人才管理系统在多元化、公平和包容倡议中的作用
在当今全球化和相互关联的世界中，多样性、公平性和包容性（DEI）已成为组织成功的关键要素。企业越来越认识到多元化员工队伍、公平实践和包容性文化在推动创新、提高绩效和员工满意度方面的价值。人才管理系统在这些多元化、包容和创新（DEI）举措中发挥着举足轻重的作用，它提供先进的工具和分析方法来衡量、监控和提升多元化、包容和创新（DEI）的成果。
了解人才管理系统
人才管理系统是一种集成软件平台，旨在管理人力资源的各个方面，包括招聘、入职、绩效管理、学习与发展、继任规划和薪酬。人才管理系统可帮助企业简化人力资源流程，提高数据准确性，并通过高级分析提供战略洞察力。
人才管理系统的关键组成部分
招聘和入职： 人才管理系统通过自动化职位发布、候选人跟踪和入职程序来促进招聘流程，确保新员工顺利入职。
绩效管理： 人才管理系统通过目标设定、绩效考核和反馈机制实现持续的绩效监控。
学习与发展： 人才管理系统通过提供培训计划、电子学习模块和职业发展规划，支持员工发展。
继任规划： 人才管理系统有助于在组织内部识别和培养未来的领导者。
薪酬管理： 人才管理系统通过数据驱动的薪资基准和激励规划，确保公平公正的薪酬做法。
将 “多元化、平等、包容 ”纳入人才管理系统
将多样性、公平性和包容性（DEI）融入人才管理系统（Talent Management System），对于旨在营造更具包容性、公平性和多样性的工作场所的组织而言，是一项至关重要的战略。这种整合可确保多元化、包容性和包容原则不仅仅是理论上的，而是积极融入人才管理的方方面面，从招聘和入职，到绩效管理和继任规划。
确定 DEI 目标和衡量标准
将 DEI 纳入人才管理系统的第一步是制定明确的 DEI 目标和衡量标准。这些目标和指标应与组织的总体使命、价值观和战略目标相一致。例如，目标可能包括增加领导职位中代表性不足群体的代表性、实现薪酬公平或提高整个员工队伍的文化胜任能力。衡量标准应具体、可衡量、可实现、相关、有时限（SMART），为跟踪进展和问责提供明确的框架。
审计现有的人才管理系统，以促进融合 DEI
对现有的人才管理系统进行一次彻底的审计，对于找出差距和机会以整合 DEI 至关重要。这包括审查当前的招聘做法、绩效评估、培训计划和继任规划流程，以确保它们促进多样性和包容性，并且没有偏见。审计还应评估人才管理系统界面对所有员工（包括残疾员工）的无障碍性。
在招聘工作中纳入 “残疾人平等参与 ”标准
招聘是融合 DEI 能够产生重大影响的一个基本领域。人才管理系统可促进盲人招聘流程，去除申请表中的身份信息，从而减少无意识的偏见。应审查和制定职位说明和标准，以吸引多样化的候选人。此外，利用人才管理系统的分析功能，组织可以跟踪申请人库的多样性，并确定招聘过程中可能出现偏见的阶段，从而进行有针对性的干预。
加强绩效管理
将 DEI 纳入绩效管理系统对于确保所有员工享有平等的表彰和晋升机会至关重要。应将德育目标纳入绩效评估，鼓励管理人员考虑员工如何为包容性工作场所做出贡献。反馈机制的设计应公平、公正，并对管理人员进行培训，使其认识到在绩效考核中如何减少偏见。
促进包容性学习与发展
人才管理系统应支持包容性学习与发展计划，以满足员工的不同需求。这包括提供有关 DEI 主题的培训，如无意识偏见、文化能力和包容性领导力。确保包括残疾员工在内的所有员工都能获得学习资源也至关重要。人才管理系统可以跟踪这些计划的参与情况和成果，帮助评估其影响并确定需要改进的地方。
实施公平的继任规划
接班人计划应从 DEI 的角度出发，确保多元化人才拥有平等的领导力发展机会。人才管理系统可帮助识别来自代表性不足群体的高潜力员工，并为他们提供量身定制的发展计划。导师和赞助计划也可纳入人才管理系统，以支持多元化员工的职业发展。
确保薪酬公平
人才管理系统中的薪酬管理应透明、公平。企业可以利用人才管理系统分析进行薪酬公平审计，发现并解决任何差异。向所有员工有效传达清晰一致的薪酬政策有助于建立信任并确保公平。
利用人才管理系统衡量发展指数成果
衡量 DEI 成果对于了解 DEI 计划的有效性以及做出以数据为导向的改进决策至关重要。人才管理系统为跟踪和分析整个组织的 DEI 指标提供了一个强大的框架。
关键的 DEI 指标
多样性指标： 这些指标包括性别、种族、民族、年龄、残疾和其他相关类别的人口统计数据。人才管理系统可以跟踪从初级职位到高管职位的不同组织级别的多样性。
公平指标： 这些指标侧重于薪酬公平、晋升率和获得发展机会的机会。人才管理系统可以发现差距，并帮助组织实施纠正措施。
包容性指标： 通过员工参与度调查、反馈机制和保留率来衡量包容性。人才管理系统可以分析这些数据，评估组织文化的包容性。
衡量 DEI 的工具和技术
仪表盘和分析： 人才管理系统仪表盘可实时洞察员工发展指数指标，使人力资源专业人员能够监控进展情况并识别趋势。
调查和反馈工具： 人才管理系统可促进定期开展员工调查，以收集有关包容性的反馈意见，并确定需要改进的领域。
基准和报告： 人才管理系统允许组织根据行业标准来衡量其 DEI 表现，并生成全面的利益相关者报告。
利用人才管理系统提升多元化、平等和包容成果
要提高多元化、公平和包容（DEI）成果，就必须采取全面的战略方法，将 DEI 原则融入组织运营的方方面面。以下是有效提高多元化、平等与包容成果的几项关键策略：
数据驱动决策
利用数据分析对于确定发展融合的差距和衡量进展情况至关重要。各组织应利用人才管理系统（Talent Management System）来收集、分析和解释有关多元化指标的数据，如代表性、薪酬公平性、晋升率和员工参与度等。这种以数据为导向的方法使组织能够确定需要改进的具体领域，并据此调整干预措施。定期更新和审查多元化发展指标可确保各项战略保持相关性和有效性。
持续监测和评估
应持续监测和评估 DEI 措施，以评估其影响和效果。这包括建立定期反馈机制和进行定期 DEI 审计。纳入人才管理系统的员工调查和反馈工具可以深入了解工作场所的文化和组织的包容性。通过不断评估发展型企业倡议，组织可以调整和完善其战略，以更好地实现其发展型企业目标。
员工参与和培训
让员工参与 DEI 工作对于创建真正的全纳工作场所至关重要。持续开展 “全纳工作 ”培训计划有助于提高员工对无意识偏见、文化胜任力和全纳行为的认识。所有员工，尤其是担任领导和管理职位的员工，都必须参加这些培训计划，以确保整个组织都能理解并践行 “全员参与 ”原则。此外，促进有关 DEI 问题的公开对话，鼓励员工资源小组（ERGs），也能进一步促进参与和包容。
培养全纳型领导
培养全纳型领导是持续开展 DEI 工作的关键。各组织应注重发现和培养担任领导职务的多元化人才。这可以通过有针对性的继任规划、指导和赞助计划来实现。包容性领导力培训应强调多元化视角的重要性，并教导领导者如何营造包容性环境，让所有员工都能感受到自己的价值，听到自己的声音。通过建立包容性领导人才梯队，各组织可以确保对 “促进可持续发展的企业教育 ”的长期承诺。
透明的沟通
透明地沟通 DEI 的目标、进展和挑战，对于在组织内部建立信任和问责至关重要。定期向员工通报有关发展型企业倡议的最新情况并分享成功案例，可以激励员工继续努力并参与其中。清晰的沟通还包括坦诚地指出组织在哪些方面存在不足，并概述解决这些问题的具体步骤。这种透明性可以培养一种信任文化，并使员工对 DEI 的成果承担集体责任。
公平的人才管理实践
确保从招聘到薪酬等所有人才管理实践的公平性，是提高发展融合成果的基础。各组织应实施公正的招聘流程、公平的绩效评估和公平的薪酬政策。人才管理系统可以帮助识别和解决这些过程中可能存在的偏见，确保所有员工享有平等的晋升和表彰机会。公平的人才管理实践不仅能促进公平，还能提高员工的满意度和留任率。
社区和合作伙伴参与
与外部社区接触，并与促进 DEI 的组织建立伙伴关系，也能增强 DEI 的成果。与不同的专业网络、教育机构和注重可持续发展教育的组织合作，可以获得不同的人才库和新的视角。这些伙伴关系还可以为组织内的 DEI 计划提供额外的资源和支持。
人才管理系统在 DEI 行动中的未来
随着技术和分析技术的进步，人才管理系统在 “促进可持续发展的教育 ”计划中的应用前景广阔，为提高 “促进可持续发展的教育 ”的成果提供了新的机遇。
新兴趋势
人工智能和机器学习： AI 和 ML 可以帮助识别招聘和绩效评估中的无意识偏见，提供更客观的见解。
预测分析： 人才管理系统可以利用预测分析来预测人才发展指数趋势，并在潜在挑战出现之前加以识别。
增强员工体验： 未来的人才管理系统将专注于创造个性化的员工体验，以促进包容性和参与度。
与其他系统集成： 将人才管理系统与其他组织系统（如 CRM、ERP）整合，可提供有关 DEI 及其对业务绩效影响的整体视图。
挑战与机遇
数据隐私与道德： 随着人才管理系统收集更多数据，确保数据隐私和合乎道德地使用数据至关重要。
可扩展性： 在大型全球性组织中实施人才管理系统来实施 DEI 计划可能很复杂，需要可扩展的解决方案。
持续改进： 各组织必须致力于不断改进和适应其 DEI 工作，以跟上不断变化的社会期望。
人才管理系统对于推进组织内的多元化、公平和包容举措至关重要。通过将多元化、平等和包容纳入人才管理系统，衡量多元化、平等和包容的成果，并利用人才管理系统来提高这些成果，组织可以创建更加多元化、平等和包容的工作场所。案例研究和最佳实践证明了人才管理系统对促进平等和包容工作的积极影响，强调了领导承诺、员工参与和透明报告的重要性。
绩效管理
2024年07月18日
绩效管理
【HR术语】什么是人力资源流程（What are HR processes?）
什么是人力资源流程？
人力资源流程是指支持员工生命周期和积极员工体验所需的基本战略。每个人力资源流程都遵循复杂的路径，需要根据具体参数和目标进行战略规划。虽然每个流程都有自己的程序，但所有流程都是相互依存的。
人力资源流程有哪些例子？
核心人力资源流程包括：
人力资源规划
招聘
甄选
招聘
入职
培训
员工关系
绩效考核
福利管理
绩效管理
离职
例如，让我们深入了解一下绩效管理，以了解流程是什么样的。绩效管理包括评估员工的生产力、效率和工作质量，同时通过辅导和培训提供绩效改进方案。作为一种人力资源流程，绩效管理包括以下内容：
建立清晰的公司愿景
制定切合实际的个人目标
持续提供建设性反馈
提供提高技能的机会
要设计有效的绩效管理流程，人力资源部门必须首先确保领导层与各部门的组织战略保持一致，确保绩效管理制度可信、透明，并确保有适当的框架来完成流程的每个步骤。只有这样，人力资源部门才能着手开展绩效管理流程，即规划、检查专业人员的工作情况并审查他们的工作表现。
人力资源领导为什么要关注人力资源流程？
人力资源流程就像组织的动脉，为每个部门输送命脉，促进整个公司的健康发展。系统化的方法可以帮助人力资源领导者促进高效的流程，从而提高工作效率、员工保留率和工作参与度。
人力资源流程和系统有什么区别？
系统是由相互依存的流程组成的统一整体。人力资源管理系统包含所有人力资源流程，形成一个具有凝聚力的单元，从而使公司能够管理其员工队伍，为客户提供有价值的服务或产品。如今，大多数人力资源系统都以软件为基础，涉及数字自动化。
什么是端到端人力资源流程管理？
端对端人力资源流程管理是指人力资源部门负责自始至终执行每一个人事流程。流程管理是全面的，包括将每项任务分解为更小的步骤，以便流程能够顺利进行。
例如，端到端的入职培训并不涉及人力资源团队必须在某个阶段完成的杂乱职责。相反，入职培训要求在流程开始和结束时采取一系列行动。初始阶段可能包括通过电子邮件向应聘者发出工作邀请、完成新员工文书工作以及发送信息欢迎包。
相比之下，最后阶段可能包括通过电子邮件向团队经理发送入职日程表，以及为新团队成员安排欢迎会。
人力资源流程自动化有哪些优势？
人力资源流程自动化可协助公司完成人力资源流程，如招聘、雇用、支付、提高技能和离职。自动化使人力资源流程更上一层楼，同时还能改善以下方面：
效率
劳动力规划
招聘
留住员工
员工体验
遵守劳动法
误差范围
人力资源领导者如何有效管理人力资源流程？
人力资源领导者可以在流程管理中采用以下方法：
审查目标。人力资源领导者应定期检查流程目标与公司目标是否一致。通过提出一系列以目标为导向的问题进行重新评估，人力资源部门可以确保他们朝着预期的方向前进。
让自动化发挥作用。人力资源技术自动化有助于流程更顺畅地运行。例如，团队成员和管理人员可以使用任务清单，而不是在待办事项清单上手写无数个项目。这样既能提醒人们自己的职责，又能方便地进行来回协作。在入职、离职和员工调动等流程中，技术自动化为专业人员之间的重要沟通提供了便利。
在框架内保持灵活性。使用久经考验的管理方法可以帮助人力资源部门跟踪进展，找出需要改进的地方，并重新设计实践，以更好地发挥作用。虽然基于数据的框架提供了结构和指导，但人力资源部门是与人打交道的，因此必须留有灵活性、批判性思维和不同观点的空间。因此，在每个人力资源流程中，人力资源部门都必须不断评估其劳动力数据，以确保这些数据始终如一地准确反映员工的情况。
倾听员工意见。关于人力资源部门如何更好地调整流程组件，员工可以提供各种建议、信息和经验。在开展员工满意度调查或绩效考核并获得多向反馈后，人力资源专业人员可以总结出如何在内部改进流程。
管理完善的人力资源流程如何改善公司文化？
无缝的人力资源流程对于持续提高工作效率至关重要。员工是任何公司最宝贵的资产，因此确保积极的员工体验至关重要。高效运行的人力资源流程可推动工作满意度、参与度和生产力的提高，这些都是健全的公司文化的关键要素。
以下为文章原文：
What are HR processes?
HR processes refer to the fundamental strategies necessary to support the employee lifecycle and a positive employee experience. Each HR process follows an intricate pathway that demands strategic planning according to specific parameters and objectives. While every process involves its own procedures, all processes are interdependent.
What are some examples of HR processes?
The core HR processes include:
Human resource planning
Recruitment
Selection
Hiring
Onboarding
Training
Employee relations
Performance appraisals
Benefits administration
Performance management
Offboarding
Let’s take an in-depth look at performance management, for example, to understand what a process looks like. Performance management involves evaluating people’s productivity, efficiency, and work quality while also offering performance improvement options through coaching and training. As an HR process, performance management encompasses:
Establishing a clear company vision
Setting realistic personal goals
Continuously providing constructive feedback
Offering upskilling opportunities
To design an effective performance management process, HR must first ensure alignment between leadership and each department’s organizational strategy, a credible and transparent performance management system, and an appropriate framework for completing each step of the process. Only then can HR get started with the performance management process of planning, checking in with professionals, and reviewing their job performances.
Why should HR leaders care about HR processes?
HR processes serve as an organization’s arteries, carrying the lifeblood to every department and nurturing company-wide health. Systemic approaches can help HR leaders promote efficient processes, thereby boosting productivity, retention, and engagement in the workplace.
What’s the difference between HR processes and systems?
A system is a unified whole made up of interdependent processes. An HR management system encompasses all HR processes, creating a cohesive unit so the company can manage its workforce and deliver valuable services or goods to its customers. Today, most HR systems are software-based and involve digital automation.
What is end-to-end HR process management?
End-to-end HR process management means that HR is responsible for carrying out every people process from start to finish. Process management is comprehensive, involving breaking down each task into smaller steps so the process can flow smoothly.
For example, end-to-end onboarding does not involve a mishmash of duties HR teams must accomplish at some point. Rather, onboarding demands a sequence of actions to take at the beginning and end of the process. The initial stages could include emailing a job offer to the candidate, completing new-hire paperwork, and sending an informational welcome package.
In contrast, the final stages may involve emailing the onboarding schedule to the team manager and scheduling a welcome meeting for the new team member.
What are the advantages of HR process automation?
HR process automation assists companies in their HR processes, such as recruiting, hiring, paying, upskilling, and offboarding their people. Automation brings HR processes to the next level while also improving:
Efficiency
Workforce planning
Recruitment
Retention
The employee experience
Compliance with labor laws
The margin of error
What can HR leaders do to manage HR processes effectively?
HR leaders can incorporate the following methods into their approach to process management:
Review objectives. HR leaders should regularly check that process objectives align with company goals. Reassessing by asking a series of goal-oriented questions allows HR to ensure they’re progressing in the desired direction.
Let automation do its job. HR tech automation helps processes function more smoothly. For instance, team members and managers can use task lists instead of handwriting an infinite number of items on a to-do list. These remind people of their responsibilities while simultaneously allowing for convenient back-and-forth collaboration. Tech automation facilitates this crucial communication between professionals during processes such as onboarding, offboarding, and employee transfers.
Maintain flexibility within the framework. Using tried-and-tested management methods can help HR track progress, pinpoint areas for improvement, and redesign practices for better functioning. While a data-based framework provides structure and guidance, HR deals with humans, so there must be room for flexibility, critical thinking, and differing perspectives. Thus, within each HR process, HR must continuously assess its workforce data to ensure it consistently and accurately reflects its people.
Listen to your people. Individuals offer wellsprings of advice, information, and experience about how HR can better adjust process components. After running an employee satisfaction survey or a performance review with multi-directional feedback, HR professionals can glean how to improve processes internally.
How can well-managed HR processes improve company culture?
Seamless HR processes are essential for continuous workplace productivity. As people are the most valuable asset of any company, ensuring a positive employee experience is critical. HR processes that flow efficiently drive results that drive job satisfaction, engagement, and productivity—key elements in a robust company culture.
绩效管理
2024年06月21日
绩效管理
【HR术语】什么是绩效管理？（What is performance management?）
什么是绩效管理？
绩效管理是一种跟踪专业人员工作绩效和发展其技能的方法，以便他们为实现部门和公司目标做出有效贡献。
绩效管理包括三个阶段，鼓励个人提高绩效水平：
规划。制定和衡量与公司目标一致的个人目标，以便人力资源部门评估专业人员的改进情况。
签到。管理人员和团队成员应定期会面，就需要改进的地方和进展情况进行双向交流。
回顾。全年频繁的签到为管理人员和专业人员进行季度或半年度绩效审查做好准备。这些会议有助于管理者准确评估员工的进步、成就和绩效。
绩效管理的常见步骤
设定期望值。绩效管理首先要为员工设定明确、具体和可衡量的期望。这包括确定工作角色、职责和绩效目标。
持续反馈。定期反馈对专业成长和发展至关重要。这就需要管理者与团队成员不断沟通，讨论进展情况，解决疑虑，并提供指导。及时的反馈可确保员工做出必要的调整，以达到绩效预期。
绩效评估。定期绩效评估是绩效管理的重要组成部分。在这些评估中，团队成员的表现将根据既定的期望值进行评估。
专业发展。人力资源领导和管理人员可与个人贡献者合作制定发展计划，其中可能包括培训、指导和额外职责，以提高技能和能力。
表彰和奖励。表彰和奖励出色的绩效可以保持员工的积极性和参与度。
绩效管理为何重要？
通过持续的纠正性反馈，为专业人员提供切实可行的方法来提高他们的工作绩效，从而增强他们在发展过程中的能力。计划周密、标准化的绩效管理方法可以提高：
留住人才。绩效管理为员工创造了更令人满意的工作体验，并以积极的方式向他们提出挑战--让他们全身心投入工作，从而提高留任率。
员工参与度。当专业人员看到自己的努力得到认可和奖励时，他们就会更加投入工作，对工作和组织更加尽心尽力。
生产力。明确的绩效预期和定期反馈可提高个人和组织的生产力，从而增加收入。
实施绩效管理战略，鼓励个人取得更多成就，做出更大贡献，可以提高他们的自主性和积极性。
人力资源领导者如何才能建立有效的绩效管理？
人力资源领导者可以利用以下绩效管理最佳实践，帮助个人提高技能，发展事业：
确定一个框架。确定一种绩效管理方法，既能实现相关目标，又能准确适应被评估的个人职位。例如，人力资源部门可以实施 360 度审查来衡量人员的发展，同时使用目标管理（MBO）来评估主管的成就。
采取积极的方法。以善意和换位思考的态度对待员工，为激励员工积极成长的检查打下基础。管理者不应给专业人员留下一堆无益的负面反馈，而应明确期望，指导个人如何进步。
培训管理者。管理人员是确保绩效管理取得成功的关键人物。他们与团队成员互动的方式既可以激励他们提升绩效，也可以打击他们的士气，让他们泄气。教育管理人员如何指导员工，可以对参与度和工作效率产生积极影响。
始终如一。员工与经理之间的例行检查能让双方保持联系。小范围的非正式会议可以让专业人员随时了解自己的工作表现： 当季度绩效考核来临时，他们可以随时消化收到的反馈。
跟踪绩效管理指标
关注适当的指标可以更容易地跟踪绩效管理策略的影响。需要监控的关键员工绩效指标包括：
工作效率。衡量一个人在一定时间内能完成多少工作，可以说明哪些方面可以得到奖励，哪些方面还有改进的余地。
每名员工的收入。计算专业人员在特定时间段内创造了多少收入，可以更准确地反映他们的绩效。
错误。如果某个团队成员犯了大量错误，工作质量受到影响，这可能表明他们在努力工作，需要更多的培训和支持。
旷工。衡量专业人员缺勤的频率和时间，可以显示他们对团队和工作效率的影响。
加班。这是管理绩效的一个重要指标，因为它可以帮助雇主防止组织内出现职业倦怠。如果某人的工作时间经常超过其标准工作时间，这可能表明他们有太多的事情要做，或者他们感到有很大的压力要超额完成任务。
绩效管理工具
有多种工具可帮助人力资源领导者和组织有效管理绩效：
360度反馈软件。这类软件可以收集同事、经理和组织其他成员对专业人员的反馈意见，从而全面了解他们的绩效。
绩效评估软件。这些平台可帮助管理人员自动进行绩效评估、设定目标并跟踪专业人员的进展情况。
学习管理系统（LMS）。当一个人难以达到最佳表现时，他们可能需要额外的培训来支持他们。LMS 平台是提供培训和发展计划的绝佳工具，可以提高他们的技能。
员工表彰软件。工作中的表彰会极大地影响员工的工作表现。员工表彰软件可以轻松建立一种文化，对持续达到或超过绩效预期的员工给予认可和激励。
绩效管理如何改善公司文化？
绩效管理系统能够激发员工的潜能，是公司成功的核心要素。定期为员工提供鼓励、支持和指导，能让他们成为公司中乐于奉献、蓬勃发展的一员。因此，这些参与其中的专业人员有助于建立健康、繁荣的工作文化。
以下为文章原文：
What is performance management?
Performance management is a method of tracking professionals’ work performance and developing their skills so they can contribute effectively toward department and company goals.
Performance management involves three phases that encourage individuals to improve their performance level:
Planning. Establishing and measuring individual goals that also align with company objectives allows HR to assess a professional’s improvements.
Check-in. Managers and team members should meet regularly to engage in two-way conversations about areas for improvement and progress.
Review. Frequent check-ins throughout the year prepare managers and professionals for quarterly or biannual performance reviews. These meetings help managers accurately assess people’s progress, achievements, and performance.
Common steps in performance management
Setting expectations. Performance management begins with establishing clear, specific, and measurable expectations for your people. This involves defining job roles, responsibilities, and performance goals.
Continuous feedback. Regular feedback is essential for professional growth and development. This entails ongoing communication between managers and team members to discuss progress, address concerns, and offer guidance. Timely feedback ensures that people can make the necessary adjustments to meet performance expectations.
Performance evaluation. Regular performance evaluations are an important part of performance management. During these evaluations, team members are assessed based on their performance against the established expectations.
Professional development. HR leaders and managers can collaborate with individual contributors to create development plans—which may include training, mentoring, and additional responsibilities—to enhance skills and competencies.
Recognition and rewards. Recognizing and rewarding exceptional performance maintains people’s motivation and engagement.
Why is performance management important?
Providing professionals with practical ways to better their work performance through consistent, corrective feedback empowers them during their development journey. A well-planned, standardized approach to performance management can increase:
Retention. Performance management creates a more satisfying work experience for people and challenges them in a positive way—keeping them engrossed in their work and boosting retention.
Employee engagement. When professionals see that their efforts are recognized and rewarded, they become more engaged and committed to their work and the organization.
Productivity. Clear performance expectations and regular feedback improve individual as well as organizational productivity, increasing revenue.
Implementing a performance management strategy that encourages individuals to achieve more and increase their contributions can foster their autonomy and motivation.
What can HR leaders do to establish effective performance management?
HR leaders can use the following performance management best practices to help individuals sharpen their skills and develop their careers:
Decide on a framework. Identify a performance management method that addresses relevant goals and accurately fits the individual positions under evaluation. For example, HR may implement a 360-degree review to gauge personnel development while using management by objectives (MBO) to assess supervisors’ achievements.
Take a positive approach. Treating people with goodwill and empathy sets the groundwork for check-ins that can inspire positive growth. Rather than leaving a professional with a load of unhelpful, negative feedback, managers should clarify expectations and coach individuals on how to progress.
Train managers. Managers are the key players in ensuring successful performance management. The way they interact with team members can either inspire them to elevate their performance or demoralize and deflate them. Educating managers to coach their people can positively impact engagement and productivity.
Be consistent. Routine employee-manager check-ins enable both parties to maintain a connection. Bite-sized, informal meetings allow professionals to keep a finger on the pulse of their work performance: When the quarterly performance review rolls around, they can readily digest the feedback they receive.
Tracking performance management metrics
Keeping an eye on the appropriate metrics can make it easier to track the impact of a performance management strategy. Key employee performance metrics to monitor include:
Work efficiency. Measuring how much work a person can complete within a certain period of time can indicate what can be rewarded and where there’s room for improvement.
Revenue per employee. Calculating how much revenue a professional generates within a particular time period can give a more accurate picture of their performance.
Errors. If a team member is committing a large number of errors and the quality of their work is suffering, it can be a sign that they’re struggling and need more training and support.
Absenteeism. Measuring how often and for how long a professional is absent from work can demonstrate their impact on a team and their productivity.
Overtime. This is an important metric for managing performance as it can help employers prevent burnout within their organization. If someone regularly works more than their standard hours it can indicate that they have too much to do or that they feel a lot of pressure to overachieve.
Performance management tools
There are a variety of tools available to help HR leaders and organizations manage performance effectively:
360-degree feedback software. This type of software gathers feedback on professionals from their colleagues, managers, and other members of the organization to provide a comprehensive view of their performance.
Performance appraisal software. These platforms help managers automate performance evaluations, set goals, and track the progress of professionals.
Learning management systems (LMS). When a person is struggling to perform at their best, they may need additional training to support them. LMS platforms are an excellent tool for delivering training and development programs that can enhance their skills.
Employee recognition software. Recognition at work can strongly influence people’s performance. Employee recognition software makes it easy to establish a culture that acknowledges and incentivizes people who consistently meet or exceed performance expectations.
How does performance management improve company culture?
A performance management system that empowers people to reach their potential is a core component of company success. Providing individuals with regular encouragement, support, and direction enables them to become contributing, thriving members of the company. As a result, these engaged professionals can help build a healthy, flourishing work culture.
绩效管理
2024年02月29日
绩效管理
全球薪资与人力资源公司Deel收购人才发展平台Zavvy,提供免费人力资源信息系统产品
全球薪资与人力资源公司 Deel 宣布已经收购了总部位于德国的人力支持平台 Zavvy。Zavvy 的所有团队成员都将加入 Deel。
总部位于慕尼黑的 Zavvy 是一个人员启用平台，由 Mehmet Yilmaz 和 Joshua Cornelius 于 2021 年创立。它提供了一个涵盖职业发展、绩效管理和培训计划的中心枢纽。Zavvy 的一大与众不同之处在于其嵌入式人工智能技术，可为管理者评估团队绩效和制定个性化职业发展计划提供建议。Zavvy的客户包括Moss、Primer、LoveBonito、TypeForm等。
有了 Zavvy，人力资源领导者可以对优秀员工进行绩效和薪酬分析，提供人工智能支持的 L&D 课程库，并为团队创建定制的职业发展路径和规划模块。这些功能将被整合到一个名为 Deel Engage 的新产品套件中，每个用户每月的费用为 20 美元。
Deel 还宣布，将对任何规模的公司免费提供 Deel HR（以前最多对 200 名用户免费）。学习管理、绩效、人力资源信息系统和合规知识将在业内首次由一家公司以一个价格提供。
这对试图管理全球员工的公司来说是个大消息。通常情况下，企业必须将不同的人力资源和薪资系统以及绩效、福利、股权等整合在一起。现在，Zavvy 集成到 Deel 的薪资和人力资源信息系统中，雇主可以在一个全球记录系统中节省管理费用，提高团队效率和绩效。它为公司的全球员工提供了一个无与伦比的视角，涵盖员工生命周期的方方面面。
这一消息使 Deel 成为首家提供免费人力资源信息系统产品的公司，同时还提供人员管理、记录雇主和承包商招聘、全球薪资、合规专业知识以及内部法律和移民服务。
联合创始人兼联合首席执行官Mehmet Yilmaz在谈到此次收购时说： "我们创办 Zavvy 的初衷是帮助人们释放工作潜能。加入面向未来劳动力的领先人力资源平台 Deel 将大大加速这一使命的实现。两家公司都热衷于推动人力资源领域的创新，专注于在全球范围内招聘和培养优秀人才。
Deel 联合创始人兼首席执行官 Alex Bouaziz 说："Deel 致力于帮助企业发挥其全球团队的最大作用，而 Zavvy 的人工智能技术则处于人力管理和人才发展的最前沿。这是一个完美的契合点--我们的客户正在寻求一站式的人力资源服务，而 Zavvy 的人员管理工具现在填补了我们全球人力资源服务的这一空白。
人力资源分析师兼 3SixtyInsights 管理合伙人 Pete Tiliakos 说："Zavvy 的人员管理技术是对 Deel 全球就业解决方案生态系统的完美补充。Zavvy的加入恰逢其时，它使雇主能够通过高度个性化的学习和发展体验来培养和留住技能与人才，同时为雇主提供了一个符合要求的全球就业和人才充实平台。
关于Deel
Deel是面向全球团队的一体化人力资源解决方案。它帮助企业简化国际员工管理的方方面面，从文化和入职，到当地薪资、合规，再到现在的人员管理。它拥有 130 多个国家实体，管理内部的国内薪资团队，此外还在全球提供雇主记录、承包商、移民和人力资源信息系统服务。
绩效管理
2024年02月29日
绩效管理
【HR术语】什么是人力资源运营？（What is HR operations?）
什么是人力资源运营？
人力资源运营（不要与人事运营混淆）是企业内的一项重要职能，负责管理日常人力资源活动的行政和实际工作。
人力资源运营是人力资源部门的支柱，确保各种人力资源流程和系统顺利运行，包括招聘、入职、薪资管理、员工关系、合规等。
人力资源运营的目标是什么？
效率和准确性。优化人力资源流程，减少人工操作，将人力资源操作中的错误降至最低。
合规性。确保遵守劳动法律、法规和公司政策，从而降低法律风险。
良好的员工关系。建立积极的关系，为企业员工提供支持，帮助他们发挥最佳水平。
可扩展性。让企业的员工与公司一起成长，使员工队伍能够不断满足企业不断变化的需求。
人力资源运营的职责是什么？
入职和离职。管理从招聘到离职的整个员工生命周期。
薪资和福利管理。处理专业人员的薪酬和福利，确保准确及时地处理薪资。
数据管理。维护记录和数据的准确性，保护敏感信息。
合规与法律。确保人力资源流程符合劳动法律、法规和公司政策。
劳动力规划。协助制定组织的整体人力资源战略，包括劳动力规划、继任和招聘。
培训与发展。管理培训计划，跟踪员工的进步，确定需要改进的地方，并为职业发展创造机会。
解决冲突。处理专业人员之间的争议。
健康与安全。通过制定安全政策和报告流程以及开展培训，为员工营造一个安全健康的工作环境。
人力资源技术管理。实施并监督人力资源信息系统（HRIS）、绩效管理软件和申请人跟踪工具等软件工具。
人力资源运营经理的职责是什么？
人力资源运营经理负责监督所有人力资源运营的日常运作（人力资源运营总监则负责总体战略）。
他们与其他人力资源领导合作，确保所有流程与公司目标保持一致。
他们监督人力资源员工和人力资源运营专家，确保工作的完成。人力资源运营经理还为员工提供他们可能需要的任何支持。他们将这种支持扩展到整个组织--解决复杂的人力资源问题并提供指导。
人力资源运营经理要寻找机会，实施人力资源最佳实践，提高效率，降低运营成本。他们分析可用的人力资源数据，就资源分配和劳动力规划做出决策，并实施人力资源技术解决方案以提高自动化程度。
人力资源运营经理还有责任随时了解相关法律法规，确保合规。
人力资源运营经理的薪酬是多少？
人力资源运营经理的薪酬因经验、地点、组织规模和行业而异。
但平均而言，他们在美国的年薪约为 123,000 美元，在英国约为 64,495 英镑，在澳大利亚约为 130,000 澳元。
事实上，大型企业中经验丰富的经理人的年薪可能会超过这个数字，最高可达 16.4 万美元、7.5 万英镑和 15.25 万澳元，而那些规模较小或经验较少的经理人的年薪通常在 8.7 万美元、4.7 万英镑或 11.58 万澳元左右。
工作地点对薪酬水平有很大影响，大城市的薪酬通常较高。
人力资源技术如何帮助人力资源运营？
人力资源技术是人力资源运作不可或缺的一部分，因为它有许多好处：
自动化。人力资源技术可将工资单处理、入职和福利管理等重复性工作自动化，从而节省人力资源专业人员通常用于行政管理的时间。
数据管理。人力资源技术解决方案可保持企业专业人员数据的准确性和时效性，从而更好地进行决策和报告。
合规管理。人力资源软件让您轻松遵守最新法规和劳动法。
自助门户。人力资源技术允许员工通过自助门户访问人力资源信息、申请休假和更新个人资料，从而提高了运营效率。
分析和报告。人力资源技术通过数据分析工具深入洞察劳动力趋势，帮助企业做出明智、数据驱动的决策。
招聘和人才管理。许多人力资源工具都具有申请人跟踪、候选人评估和人才管理功能，使招聘和组织劳动力管理变得更加容易。
绩效管理。一些人力资源系统支持绩效评估、目标设定和反馈流程，帮助专业人员发挥最佳水平。
学习与发展。学习管理系统（LMS）等解决方案可让团队成员获得教育资源，并帮助人力资源部门创建和管理专业培训计划。
人力资源运营是现代组织不可或缺的一部分。它能确保公司日常工作的顺利进行，并极大地促进积极的工作环境。最重要的是，它有助于提高工作满意度、提高生产率、改善业务绩效--使专业人员和整个公司蓬勃发展。
以下为文章原文：
What is HR operations?
Human resources operations (not to be confused with people operations) is a crucial function within an organization, managing the administrative and practical aspects of day-to-day HR activities.
HR operations is the backbone of the HR department, ensuring various HR processes and systems run smoothly—including recruitment, onboarding, payroll administration, employee relations, compliance, and more.
What are HR operations’ goals?
Efficiency and accuracy. To optimize HR processes, reduce manual tasks, and minimize errors in HR operations.
Compliance. To ensure compliance with labor laws, regulations, and company policies so that there’s less legal risk.
Good employee relations. To create positive relationships that support an organization’s people, helping them to perform at their best.
Scalability. To enable an organization’s people to grow along with the company so the workforce can continue to meet the business’s changing needs.
What are HR operations’ responsibilities?
Onboarding and offboarding. Managing the entire employee lifecycle, from hiring to exit processes.
Payroll and benefits administration. Handling compensation and benefits for professionals, ensuring accurate and timely payroll processing.
Data management. Maintaining records and data accuracy, as well as protecting sensitive information.
Compliance and legal. Making sure HR processes comply with labor laws, regulations, and company policies.
Workforce planning. Assisting with an organization’s overall HR strategy, including workforce planning, succession, and recruitment.
Training and development. Managing training programs, tracking people’s progress, identifying areas for improvement, and creating opportunities for career progression.
Conflict resolution. Handling disputes among professionals.
Health and safety. Supporting people’s wellbeing with a safe and healthy work environment by establishing safety policies and reporting processes, as well as conducting training.
HR tech management. Implementing and overseeing software tools such as human resource information systems (HRIS), performance management software, and applicant tracking tools.
What is the role of an HR operations manager?
The HR operations manager oversees the day-to-day running of all HR operations (while the HR operations director focuses on the overall strategy).
They collaborate with other HR leaders to make sure all processes align to further the company’s goals.
They supervise HR staff and HR operations specialists, ensuring that work is completed. The HR operations manager also provides people with any support they may need. They extend this support to people across the organization—addressing complex HR issues and offering guidance.
The HR operations manager identifies opportunities to implement HR best practices, boosting efficiency and reducing operational costs. They analyze the available HR data to make decisions on resource allocation and workforce planning and implement HR technology solutions to increase automation.
It’s also the HR operations manager’s responsibility to stay up to date on relevant laws and regulations to ensure compliance.
What is an HR operations manager’s salary?
The salary of an HR operations manager varies based on experience, location, organization size, and industry.
But, on average, they earn around US$123,000 per year in the United States, £64,495 in the United Kingdom, and A$130,000 in Australia, for example.
Highly experienced managers in large organizations can earn more than that—up to US$164,000, £75,000, and A$152,500 in fact—while those in smaller companies, or with less experience, usually earn around US$87,000, £47,000, or A$115,800.
Location has a strong influence on salary levels, with larger cities generally offering higher compensation.
How can HR tech help with HR operations?
HR technology forms an integral part of HR operations because it comes with many benefits:
Automation. HR tech automates repetitive tasks like payroll processing, onboarding, and benefits administration, freeing up time HR professionals typically spend on admin.
Data management. HR tech solutions keep data on an organization’s professionals accurate and up to date, enabling better decision-making and reporting.
Compliance management. HR software makes it easy to stay compliant with the latest regulations and labor laws.
Self-service portals. HR tech improves operational efficiency by allowing people to access HR information, request time off, and update personal details through self-service portals.
Analytics and reporting. HR tech helps organizations make informed, data-driven decisions with data analytics tools that provide in-depth insights into workforce trends.
Recruitment and talent management. Many HR tools come with features for applicant tracking, candidate assessment, and talent management, making it easier to take care of recruitment and the organization’s workforce.
Performance management. Some HR systems support performance assessments, goal setting, and feedback processes, helping professionals perform at their best.
Learning and development. Solutions like learning management systems (LMS) give team members access to educational resources and help HR create and manage professional training programs.
HR operations is integral to modern organizations. It ensures a company’s smooth day-to-day functioning and significantly contributes to a positive work environment. Most importantly, it helps increase job satisfaction, boost productivity, and improve business performance—enabling professionals and the company as a whole to thrive.
绩效管理
2024年02月28日
绩效管理
【HR术语】什么是人才管理？（What is talent management?）
什么是人才管理？
人才管理是一种为实现公司目标而招聘、雇用和吸引高绩效人才的综合方法。作为人力资源管理的一个分支，人才管理提供了一种战略性的综合方法来吸引高素质的专业人才并优化他们的能力。
人才管理的演变
人力资源影响者 Josh Bersin 解释了人才管理的演变。20 世纪 70 年代，该部门被称为人事部，主要负责招聘、支付薪酬和提供基本福利等基本职能。20 世纪 90 年代，该部门转变为更具战略性的人力资源部门，旨在吸引和聘用理想的专业人才。1997 年，麦肯锡公司创造了 "人才管理 "一词。
人才管理涉及哪些方面？
如今，人才管理通过强化战略并将人力资源流程与业务职能相结合，努力提高效率和生产力。人才管理包括：
寻找和招聘
继任规划
绩效管理
学习与发展
薪酬和福利
人才管理为何重要
人才管理使人力资源领导者和管理者能够培养一支优秀的员工队伍，从而促进和加强公司业绩。有效的人才管理有助于：
招聘
参与
激励
留住人才
人力资源专业人员是人才管理流程的领导者。人力资源顾问 Sharlyn Lauby 解释说，人力资源领导者可以通过研究公司的行业、业务流程和劳动力实践来制定有价值的战略。作为企业的利益相关者，人力资源部门有责任确保公司的人才管理战略与业务战略保持一致。
人才管理最佳实践
发展和维护人才管理是一个持续的过程。人力资源从业者可以结合这些实践，推动建立一个强大、动态、灵活的人才管理系统：
制定战略。使人才管理与公司的使命、愿景、目标和业务战略保持一致，以提供战略方向。其中一个关键部分是确定推动公司目标所需的能力和角色，并确定招聘、雇用和吸引人才的方法。
投资于员工的成长。学习与发展计划可以为团队成员提供所需的资源，帮助他们继续向上发展，推动业务成就。发展员工的能力可以提升他们的职业生涯，并促进参与度和留任率。对管理人员进行投资也是有益的，因为他们可以利用自己的重要作用来指导团队成员、激发参与热情和激励积极性。
建立积极的企业文化。人力资源部门的领导者可以通过制定热情洋溢的入职计划、定期表彰员工的成就以及提供有吸引力的员工发展机会，来鼓励蓬勃发展的工作文化。在工作中加强支持、学习和感恩，可以培养一个健康的工作社区。
做出数据驱动的决策。利用关键的人力资源指标来做出明智的决策，可以支持有效的招聘、提高留用率并提升参与度。此外，人力资源主管和首席财务官应开展合作，将人才管理指标与财务数据相结合，为制定更好的人才管理措施提供有力的见解。
全球人才管理挑战
跨国组织必须制定在全球各地分支机构都行之有效的人力资源人才管理策略。
全球人才管理面临一系列独特的挑战。特别是，跨国组织必须驾驭其业务运营所在地的多元文化环境。管理分散在全球各地的团队需要深入了解文化的细微差别、沟通方式、工作偏好和愿望。
此外，管理全球人才的人力资源领导者还必须确保人力资源流程符合各国的法规。
在 "大辞职 "之后，吸引和留住优秀专业人才的竞争变得更加激烈。虽然全球招聘提供了更大的人才库可供选择，但世界各地都在争夺顶尖人才，这使得人才招聘和留住人才成为一项艰巨的挑战。
尽管这些挑战是全球人才管理所独有的，但解决之道却始终如一：实施关爱人才的战略，帮助他们发挥最佳水平。然而，人力资源领导者如何在不同的文化背景下实施人才管理计划可能会有所不同。
人才管理如何改善企业文化？
健全的人才管理系统为健康的企业文化提供了生长和繁荣的沃土。开发战略性人才管理系统是培养高绩效、工作满意度和员工幸福感的关键。当你的员工感到快乐时，他们就更有可能为公司文化注入热情和动力，从而形成一个由参与型个人组成的蓬勃发展的社区。
人才管理趋势
一些现代趋势正在影响着企业吸引、培养和留住人才的方式。对于希望在人才管理领域取得成功的组织而言，紧跟这些趋势至关重要。
其中最主要的趋势是员工体验的重要性与日俱增。随着员工开始寻求有意义、有成就感的工作，企业开始注重营造以员工福利、成长机会和积极向上的工作场所文化为重点的环境。
在大流行病之后，这也与远程和混合工作的兴起不谋而合。公司正在适应团队成员不断变化的期望，提供随时随地工作的灵活性，并制定新举措，以帮助在这些变化中保持生产力和协作。提供灵活的工作方式也是吸引和留住顶尖人才的关键。
人才分析也越来越受到重视，它可以深入了解员工的绩效、参与度和潜在的发展领域。这种分析方法使组织能够在人才招聘、培训和继任规划方面做出数据驱动型决策。
此外，多样性、公平性和包容性现已成为人才管理和招聘专业人员不可或缺的一部分，尤其是年轻一代。各组织正在认识到团队中不同观点的价值，并正在培养包容性的工作场所，以推动创新和工作场所的满意度。
人才管理与人力资源技术
人力资源技术提供高效的人才管理工具，影响员工生命周期的每个阶段。这些解决方案包括：
人才管理系统。人才管理系统为人力资源专业人员提供工具，从招聘到离职，一站式解决人才管理周期的不同方面问题。
申请人跟踪系统。应聘者跟踪系统可提高招聘流程的效率，使招聘人员能够迅速识别和吸引顶尖人才。
绩效管理平台。这些平台利用数据分析实时了解员工的绩效，促进持续反馈和发展。
学习管理系统。学习管理系统为团队成员提供培训和提高技能的机会，使个人成长目标与组织目标保持一致。
员工体验平台。员工体验平台为人力资源领导者提供了创造积极的工作场所文化和快乐员工的工具。
人工智能。从预测候选人的成功率到识别留住人才的模式，人工智能目前在人力资源技术中发挥着核心作用。
随着企业越来越多地接受数字化转型，人才管理与人力资源技术之间的关系对于培养一支能推动成功的充满活力和敏捷的员工队伍至关重要。
以下为文章原文：
What is talent management?
Talent managementis a holistic method of recruiting, hiring, and engaging high-performing people to achieve company objectives. An offshoot of HR management, talent management offers a strategic, integrated approach to attracting quality professionals and optimizing their competencies.
Talent management evolution
HR influencer Josh Bersin explains the evolution of talent management. Known as the Personnel Department in the 1970s, it focused on the rudimentary functions of hiring, paying, and offering basic benefits. In the 1990s, the department transformed into a more strategic form of HR, aiming to attract and engage desirable professionals. In 1997, McKinsey & Company coined the term “talent management.”
What does talent management involve?
Today, talent management strives to increase efficiency and productivity by sharpening its strategies and blending HR processes with business functions. Talent management encompasses:
Sourcing and recruiting
Succession planning
Performance management
Learning and development
Compensation and benefits
Why talent management is important
Talent management enables HR leaders and managers to nurture a stellar workforce to promote and strengthen company performance. Effective talent management contributes to:
Recruitment
Hiring
Engagement
Motivation
Retention
HR professionals are the leaders of the talent management process. HR advisor Sharlyn Lauby explains that HR leaders can develop a valuable strategy by studying the company’s industry, business processes, and workforce practices. As stakeholders in the business, it’s HR’s responsibility to ensure the company’s talent management strategy aligns with business strategy.
Talent management best practices
Developing and maintaining talent management is a continuous process. HR practitioners can integrate these practices to fuel a robust, dynamic, and agile talent management system:
Develop a strategy. Align talent management with the company’s mission, vision, objectives, and business strategy to provide strategic direction. A key part of this is determining the competencies and roles necessary to drive company objectives and identifying methods to recruit, hire, and engage people.
Invest in people’s growth. A learning and development program can provide team members with the resources they need to continue their upward journey and drive business achievements. Developing people’s competencies enhances their careers and promotes engagement and retention. Investing in managers is also beneficial, as they can leverage their crucial roles to coach team members, inspire engagement, and spur motivation.
Build a positive culture. HR leaders can encourage a thriving work culture by incorporating a welcoming onboarding program, regularly recognizing people’s achievements, and offering attractive employee development opportunities. Increasing support, learning, and gratitude at work can nurture a healthy work community.
Make data-driven decisions. Using key HR metrics to make educated decisions can support effective recruitment, increase retention, and boost engagement. Additionally, the heads of HR and the CFO should collaborate—combining talent management metrics with finance data can provide powerful insights into developing better talent management practices.
Global talent management challenges
Multi-national organizations have to develop HR talent management strategies that are effective throughout their branches around the world.
Global talent management presents a unique set of challenges. In particular, multi-national organizations have to navigate the diverse cultural landscapes where their businesses operate. Managing a globally dispersed team requires a deep understanding of cultural nuances, communication styles, work preferences, and aspirations.
Additionally, HR leaders who manage global talent will have to ensure HR processes are compliant with each country’s regulations.
In the wake of the Great Resignation, the competition for attracting and retaining talented professionals has become even fiercer. While recruiting globally provides a larger talent pool to choose from, the competition for top talent is present around the world, making talent acquisition and retention a formidable challenge.
Although these challenges are unique to global talent management, the solution remains the same: implementing strategies that take care of people and help them perform at their best. Nevertheless, how HR leaders apply a talent management program in each cultural context may vary.
How does talent management improve company culture?
A robust talent management system provides fertile soil for a healthy company culture to grow and flourish. Developing a strategic talent management system is key to nurturing high performance, job satisfaction, and employee wellbeing. When your people are happy, they’re more likely to infuse the company culture with enthusiasm and motivation, leading to a flourishing community of engaged individuals.
Talent management trends
Several modern trends are shaping the way organizations attract, nurture, and retain their people. Staying attuned to these trends is crucial for organizations seeking to navigate the realm of talent management successfully.
Chief among them is the increasing importance of employee experience. As the workforce seeks meaningful and fulfilling work, organizations are focusing on creating environments that prioritize wellbeing, growth opportunities, and a positive workplace culture.
In the aftermath of the pandemic, this also coincides with the rise in remote and hybrid work. Companies are adapting to the changing expectations of team members, providing the flexibility to work from anywhere and creating new initiatives that contribute to maintaining productivity and collaboration, despite these changes. Offering flexible work styles is also key to attracting and retaining top talent.
Talent analytics is also gaining prominence, offering insights into people’s performance, engagement, and potential areas for development. This analytical approach enables organizations to make data-driven decisions about talent acquisition, training, and succession planning.
Additionally, diversity, equity, and inclusion are now integral to talent management and recruiting professionals, especially from the younger generations. Organizations are recognizing the value of diverse perspectives among their teams and are fostering inclusive workplaces to drive innovation and workplace satisfaction.
Talent management and HR tech
HR tech offers efficient talent management tools that affect every stage of the employee lifecycle. These solutions include:
Talent management systems. A talent management system provides HR professionals with the tools to address the different aspects of the talent management cycle in one place—from recruitment to offboarding.
Applicant tracking systems. An ATS makes the hiring process more efficient, allowing recruiters to identify and attract top talent swiftly.
Performance management platforms. These platforms use data analytics to provide real-time insights into people’s performance, facilitating continuous feedback and development.
Learning management systems. An LMS provides opportunities for team members to train and upskill, aligning individual ambitions for growth with organizational objectives.
Employee experience platforms. An employee experience platform gives HR leaders the tools to create a positive workplace culture with happy people.
Artificial intelligence. AI is now playing a central role in HR tech, from predicting candidate success to identifying patterns for retention.
As organizations increasingly embrace digital transformation, the relationship between talent management and HR tech is pivotal in cultivating a dynamic and agile workforce that drives success.
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