【数据】当前82% 的员工认为机器人可以比人类能够更好地支持他们的工作-来自甲骨文的调查
根据甲骨文公司和人力资源研究与咨询公司Workplace Intelligence的一项新研究，在COVID-19大流行病让人们感到孤独和与自己的生活脱节之后，人们正在转向机器人来支持他们的职业发展。、这项对13个国家的14600多名员工、经理、人力资源部门领导人和C级管理人员的研究发现，世界各地的人都曾在个人和职业生活中感到困顿，但都准备重新掌控他们的未来。
全球劳动力感到孤独、失联和失控
一年多的封锁和大流行病带来的持续的不确定性，使许多工人处于情绪混乱之中，感觉他们的生活和事业失去了控制。
·80%的人受到了去年的负面影响，许多人在经济上挣扎（29%）；精神健康下降（28%）；缺乏职业动力（25%）；感觉与自己的生活脱节（23%）。
·62%的人认为2021年是有史以来工作压力最大的一年。超过一半（52%）的人在2021年比2020年更多地在工作中与心理健康作斗争。
· 自这一流行病开始以来，感觉对个人和职业生活几乎没有控制力的人的数量翻了一番。人们指出，他们对自己的未来（43%）、个人生活（46%）、职业（41%）和关系（39%）失去了控制。
·76%的人在个人生活中感到束手无策，对自己的未来感到焦虑（31%）；被困在相同的日常工作中（27%）；比以前更孤独（26%）。
人们有动力做出改变，但面临巨大挑战
尽管在过去的一年中存在挣扎，世界各地的人们都渴望在他们的职业生活中做出改变。
·93%的人利用过去的一年来反思他们的生活，88%的人说，自大流行病以来，成功的意义对他们来说已经发生了变化，工作与生活的平衡（42%）；心理健康（37%）；和工作场所的灵活性（33%）现在是最重要的。
·75%的人感觉在职业上被卡住了，因为他们没有增长的机会来发展他们的事业（25%），并且太过疲惫而无法做出任何改变（22%）。
·70%的人说，在事业上的困顿感对他们的个人生活也产生了负面影响，因为他们增加了额外的压力和焦虑（40%）；导致个人的困顿感（29%）；并使他们的注意力从个人生活中转移（27%）。
·83%的人已经准备好做出改变，但76%的人说他们正面临重大障碍。最大的障碍包括财务不稳定（22%）；不知道什么样的职业变化对他们有意义（20%）；没有足够的信心做出改变（20%）；以及在他们的公司看不到增长机会（20%）。
·进入2022年，职业发展是首要问题，许多人愿意放弃关键的福利，如休假时间（52%）；货币奖金（51%）；甚至部分工资（43%）以获得更多的职业机会。
·然而，85%的全球劳动力对其雇主的支持不满意。他们正在寻找组织提供更多的学习和技能发展（34%）；更高的薪水（31%）；以及在公司内担任新角色的机会（30%）。
世界各地的员工都渴望获得新技能，并向技术寻求帮助
为了在不断变化的工作场所动态中留住和培养顶尖人才，雇主需要比以往更关注员工的需求，并利用技术提供更好的支持。
·85%的人希望技术能够通过识别他们需要发展的技能（36%）；推荐学习新技能的方法（36%）；以及提供实现职业目标的下一步措施（32%）来帮助确定他们的未来。
·75%的人将根据机器人的建议做出生活上的改变。
·82%的人认为机器人能比人类更好地支持他们的职业，包括提供无偏见的建议（37%）；快速回答有关他们职业的问题（33%）；或寻找适合他们当前技能的新工作（32%）。
人们认为人类在职业发展中仍有重要作用，并认为人类更善于通过以下方式提供支持：根据个人经验提供建议（46%）；识别优势和劣势（44%）；超越简历，推荐适合个人性格的角色（41%）。
·87%的人认为他们的公司应该做更多的事情来倾听他们的需求，55%的人更有可能留在一个使用人工智能等先进技术来支持职业发展的公司。
"过去的一年半改变了我们的工作方式，包括我们的工作地点，对很多人来说，我们为谁工作。虽然对员工和雇主来说都有很多挑战，但这也是一个改变工作场所的好机会，"Workplace Intelligence的管理合伙人Dan Schawbel说。"结果清楚地表明，对技能和职业发展的投资现在是雇主的一个关键差异化因素，因为它在员工感到他们可以控制自己的个人和职业生活方面发挥了重要作用。对员工进行投资并帮助他们寻找机会的企业将收获一支富有成效、参与度高的劳动力。"
"去年为未来的工作设定了一个新的方向。令人惊讶的是，在全球大流行的压力、焦虑和孤独中，员工找到了他们的声音，变得更有力量，现在正在为他们想要的东西发声，"Oracle云HCM高级副总裁Yvette Cameron说。"工作场所不断变化的性质改变了人们对成功的思考方式，并重新设定了人们对组织如何能够最好地支持他们的期望。为了吸引和留住人才，企业需要更加重视帮助员工识别和发展新技能，并提供个性化的职业旅程，使他们能够重新感觉到对自己职业生涯的掌控。"
英文原文：
AUSTIN, Texas, Oct. 26, 2021 /PRNewswire/ -- People are turning to robots to support their career development after the COVID-19 pandemic left them feeling lonely and disconnected from their own lives, according to a new study by Oracle and Workplace Intelligence, an HR research and advisory firm. The study of more than 14,600 employees, managers, HR leaders, and C-level executives across 13 countries found that people all around the world have felt stuck in their personal and professional lives but are ready to regain control of their futures.
The global workforce feels lonely, disconnected, and out of controlMore than a year in lockdown and the continued uncertainty due to the pandemic has left many workers in emotional turmoil, feeling like their lives and careers are out of control.
80 percent of people have been negatively impacted by the last year, with many struggling financially (29 percent); suffering from declining mental health (28 percent); lacking career motivation (25 percent); and feeling disconnected from their own lives (23 percent).
62 percent found 2021 to be the most stressful year at work ever. More than half (52 percent) of people struggled with mental health at work more in 2021 than in 2020.
The amount of people who feel little to no control over their personal and professional lives doubled since the start of the pandemic. People noted they have lost control over their futures (43 percent); personal lives (46 percent); careers (41 percent); and relationships (39 percent).
76 percent of people feel stuck in their personal lives, feeling anxiety about their future (31 percent); trapped in the same routine (27 percent); and more loneliness than ever before (26 percent).
People are motivated to make changes, but are facing big challengesDespite struggles over the last year, people around the world are eager to make changes in their professional lives.
93 percent of people used the past year to reflect on their lives and 88 percent said the meaning of success has changed for them since the pandemic, with work-life balance (42 percent); mental health (37 percent); and workplace flexibility (33 percent) now top priorities.
75 percent feel stuck professionally, because they don't have growth opportunities to progress their career (25 percent) and are too overwhelmed to make any changes (22 percent).
70 percent of people say feeling stuck in their career has negatively impacted their personal lives as well by adding extra stress and anxiety (40 percent); contributing to feeling stuck personally (29 percent); and taking focus away from their personal lives (27 percent).
83 percent of people are ready to make a change, but 76 percent said they are facing major obstacles. The biggest hurdles include financial instability (22 percent); not knowing what career change makes sense for them (20 percent); not feeling confident enough to make a change (20 percent); and seeing no growth opportunities at their company (20 percent).
Going into 2022, professional development is top of mind with many willing to give up key benefits such as vacation time (52 percent); monetary bonuses (51 percent); and even part of their salary (43 percent) for more career opportunities.
However, 85 percent of the global workforce are not satisfied with their employer's support. They are looking for organizations to provide more learning and skills development (34 percent); higher salaries (31 percent); and opportunities for new roles within their company (30 percent).
Employees around the world are hungry for new skills and turning to technology for helpTo retain and grow top talent amidst changing workplace dynamics, employers need to pay attention to employee needs more than ever before and leverage technology to provide better support.
85 percent of people want technology to help define their future by identifying skills they need to develop (36 percent); recommending ways to learn new skills (36 percent); and providing next steps to progress towards career goals (32 percent).
75 percent of people would make life changes based on robot recommendations.
82 percent believe robots can support their careers better than a human by giving unbiased recommendations (37 percent); quickly answering questions about their career (33 percent); or finding new jobs that fit their current skills (32 percent).
People believe humans still have a critical role to play in career development and believe humans are better at providing support by offering advice based on personal experience (46 percent); identifying strengths and weaknesses (44 percent); and looking beyond a resume to recommend roles that fit personalities (41 percent).
87 percent of people believe their company should be doing more to listen to their needs and 55 percent are more likely to stay with a company that uses advanced technologies like AI to support career growth.
Supporting Quotes:"The past year and a half changed how we work including where we work and, for a lot of people, who we work for. While there have been a lot of challenges for both employees and employers, this has been an opportunity to change the workplace for the better," said Dan Schawbel, managing partner, Workplace Intelligence. "The results clearly show that investment in skills and career development is now a key differentiator for employers as it plays a significant role in employees feeling like they have control over their personal and professional lives. Businesses that invest in their employees and help them find opportunities will reap the benefits of a productive, engaged workforce."
"The last year set a new course for the future of work. Surprisingly, amongst the stress, anxiety, and loneliness of the global pandemic, employees found their voice, became more empowered, and are now speaking up for what they want," said Yvette Cameron, senior vice president, Oracle Cloud HCM. "The evolving nature of the workplace shifted the way people think about success and reset people's expectations for how organizations can best support them. To attract and retain talent, businesses need to place a higher priority on helping employees identify and develop new skills and provide personalized career journeys so they can feel in control of their careers again."
Learn more about this global report here: https://www.oracle.com/human-capital-management/ai-at-work/
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【美国】工作洞察平台Fin完成 2000 万美元 A 轮融资，并任命前 Twilio 高管为首席执行官
Fin是领先的 Work Insights 平台，可将跨应用程序的数据转化为企业客户的生产力洞察力，今天宣布了由 Coatue 领投的2000 万美元A 轮融资，First Round 参与Capital、Accel 和Kleiner Perkins。Fin 的客户包括一些世界上发展最快的公司，它利用技术来分析关键的员工工作流程，并为运营团队揭示更高效的工作方式。
Fin 还聘请了企业 SaaS 行业资深人士、前 Twilio 高管 Evan Cummack 担任首席执行官。
“在短短 18 个月内，现代工作场所从一个艰巨的管理挑战变成了完全混乱。知识工作者在不同地点工作，使用的 SaaS 应用程序比以往任何时候都多，但绝大多数公司对Fin 首席执行官 Evan Cummack 说：“所有这些应用程序如何执行关键的业务工作流。“公司最大的资产是他们的员工。通过让团队深入了解特定的工作流程和技术组合如何影响生产力，我们帮助团队不断学习和改进，使公司能够取得更好的成果，并就软件投资和自动化做出更明智的决策。Fin正在重新构想知识工作的未来以及人力和软件投资之间的关系。”
Fin 的专有软件可以跨多个应用程序进行实时生产力测量，同时提供指导经理优化流程、指导和技术的洞察力。Fin 易于实施但功能强大的浏览器插件可解锁复杂的大数据分析，快速揭示团队如何实际使用技术进行工作。该平台以独特的方式使员工能够管理他们的成功，同时让公司能够发现原本不会被注意到的机会和瓶颈，从而带来更好的运营和客户体验 (CX) 结果。
Coinbase技术和分析总监Will Zhou表示：“当我们的联络中心座席去年开始在家工作时，我们寻找新的解决方案来了解生产力并保持客户对 Coinbase 的期望的高度安全性。” “Fin 为我们如何在快速增长时期启用远程团队提供了重要见解。此后，我们在我们的 CX 员工队伍中更广泛地部署了 Fin。”
今天使用 Fin 的公司已经能够：
设计更好的流程：通过统一跨应用程序的工作流来识别瓶颈并更好地部署人员和技术；
复制顶尖人才：通过观察顶尖人才的习惯来改进培训和程序；
并支持法规遵从性：通过提供必要的审计跟踪和促进数据丢失预防。
客户已经看到了快速的结果，例如团队利用率和参与度提高了 16%，支持工单处理时间减少了 25%，政策合规性增加了 71%，等等。
Fin 将利用其 A 系列的资金通过投资于销售、营销和研发来加速进入新市场的增长。为了支持这一增长，Fin 最近从 Twilio、LinkedIn、Coupa、Slack 和 Google 聘请了经验丰富的高管。
“在过去的几年里，我们看到公司越来越多地在软件开发、用户采用、上市等方面衡量和衡量结果。然而，公司并没有在他们的许多核心业务中应用这些相同的原则，”说Coatue 合伙人Arielle Zuckerberg。“我们很高兴与 Fin 合作，因为他们使用高度灵活的数据方法和以人为本的方法来帮助公司更好地了解其运营中的生产力。我们相信这代表了一个巨大的未开发市场，具有令人印象深刻的增长潜力。”
关于 FinFin 是一个工作洞察平台，旨在让员工和公司深入了解更好的工作方式，最终提高团队参与度和底线。Fin 总部位于旧金山，由Venmo 联合创始人Andrew Kortina和Facebook 前产品副总裁兼 Slow Ventures 合伙人Sam Lessin 组成的经验丰富的团队创立。
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