【HR术语】什么是工作充实？（What is job enrichment?）
什么是工作充实？
工作丰富化是一种激励策略，其重点是使人们从事的工作更有价值、更令人满意。更具体地说，工作丰富化为个人成就提供了更大的空间、更具挑战性的工作、更多的责任以及个人成长和发展的机会。
我们都希望对自己所从事的工作感觉良好，但只有 15%的人对自己的工作感到投入。这就是工作丰富化发挥重要作用的地方，它能让团队成员更快乐、更有动力。
工作丰富化的例子
人们喜欢挑战、被接受和被重视的感觉。人力资源经理需要采取正确的工作充实策略来持续促进这种感觉，从而培养职场参与度。
那么，该从哪里入手呢？有帮助的是，这些策略可分为四大类和技巧：
增加职位的难度和责任。例如，可以让团队成员在日常工作中拥有更多的自主权或控制权。
增加需要新技能的新任务。这将有助于增加角色的趣味性，促进团队成员的专业和个人发展。
让团队成员参与决策过程。这应该与团队成员的工作或部门相关，能让他们感觉到自己在工作中更有价值、更投入。
提供培训机会，促进职业发展。这样，员工就能在现有技能的基础上更上一层楼，避免停滞不前。
工作丰富化和工作扩大化有什么区别？
工作充实和工作扩展这两个词经常被混淆。我们知道，工作充实是指让工作变得更有趣、更有挑战性、更有回报--其中大部分涉及在工作中增加更有意义的任务。
然而，工作扩大化是指增加工作的广度，增加更多难度或技能水平相似的任务。这被认为是纵向的工作扩展，即在某一技能范围内增加职责，从而减少无聊感，但并不一定能提高工作积极性。
从本质上讲，这两种策略都是为了提高工作满意度，但工作丰富化是通过使工作更复杂、更有价值来实现的，而工作扩大化只是使工作更多样化。
工作丰富化有哪些好处？
以下是丰富工作内容能改善员工体验的好处：
提高工作满意度
当任务变得更加复杂、更有意义时，工作内容的丰富化会使工作更有满足感，从而使团队成员更加快乐，工作环境更加积极向上。
成功留住人才
对工作的满意度意味着你的优秀人才不太可能离开。这可以降低与高离职率相关的成本，也意味着企业在顶尖人才的掌舵下不断向前发展。
减少缺勤
美国雇主每年每小时员工的旷工成本为 3,600 美元。因此，当团队成员有参与感时，他们就会更加投入、更有动力，并随时准备投入最佳工作。
继任规划和职业发展
对员工提出挑战意味着你可以看到他们真正的潜力和能力。大家都知道，从公司内部招聘人才的成本效益要高得多，而丰富工作内容则是一种简便的方法，可以让你感觉到哪些人非常适合在未来担任更高级别的职位。
授权带来生产力
当人们感到自己有能力时，生产力就会开始飙升。授权有助于建立自尊，而自尊来自于自主、信任和责任。
工作丰富化有哪些挑战？
工作丰富化有很多好处，但与任何事情一样，它也伴随着潜在的挑战：
技能组合错位。新的任务和职责必须与团队成员的职业目标相一致。如果团队成员对复杂的任务不感兴趣，或者根本就不在自己的技能范围内，就会导致不满情绪的产生。
增加工作量。如果管理不当，工作丰富化可能会造成任务超负荷，从而导致倦怠。关键是要为员工提供资源和支持，以应对增加的责任。
需要培训和支持。承担新的技能和复杂的任务可能意味着团队成员需要额外的培训和持续的支持。这就需要对预算和资源管理进行细致的前瞻性观察，以确保培训成本不会飙升。
人力资源技术如何帮助丰富工作内容？
人力资源技术可以成为工作丰富化道路上的盟友。它可以帮助识别员工的优势和能力，使他们更容易匹配具有挑战性和满足感的任务和角色。反过来，这也可以通过识别准备好进行角色转换的人员，支持继任规划和职业发展。
提供反馈和认可空间的人力资源平台是工作丰富化的一个关键部分，尤其是在人们追求新技能和接受挑战的时候。为同事点赞是一种很好的激励方式，能让人们对自己的工作感到满意。
与此同时，人力资源平台还可以提供反馈功能，如员工满意度调查。这可以让您监测工作丰富化的效果如何，以及哪些方面需要改变。
以下为文章原文：
What is job enrichment?
Job enrichment is a motivational strategy that focuses on making the work people do more rewarding and satisfying. More specifically, job enrichment gives greater scope for personal achievement, more challenging work, more responsibility, and the opportunity for personal growth and development.
We all want to feel good about the work we’re doing, yet only 15% of people feel engaged with their work. This is where job enrichment plays a vital role, leading to happier, more motivated team members.
Examples of job enrichment
People like to feel challenged, accepted, and valued. HR managers need to adopt the right job enrichment strategies to facilitate this on an ongoing basis, so they can nurture workplace engagement.
So, where to start? Helpfully, these strategies fall into four main categories and techniques:
Increasing the level of difficulty and responsibility of a role. This could involve giving a team member more autonomy or control over their day-to-day tasks, for example.
Adding new tasks that require new skills. This will help make the role more interesting and add to the team member’s professional and personal development.
Making team members part of the decision-making process. This should be related to their job or department and can help people feel more valued and invested in their work.
Offering training opportunities to propel career development. So people can build on their existing skillset and stop stagnation from creeping in.
What’s the difference between job enrichment and job enlargement?
Job enrichment and job enlargement are terms that often get confused. We know that job enrichment is about making a job more interesting, challenging, and rewarding—and much of this involves adding more meaningful tasks into the mix.
However, job enlargement involves ramping up the breadth of a job and adding more tasks of a similar level of difficulty or skill. It’s thought of as vertical job expansion, where adding responsibilities within a skillset reduces boredom but doesn’t necessarily increase motivation.
In essence, both strategies aim to increase job satisfaction, but job enrichment does it by making a job more complex and rewarding, while job enlargement simply makes a job more varied.
What are the benefits of job enrichment?
Here are the benefits of job enrichment that will improve the employee experience:
Greater job satisfaction
When tasks are more complex and meaningful, job enrichment makes the job more satisfying—and you get happier team members and a more positive working environment as a result.
Success with retaining talent
Satisfaction in a job means your top talent will be less likely to leave. This can reduce the costs that are linked with high turnover rates, and also means that the business keeps moving forward with top talent at the helm.
Reduced absenteeism
Absenteeism costs U.S. employers $3,600 per hourly employee per year. It makes sense that when team members feel engaged they will be more present, more motivated, and turn up ready to do their best work.
Succession planning and career pathing
Challenging people means you can see their true potential and capabilities emerge. As you know, it’s far more cost-effective to recruit from within your company—and job enrichment is an easy way to sense-check who would be a great fit for higher-level roles in the future.
Empowerment leads to productivity
When people feel empowered, productivity starts to soar. Empowerment helps to build self-esteem, which springs from autonomy, trust, and responsibility.
What are the challenges with job enrichment?
Job enrichment comes with many benefits, but—like everything—it comes with potential challenges:
A misalignment of skillsets. It’s important that new tasks and responsibilities are in line with a team member’s career goals. Loading on complex tasks that aren’t of interest, or simply aren’t within a person’s skillset can actually lead to dissatisfaction.
Increased workload. When not managed properly, job enrichment can cause an overload of tasks that could result in burnout. It’s key that employees are given the resources and support to handle the increased responsibility.
A need for training and support. Taking on new skills and complex tasks may mean a team member needs extra training and ongoing support. This will need careful foresight to watch over budget and resource management to make sure training costs don’t spiral.
How can HR tech help with job enrichment?
HR tech can be an ally on the road to job enrichment. It can help identify the strengths and abilities of employees, making it easier to match them with tasks and roles that are challenging and satisfying. In turn, this can also support succession planning and career pathing by identifying the people who are ready for a role shift.
An HR platform that gives space for feedback and recognition is a key part of job enrichment, especially as people are reaching for new skillsets and taking on challenges. Giving kudos to colleagues can be a great way to motivate and make people feel good about their work.
Alongside this, HR platforms can offer a feedback feature such as an employee satisfaction survey. This lets you monitor how well job enrichment is working—and what needs to change.
生产力
2024年03月19日
生产力
【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.
生产力
2024年02月29日
生产力
软件公司Nexthink收购数字应用公司AppLearn，提供端到端DEX服务
为庆祝成立20周年，Nexthink收购了数字应用开拓者AppLearn公司，标志着Nexthink在数字员工体验（DEX）领域的重大飞跃。作为DEX的发明者，Nexthink已经为1200多家客户节省了数百万小时的工作时间。通过此次收购，Nexthink再次重新定义了DEX，实现了其为企业提供独一无二的解决方案的长期愿景，解决了数字化工作场所管理的方方面面，为每个企业的员工和IT部门恢复了时间。
AppLearn 专注于在应用程序中为员工提供量身定制的学习和数字化应用指导，在提高个人和组织的数字化灵活性的同时，也为 IT 部门的数字化转型项目提供创新的影响力和洞察力。通过将AppLearn的实时指导与Nexthink的端到端可视性、人工智能驱动的自动化能力和用户情感分析相结合，IT部门可以获得无与伦比的控制力，从而自信地推动所有数字化转型项目及其他项目。通过收购和整合AppLearn，Nexthink成为每项数字化工作的守护天使，引导每位员工充分发挥其职业潜能。
"Nexthink联合创始人兼首席执行官Pedro Bados强调说："Nexthink的愿景始终是让IT部门能够全面掌控员工的数字化体验。"维持一个无事故的基础设施对于员工的生产力和满意度至关重要，而帮助员工学习、适应并从他们的应用中获取最大价值的额外能力则代表了数字体验的关键的最后一英里"。
AppLearn首席执行官Andrew Avanessian评论说： "我为我们在AppLearn取得的一切成就感到无比自豪。在发现市场对改善数字体验的需求后，我们将一个家族式的服务企业转变成了数字应用产品的先驱者，极大地改善了人们使用企业软件的方式。两家行业领先企业的合并使我们能够向市场推出端到端的 DEX 解决方案，旨在消除数字摩擦，提高软件投资的投资回报率。
关于Nexthink
我们是一家软件公司，致力于帮助 IT 部门打造智能、高效的工作场所。我们通过实时分析、自动化和员工反馈的独特组合，为您的 IT 部门带来清晰的思路。我们认为，IT 是一片尚未开发潜力的海洋，他们只需要正确的解决方案。这正是我们的优势所在。
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