaii to celebrate the 4-year-old company’s rapid growth.
Valuation: $537 million
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Customer service meets business insight: Pendo is making that ubiquitous — and loathed — emailed customer feedback survey obsolete. Its software leverages in-app surveys, polls and analytics to give product developers more detailed user feedback. Revenue is up 400 percent compared to a year ago, Pendo told LinkedIn.
Global headcount: 150
Global headquarters: Raleigh, N.C.
Better than Bitmoji: The Raleigh, N.C.-based startup plans to double in size this year, with an estimated 150 job openings planned for the next year. New hires can look forward to their own hand-illustrated avatar that lives on Pendo’s website and their own personal coffee mug.
Total funding: $56 million, according to the company.
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Know your customer: Moda Operandi is redefining what it means to be a luxury shopper in a digital age, allowing customers to pre-order clothing, accessories and jewelry straight from the runway online. New this year is Moda Operandi Madison, a private boutique off of New York’s Madison Avenue for exclusive events and appointments.
Global headcount: 200
Global headquarters: New York City
Happy (furry) employees: Dogs are welcome in the office anytime, including at Moda Operandi’s weekly Friday happy hours. Biped employees also get bonus and equity at every level.
Valuation: $330 million
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Open-source operation: Databricks is helping companies like Salesforce, Viacom and Shell accelerate innovation by unifying analytics across engineering teams, data scientists and business partners. The company was founded by the creators of the open-source processing engine Apache Spark and is committed to continuing that open tradition. Databricks believes “that no computing platform will win in the big data space unless it is fully open.”
Global headcount: 220
Global headquarters: San Francisco
This is the droid you’re looking for: Databricks employees enjoy free catered lunch every day, Boba tea twice a week and the chance to spot an R2D2 model around the office daily.
Valuation: $856 million
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Easier apps: Skuid is a champion of the better user experience, believing that low adoption rates of business software traces back to bad UX. Based in Chattanooga, Tenn., Skuid’s platform lets businesses build analytics apps with a drag-and-drop interface instead of coding. It scored a $25 million investment this year from Iconiq, the family wealth manager of tech titans like Mark Zuckerberg.
Global headcount: 175
Global headquarters: Chattanooga, Tenn.
Health, ensured: Skuid covers 100 percent of insurance premiums for its employees and their dependents.
Total funding: $35.62 million
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Taking the pulse: Glint attempts to go beyond the employee-happiness survey of old. One of its newest products, Narrative Intelligence, uses AI to analyze employee comments and provide a visual map of what employees care about. HR execs rejoice: No more reading through thousands of survey comments.
Global headcount: 130
Global headquarters: Redwood City, Calif.
Walk the talk: Based on its own employee feedback, Glint has added programs like No Meeting Wednesdays, volunteer opportunities and adjustable-height desks for all employees.
Total funding: $119.17 million
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Standardizing software: Docker is an open-source platform that allows developers and system administrators to build, ship and run distributed applications. Its container-as-a-service platform packages software into standardized units for easier access by teams and clients, which can speed up software shipments as much as 7x for companies, according to Docker.
Global headcount: 325
Global headquarters: San Francisco
Who needs groceries: Employees at Docker can help themselves to lunch, dinner, snacks, and bottomless cups of coffee at the office.
Valuation: $1.3 billion
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Making free services pay: Credit Karma built a profitable business providing free credit reports, credit monitoring services, and — in the wake of the Equifax breach — free ID monitoring. Its services have attracted 75 million users to date, including almost half of all American millennials, according to the company. This year the fintech startup topped $500 million in revenue and opened new offices in Charlotte and Los Angeles.
Global headcount: More than 700
Global headquarters: San Francisco
Recharge in the office: Perks include an on-site spa for manicures and pedicures, nap nooks and dedicated rooms for music jam sessions, art creation and retro arcade games.
Valuation: $3.5 billion
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Better sleep, wherever: Direct-to-consumer mattress maker Casper has gone beyond its flagship single product. It introduced products like a humidity fighting duvet, an adjustable bed frame and a dog bed. Casper has also gone offline in a big way this year, launching a roving “bedmobile,” retail pop-ups and a Target partnership that puts its products in stores across the U.S.
Global headcount: 350
Global headquarters: New York City
Sleeping on the job: New employees receive a full suite of Casper sleep products, from the mattress to pillows to sheets, to ensure they are well-rested. If mid-afternoon sleepiness hits, they also have access to office nap pods for a quick snooze.
Valuation: $920 million
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Making search flexible: Elastic believes that good things come from connecting the dots — lots and lots of them. The company builds open-source data software for easier search, logging, security and analytics in real-time. Elastic’s products have been downloaded more than 150 million times and its community has grown to more than 100,000 developers across 100 countries.
Global headcount: 600
Global headquarters: Mountain View, Calif.
Distributed talent: Elastic searches far and wide for the best tech talent regardless of location — and embraces a distributed workforce model. The company started with employees in places like Amsterdam, London, Prague and Barcelona.
Valuation: $700 million
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Reported by: Chip Cutter, Susan Jackson, Laura Lorenzetti and Ashley Peterson
Corrections: Valuations and funding for Sprout Social, Udacity, Aryaka Networks, Convoy, Pinterest and Cylance have been updated with information directly from the company. Global headcounts for Ring, Darktrace, Pinterest and Airbnb have been updated. WeWork recently acquired Flatiron School; it was incorrectly stated as the company's first acquisition.
People Analytics
2017年11月05日
People Analytics
刚刚，Workday宣布开放Workday Cloud Platform 进入Paas市场。
刚刚WorkdayCEO Aneel Bhusri 在拉斯维加斯举行的workday Altitude大会中宣布，开放其Workday Cloud Platform 进入Paas 市场。详细地址可以看 这里
Aneel 解释了为什么要进入，以及客户和伙伴们的强烈需求。同时比喻Workday 很像阿波罗登月计划一样，一步一步的来。第一步是HCM ，第二步是国际化，第三步是财务，第四步是棱镜分析与规划，开放平台则是第五步！
我们附录下Aneel 的英文全文帮助大家更好的了解：
“When will Workday open up its platform?”
This question is one of the most frequent ones we’ve received over the years from customers, analysts, and employees alike. And we have always been clear with our response: While opening up the platform was a likely possibility in the future, we needed to stay focused on more immediate priorities for our customers and the requisite needs of our application development teams. Indeed, we had to ensure our technology core offered rock-solid reliability and scalability as well as the flexibility to continually evolve with a rapidly changing business landscape.
Today, we are ready to take a big step forward on our extensibility journey by announcing our intent to open our platform to customers and a broader ecosystem of partners, independent software vendors (ISVs), and developers. The news was shared by our Chief Technology Architect Jon Ruggiero at Altitude, our annual conference for the Workday services ecosystem. This announcement followed an exciting platform hackathon that took place earlier at Altitude and validated that we are on the right path.
And like everything we do, we based our decision on customer input. Simply put, a growing number of customers have been asking for a more open Workday platform. They want to use Workday as a cloud backbone that supports cohesive, digital workflows across multiple business applications—reflective of how their people work and how their businesses operate in today’s hyper-connected, real-time world.
By opening up the Workday Cloud Platform and entering the Platform-as-a-Service (PaaS) market, Workday intends to enable customers and our broader ecosystem to use our platform services to build custom extensions and applications that can significantly enhance what organizations are able to accomplish with Workday.
For instance, customers will be able to create new tasks and business processes to consolidate workflows and they’ll also be able to integrate external applications with Workday using new APIs. This is just a sampling of what will be possible when opening the Workday Cloud Platform, and we’re looking forward to exploring all the ways we can empower our community to develop solutions for more unique business needs, while continuing to benefit from Workday’s contextual data, robust security, battle-tested scalability, and engaging user experience.
While it’s still early days, I believe that opening up the Workday Cloud Platform will prove to be one of most important moves we’ve made since starting the company back in 2005. As a big fan of the Apollo missions, I have been fond of comparing Workday’s strategy to the process of sending a rocket to the moon. HCM was our first booster rocket that launched the company, international expansion was the second stage, Financial Management was the third, and the combination of Planning and Prism Analytics was the fourth and most recent step in our journey. Opening up the Workday Cloud Platform and entering the PaaS market will be number five—a major step for Workday as we continue to innovate and bring increasing value to our customers.
It’s an exciting time for the Workday community, and I look forward to sharing more about this next phase of our journey together in the coming months (hint hint Workday Rising in the fall).
—Aneel
People Analytics
2017年07月12日
People Analytics
2017年9大你不得不看的人力资源科技趋势
引言：人力资源科技正在经历十年来最动荡的时期，从云端到移动端的转变，人工智能的大爆发，现在的一切都在改变，自然传统人力资源也已经过时。随着时代的发展和人力资源行业的重塑，作为HR的领航者你需要以下9大人力资源科技趋势来领航。
HR technology is undergoing one of the most disruptive periods it has seen in a decade. Investors, seeking the next big thing in breakthrough technology, plunged more than $2 billion into HR tech systems and platforms in 2016, according to CB Insights, a venture capital database. While investment to date is on track for a slight decline from last year, deal activity in HR tech has grown consistently in the last 5 years and at the current rate is expected to increase more than 15 percent over 2015. This amazing investment growth—much of it spent on integrated human resource management system (HRMS) platforms for midsize companies—illustrates the industry’s volatility.
That instability is being driven by the shift from cloud to mobile; the explosion in analytics and artificial intelligence; and the emergence of video, social recruiting and wearables in the workplace. Everything is changing, and quickly—including the types of technology HR professionals use, the experiences those systems deliver and the underlying software designs—making many of the traditional HR systems purchased only a decade ago seem out of date.
With these developments and more reshaping HR, business leaders would be wise to understand the following nine technology trends that will shape the year ahead and beyond.
1. The Performance Management Revolution
For almost five years, companies have been throwing away ratings, adding check-ins, developing agile goal systems, and making performance management much more data-driven and team-oriented. But there have been almost no tools in the market to automate this—until now. Today, there are at least a dozen companies selling cloud-based, team-centric performance management applications that connect to HR management or enterprise resource planning systems, many of which:
Manage performance by team, rather than only by hierarchy.
Allow for dynamic team management—that is, the ability to create and change teams quickly.
Make goals transparent and easy to change and track.
Feature check-in mechanisms.
Have built-in pulse surveys, end-of-period surveys, and ad hoc feedback presented via tags and word clouds.
Incorporate development plans that are prepopulated, simple to build and based on data derived from employees in similar roles.
Feature online assessments, help conducting personality assessments and resources to guide managers through difficult conversations.
Can be used with activity streams and other gamification features that make them engaging and browsable.
Are integrated with employee directories and other HR tools to become part of everyday work.
2. An Explosion in Real-Time Engagement Evaluation
Customer and marketing teams have been developing innovative ways to measure customer input for decades. Today, companies are starting to do the same with their employees by making use of always-on, pulse-based feedback systems. Some employers now survey workers quarterly, monthly or even weekly, and many modern systems enable event-based feedback that can be gathered whenever there is a major organizational change.
Not only are these tools becoming critical infrastructure for businesses trying to understand their employees’ needs, they are being integrated with performance management systems, succession planning initiatives, change management strategies and just about every other people practice.
Indeed, feedback-based tools and systems will become a major theme in HR platforms in the coming years.
3. The Rise of People Analytics
I can’t talk about disruptive technology without discussing the enormous strides that have taken place in the field of people analytics. Over the years that I’ve researched this market, organizations have moved from back-office HR data warehouses to advanced analytics and reporting dashboards to predictive models and more.
As analytics models become more prevalent, companies are slowly moving away from building their own solutions to buying them from vendors. Oracle, SAP SuccessFactors, Workday, ADP, Cornerstone, Visier and Ultimate Software all have employee retention predictors (among many other modeling features) embedded in their software. Workday’s system can identify employee job changes that are likely to result in high-performance outcomes (as well as what job moves not to make). The products from Oracle and SuccessFactors can recommend which training employees should have based on their roles and activities at work, and Workday will soon have this functionality as well. Cornerstone’s system can predict which workers are likely to become noncompliant or lapse in their mandatory training and certification. As these embedded models continue to mature, HR departments will need to hire teams that understand them and can apply them effectively.
New approaches for applying feedback and models of performance management have also emerged. One vendor, Starling Trust, offers a system that can analyze patterns of e-mail and other communication to build "trust networks"; it can actually predict where a security leak or fraud is likely to occur. Another company, Humanyze, sells smart badges that monitor workers’ locations and voice tenor to gauge when and where they experience the most stress. This data can be used to help companies reorganize facilities, change meeting times and formats, and drive engagement.
A third recently-acquired vendor also provides tools that analyze e-mails to assess how people’s communications and time management practices differ. The platform can determine, for example, that high-performing salespeople spend more time than their lower-performing peers with certain groups and customers—and that data can be used to nudge others to change their behavior.
It’s time to double down on your investment in analytics. My friends at big companies tell me that it takes a few years—and often a big budget—to clean up HR data, bring it into a consolidated environment and hire an analytics team to start doing the work. Organizations that don’t make this investment are likely to be disrupted by competitors that do.
4. Maturation of the Learning Market
While most big companies have legacy learning management systems (Cornerstone, SumTotal, Saba, Oracle and SuccessFactors, for example), there are many new options available. Products are being reinvented by vendors issuing major new releases. New solutions like Workday Learning, Fuse Universal, SAP Jam and other tools focus on scaling video learning to the enterprise.
There is another category of learning products coming that I call "learning experience platforms." They focus on delivering a "learning platform" and not just a "learning management platform." In other words, they are places to go to browse and learn, and not merely to register for courses.
These new platforms bring YouTube-like video experiences to employees and include features for curation, recommended learning and data-driven recommendations. I predict that this new category of software will become huge as every major company realizes it needs these systems as a complement (or, someday, replacement) for its core learning system. Vendors include Degreed, Pathgather, EdCast, Everwise, LinkedIn Learning and others.
5. A New Landscape for Talent Acquisition
Today’s recruitment and talent acquisition market is enormous—an estimated $240 billion in the United States alone based on research by Bersin by Deloitte. This massive market focuses on tools to help companies:
Find strong job candidates.
Market and brand themselves.
Post and distribute job postings.
Manage and interact with job boards.
Conduct prehire skills assessments.
Perform background screening and psychological testing.
Interview candidates.
Manage the entire complex process from end to end via applicant tracking and recruitment management systems.
These tools are highly strategic for many businesses. Fast-growing technology companies, for example, can make or break their business plans based on how quickly they can find the right engineers, marketing professionals and salespeople. Retailers and seasonal manufacturers need to hire hundreds to thousands of people at critical times during the year, so it is key that they be able to find workers as quickly and effectively as possible at scale.
Today, a new breed of platforms, including those from vendors such as SmartRecruiters, Lever, Greenhouse, Gild and others, have started from scratch, building end-to-end recruitment management systems that handle everything, including sourcing, ad management, analytics, online interviewing, interview management, candidate scoring, ongoing candidate relationship management and onboarding. These tools were designed to directly connect to LinkedIn and other job boards, and they can store candidates’ information so that it can be revisited year after year. In addition to managing applicants, they keep track of candidates and even alumni. Further, they focus on building tools that are easy to use for hiring managers and candidates, and not just recruiters and HR.
6. The Growth of Contingent Workforce Management
Roughly 40 percent of workers in the United States are contingent in some fashion, according to government sources, and many of them look for jobs on special networks. Employers use those same channels to post jobs and find people with specialized skills.
There are two emerging markets that support this new way of working. The first is contingent workforce management systems, such as Fieldglass from SAP, Kronos, Beeline, PeopleFluent, Workday and many others. This sector, which includes software for vendor management, as well as time-tracking and scheduling systems, is highly fragmented with only a few leaders.
The second market is the gig-work networks that match workers to projects. There are dozens of such solutions, including Upwork, Freelancer, Fiverr, Workpop and many others. These platforms have morphed from job networks to recruiting and skills-management sites. Companies such as GitHub (for software engineers), Pixelapse (a collaboration platform for designers) and others are building similar tools for technical domains.
HR professionals interested in exploring new options for finding contingent talent should start by monitoring these affinity sites to build a network of experts for contract work.
7. The Adoption of Team Management Tools
A wide variety of software tools have been designed to facilitate collaboration by making it easier for teams to track their work with features such as real-time messaging, archiving and search. These include Slack, Workboard, Trello, Asana, Wrike, BetterWorks, 15Five, Basecamp, Rallyteam and others. While not all of these applications would be categorized as HR technology tools, most are starting to enter the HR space. (BetterWorks, for instance, is actually an enterprise-class goal management platform.)
The biggest trend taking place in this sector is thesteady shift away from solutions used strictly by HRto those that help employees and managers do their jobs. For example, Workday’s new learning management system and talent management system are designed to enable employees to find their next position in their company, and to then locate and view training and video learning appropriate for that job. There is also a shift toward integrating this type of functionality with Outlook or the workflow management tools employees use every day (such as Slack or Asana).
8. A Wealth of Wellness Apps
The next major area of disruption we can expect in 2017 is the accelerated growth oftools to manage wellness, work/life balance, employee activity and—ultimately—personal performance.
Over the next year, applications for wellness, engagement, recognition and performance management could converge as each of these areas collects information on employee feedback, activity and goals and tries to improve the work environment.
Here’s how this data could come together in the next few years: Core platform providers (such as Oracle, SAP SuccessFactors, Workday, Ultimate Software or others) have built-in analytics engines that correlate data from many sources into a global employee database. These new tools inform the company about what people are doing, how happy they are and how well they are taking care of themselves. Soon we could have a truly integrated view of employee wellness and be able to give workers insights, nudges and advice on ways to make work better, improve productivity and advance their careers.
9. Accelerated Automated HR
HR technology is making bold advances into artificial intelligence, natural language processing and robotic process automation. This huge area covers products that can listen to our voices (such as Amazon Echo, Siri and Viv), augment call center work and connect many systems into a new workflow.
The result of these technologies, including software development tools for mobile devices, is that most HR transactions can be redesigned, not as a series of transactions that people need to perform but as "journey maps" that automate:
The entire employee joining process, not just hiring. That process may include prehire assessment; interviewing; onboarding; new-hire orientation; and the first six months of training, meeting people and learning. One of Deloitte’s clients now gives all candidates an app that helps them apply for a job, accept a position and learn their role, all as part of an integrated experience.
Processes for employee career and job transitions, including assessment, internal job search, job recommendations, interviews, job offers and acceptances, employee moves, level or compensation changes, and orientation and onboarding.
Exploration of retirement options, decisions about retirement plans, exit processes, joining the alumni network, and creating an ongoing relationship between the company and the employee after his or her departure.
Assessment of an employee’s potential, including modules for leadership development, education, networking and coaching, as well as ongoing performance management practices for new supervisors.
Artificial intelligence tools, robotic process automation and self-service transaction integration can facilitate a total redesign of the employee experience, dramatically reducing costs and improving the value of HR.
IBM, for example, now has an artificial intelligence application that helps employees do their own onboarding, finds nearby employees as mentors, and addresses the top 200 questions employees ask in any new position. The entire experience is driven by a natural language bot and has proven successful in driving employee engagement.
Almost every HR tech market will face disruption in 2017. The convergence of mobile computing, video, sensors and artificial intelligence is taking place simultaneously with an intense focus on employee engagement, culture, wellness and productivity. The result will be a new breed of products that will totally reinvent what HR technology—and HR itself—can do.
Josh Bersin is a principal and the founder of Bersin by Deloitte, Deloitte Consulting LLP, a research and advisory consulting firm in enterprise learning and talent management. He is also the keynote speaker at the SHRM India HR Tech '17 Conference & Expo in April.
As used in this article, "Deloitte" means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting.
来源：SHRM
原文链接：https://www.shrm.org/hr-today/news/hr-magazine/0217/Pages/9-HR-Tech-Trends-for-2017.aspx
People Analytics
2017年02月07日
People Analytics
ADP收购Marcus Buckingham 的TMBC公司以扩大人才投资组合
这个收购大家关注的不多，但是其实可以关注下~ 人力资源数据管理和咨询服务，更加凸显！
ADP做了一个不错的买卖！详细可以看英文版本。
TMBC的创始人，Marcus Buckingham 可是大名鼎鼎的人物啊！著名商业思想家、畅销书作家！发现你的优势！打破一切常规！
ADP has acquired The Marcus Buckingham Company (TMBC), an innovator in human capital management (HCM), to bring to ADP clients a more scientific approach to employee engagement and performance. TMBC, and its founder Marcus Buckingham, are pioneers in using data and research to drive talent management practices that help managers build engagement and increase performance in their teams. Their unique approach empowers managers to coach employees based on their strengths and custom-design teams based on those strengths.
TMBC's cloud-based performance and talent management solution, StandOut, couples applications with coaching and education to give team leaders the tools, insights and data needed to turn talent into better employee performance. Built on decades of groundbreaking research that has uncovered the factors that differentiate high-performing teams, this solution will now be offered as ADP StandOut. TMBC has a global client roster that spans a broad range of industries from professional services to hospitality and includes many companies in the Fortune 100.
"At its core, the strength and differentiation of any company lies in its talent," said Carlos Rodriguez, president and CEO, ADP. "That is why we are continuing to invest in data-driven talent management solutions with the acquisition of TMBC. The company's technology and renowned research will add to our existing talent portfolio and puts ADP in a position to better serve the growing number of innovative organizations who are thinking differently about how they manage and engage their talent. We are thrilled to welcome both TMBC's associates and Marcus into the ADP family."
According to the Deloitte Global Human Capital Management Trends 2016 report1, 77 percent of executives say that people analytics are a priority, but only 29 percent think that they are successfully using outside data to predict workforce trends and target the right talent to meet those trends. With that in mind, the acquisition of TMBC helps ADP further deliver on its talent management strategy of helping companies build better workforces through the strategic use of data and research.
Marcus Buckingham is a noted author and speaker and has been featured as a thought leader on talent management and leadership trends in a range of outlets that span The Harvard Business Review and Forbes to Oprah and Larry King.
"In the world of people-at-work, everyone trusts ADP data, so I leapt at the chance to bring to the ADP ecosystem StandOut's data-based insights and tools on people's talents, engagement and performance," said Marcus Buckingham, co-head, the ADP Research Institute. "At a time when so many companies are clamoring for real-time and reliable people data, when they crave tools that leaders and team members actually want to use, the combination of ADP's scale, security and data-integrity with StandOut's focus on real-world teams, is unique and powerful. I'm so excited to see how many companies and people we can serve."
ADP has helped organizations of all types and sizes for more than 60 years unlock the potential of their workforces. ADP's cloud-based talent portfolio -- which includes recruiting, recruiter training, outsourcing, screening and selection, onboarding, learning, goals, performance, data analytics, succession and compensation -- is expanded in breadth and depth with TMBC's technology, consulting and research.
For more information, visit adp.com/standout.
People Analytics
2017年02月04日
People Analytics
GOOGLE 的HRVP Laszlo Bock 离职创业了！《重新定义团队：谷歌如何工作》的作者
《重新定义团队：谷歌如何工作》一书作者、前谷歌人力运营部高级副总裁、谷歌高级顾问Laszlo Bock先生在2017年元旦正式宣布离职创业。
在BOCK先生任职谷歌（2006-2016年） 担任人力运营部负责人的shi年期间，谷歌的员工数从6000增长到近5万，在全球四十多个国家设立了七十多个分支机构。他帮助谷歌创建了人力运营部，并创建了谷歌（也许是世界上）第一个人才数据分析团队。他撰写的《重新定义团队：谷歌如何工作》一书是用人才数据说话的典范，并揭示了改变未来的工作法则。该书曾获《纽约时报》畅销榜第一名，并在国内HR界引起“重新定义”热潮。他本人曾于2014年被《Human Resource Executive Magazine》评为 十 年内对HR行业影响最深远的 十 人之一。
以下是Bock先生刚刚在LinkedIn上发布的信息：
Today I wrap up over a decade at Google. It's been an honor to be a part of the company's story, and a joy to learn so much from so many Googlers. Even more, it was a privilege to build People Operations along with so many exceptional friends and -- together -- to create the first People Analytics team. As for what's next .... (see Google HR chief Laszlo Bock leaving to launch startup By Ethan Baron / December 13, 2016 at SiliconBeat) And with that, here's to an amazing 2017, for all of you and your loved ones!
Google HR chief Laszlo Bock leaving to launch startup
If an HR manager can be called legendary, it would be Laszlo Bock, the man behind the company culture at Google for the past decade, and a driving force behind the firm’s data-driven hiring and famed free-food cafeterias.
Now, Bock is leaving his post as senior vice president of “people operations” to launch a startup. The enterprise will be in “stealth mode” for a while, Bock said in an email to friends and associates. Bock gave a brief description of the startup.
“It hinges on a few ideas: that every job can have meaning, that if you give people freedom they will amaze you, that applied science (which I dubbed ‘people analytics’ a decade back) can illuminate the truth about what really makes people happy and productive, and that it doesn’t take a ton of effort or investment to make things better … but that you can make work better, everywhere,” Bock said in the email.
Replacing Bock as head of human resources at Google will be Eileen Naughton, who had been the vice president of sales and operations for Google in the U.K. and Ireland, Fortune reported.
Sources told Fortune that Naughton was one of the highest-rated Google managers among employees, and that she was a founding member of internal group Women@Google.
According to Fortune, Bock will retain an advisory role at Google. However, in his email he signed himself off as a “soon-to-be-former” senior adviser at Google and its parent company Alphabet, which would appear to mean he won’t be advising or he’ll be doing so in a more informal capacity.
Bock transformed hiring at Google from a “clunky, arduous process that relied on gimmicks like math puzzles on billboards” to a “smooth engine,” according to online magazine Quartz.
“He helped usher in employee-friendly policies like free meals and shuttle buses, and introduced take-your-parents-to-work days,” the article said.
Bock oversaw data-driven hiring practices at Google that “led it to disregard college prestige in job applications, to dramatically change its pay policies, and even change the way it presents food in its cafeterias,” according to a profile in Quartz last year.
Before arriving at Google in 2006, Bock, who has an MBA from Yale was a vice president of HR at General Electric, and before that, a management consultant at McKinsey & Co.
He is the author of “WORK RULES! Insights from Inside Google to Transform How You Live and Lead.”
Slack 应战微软协作工具Teams
Dear Microsoft,
Wow. Big news! Congratulations on today’s announcements. We’re genuinely excited to have some competition.
We realized a few years ago that the value of switching to Slack was so obvious and the advantages so overwhelming that every business would be using Slack, or “something just like it,” within the decade. It’s validating to see you’ve come around to the same way of thinking. And even though — being honest here — it’s a little scary, we know it will bring a better future forward faster.
However, all this is harder than it looks. So, as you set out to build “something just like it,” we want to give you some friendly advice.
First, and most importantly, it’s not the features that matter. You’re not going to create something people really love by making a big list of Slack’s features and simply checking those boxes. The revolution that has led to millions of people flocking to Slack has been, and continues to be, driven by something much deeper.
Building a product that allows for significant improvements in how people communicate requires a degree of thoughtfulness and craftsmanship that is not common in the development of enterprise software. How far you go in helping companies truly transform to take advantage of this shift in working is even more important than the individual software features you are duplicating.
Communication is hard, yet it is the most fundamental thing we do as human beings. We’ve spent tens of thousands of hours talking to customers and adapting Slack to find the grooves that match all those human quirks. The internal transparency and sense of shared purpose that Slack-using teams discover is not an accident. Tiny details make big differences.
Second, an open platform is essential. Communication is just one part of what humans do on the job. The modern knowledge worker relies on dozens of different products for their daily work, and that number is constantly expanding. These critical business processes and workflows demand the best tools, regardless of vendor.
That’s why we work so hard to find elegant and creative ways to weave third-party software workflows right into Slack. And that’s why there are 750 apps in the Slack App Directory for everything from marketing automation, customer support, and analytics, to project management, CRM, and developer tools. Together with the thousands of applications developed by customers, more than six million apps have been installed on Slack teams so far.
We are deeply committed to making our customers’ experience of their existing tools even better, no matter who makes them. We know that playing nice with others isn’t exactly your MO, but if you can’t offer people an open platform that brings everything together into one place and makes their lives dramatically simpler, it’s just not going to work.
Third, you’ve got to do this with love. You’ll need to take a radically different approach to supporting and partnering with customers to help them adjust to new and better ways of working.
When we push a same-day fix in response to a customer’s tweet, agonize over the best way to slip some humor into release notes, run design sprints with other software vendors to ensure our products work together seamlessly, or achieve a 100-minute average turnaround time for a thoughtful, human response to each support inquiry, that’s not “going above and beyond.” It’s not “us being clever.” That’s how we do. That’s who we are.
We love our work, and when we say our mission is to make people’s working lives simpler, more pleasant, and more productive, we’re not simply mouthing the words. If you want customers to switch to your product, you’re going to have to match our commitment to their success and take the same amount of delight in their happiness.
One final point: Slack is here to stay. We are where work happens for millions of people around the world.
You can see Slack at work in nearly every newsroom and every technology company across the country. Slack powers the businesses of architects and filmmakers and construction material manufacturers and lawyers and creative agencies and research labs. It’s the only tool preferred by both late night comedy writers and risk & compliance officers. It is in some of the world’slargest enterprises as well as tens of thousands of businesses on the main streets of towns and cities all over the planet. And we’re just getting started.
So welcome, Microsoft, to the revolution. We’re glad you’re going to be helping us define this new product category. We admire many of your achievements and know you’ll be a worthy competitor. We’re sure you’re going to come up with a couple of new ideas on your own too. And we’ll be right there, ready.
— Your friends at Slack
People Analytics
2016年11月03日
People Analytics
招聘文本分析创企Textio，获800万美元A轮融资来源：猎云网（编译：竹子）
Textio，一家分析特定情景中的词汇和语言的创企，今天宣布完成了由Emergence Capital领投的800万美元A轮融资。Cowboy Ventures、Bloomberg Beta和Upside Partnership也参与了此次融资。
Textio的第一款工具瞄准的是人才并购领域如招聘。创始人Snyder发现，某些特定的词汇和设计对应聘者更有吸引力，于是这些预测分析就被吸纳进了Textio的服务里。Textio可以分析一个公司的职务说明、绩效考核与其它备案，并判断这些文案是否可以为公司取得最佳效果。
该软件利用人工智能技术扫描招聘文本信息，然后向公司建议进行调整，以提高该公司吸引能力强的应聘者的机会。比如，有重点句的职位招聘总是比没有的更吸引求职者。Textio的软件还会建议各公司引进更多样化的应聘者。例如女性职场人士通常不会参与办公室内斗，或通常不会从事代码类的工作。
Textio成立于去年秋天，它的两位创始人 Kieran Snyder 和 Jensen Harris 分别是微软和亚马逊的前员工，Kieran Snyder之前致力于科技公司中性别歧视的研究，同时曾在微软、亚马逊任职语言学家，Jensen Harris曾在微软工作过16年。Textio创办后不到5个月，就在今年2月份拿到了150万美元的融资。
Textio主要以三个方面来衡量相关的科技短语：一是申请包含该短语岗位的应聘者人数；二是满足该词语要求技能的应聘者在全部应聘者中的百分比；第三是工作招聘发出后多久能够招到相关的人才。
虽然目前它的用处在于职位招聘，但很明显，这些技术可以被用到其他很多方面，比如邮件、简历以及其他各类信息。如果技术运行良好，理论上它可以为各类文档搭建分数库，这或许也是吸引投资人的地方。
Textio还有其他有价值的过人之处吗？大概就是它的客户了吧。目前使用Textio服务的企业有Twitter、Atlassian、Starbucks、Square和Microsoft等等。自然语言处理技术有广阔的应用领域，这又是对投资人的另一大强烈吸引。
Snyder表示，Textio目前可以识别出超过6万句短语词组，而这一数据还在持续增长。它会研究词汇是以何种方式组合在一起，比如词组中动词的密度和其他语法相关的特性。基于以上种种，最后给出评定分数。
当然，Textio也有不少潜在的竞争对手，诸如IBM Watson理论上也能分析文本并给出类似的结果。不过Snyder表示他们的优势在于专注的内容领域更具体。
Textio, A Startup That Analyzes Text Performance, Raises $8M
Textio CEO Kieran Snyder took a quantitative approach to how language worked in her linguistics studies. And when she and her co-founder Jensen Harris were leaving Microsoft to start a new company, it was only natural that it would be centered around language in some way.
That’s how Textio, a startup that analyzes text for how well words and phrases perform in certain scenarios, was born. The company today said it raised $8 million in a financing round led by Emergence Capital. Cowboy Ventures, Bloomberg Beta, and Upside Partnership also participated in the financing round.
“We had this premise that word processing in text hadn’t been disrupted in a while, from command line to GUI,” CEO Kieran Snyder said. “We had the internet come along, it was about social and sharing, and we think that AI and the set of related technologies is the next big disruptor of text. If you know the performance of a document before it’s ever published then you can fix it before it’s published.”
Textio’s first tool looks at talent acquisition documents — like job postings — to determine how well they will perform among candidates. Certain words and layouts attract more candidates than others, Snyder found, and those predictive analytics are baked into the service. For example, Textio shows that job postings with bullet points tend to perform better than job postings without them.
Right now it’s used for talent acquisition documents, but it’s pretty easy to see that the technology can be applied to documents that include common phrases — such as email, resumes, or other kinds of messages. If the technology works, it can theoretically begin building up scores for those kinds of documents, which is likely what attracted investors to the product and the team.
Another reason it might be so valuable to investors? Its customers. Already Textio is being used by companies like Twitter, Atlassian, Starbucks, Square and Microsoft. Natural Language Processing technology has very broad applications if done right, which makes it an attractive bet for many investors.
Textio recognizes more than 60,000 phrases with its predictive technology, Snyder said, and that data set is changing constantly as it continues to operate. It looks at how words are put together — such as how verb dense a phrase is — and at other syntax-related properties the document may have. All that put together results in a score for the document, based on how likely it is to succeed in whatever the writer set out to do.
Given who’s likely using Textio, it’s important that it feels easy to use — hence the highlighting and dropdown boxes rather than readouts. Snyder said, at its core, Textio can’t feel like a statistics tool, and that’s probably because the kinds of people using it might not always be NLP experts.
Of course, there are potential competitors in the space when it comes to natural language processing. There are tools like IBM Watson that can analyze text and, in theory, pull off a similar result. But Snyder says Textio’s results will be better because they are content-specific — like in the case of talent-acquisition documents.
Source:TC
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