【HR术语】薪酬管理的目标是什么？（What are the objectives of compensation management?）
薪酬管理的目标是什么？
薪酬管理的目标是通过与公司预算、相应的就业市场和政府法规保持一致的有竞争力的薪酬计划，吸引、聘用和留住顶尖人才。
良好的薪酬管理应该：
吸引和招聘人才
激励员工
保持士气
遵守政府法规和公司薪酬理念
反映当前的就业市场
薪酬管理可以通过提供以下服务来实现其目标：
有吸引力的薪酬
有用的福利
奖金、奖励和改善员工福利的计划
退休储蓄
保险
人力资源领导为什么要关注薪酬管理的目标？
人力资源领导者在制定符合员工需求和愿望、与公司愿景相一致的薪酬计划方面发挥着举足轻重的作用。保持良好的薪酬可以提高以下方面：
参与度
留住员工
生产力
公司提供有竞争力且能提高生活质量的薪酬，可以提高员工的工作积极性，改善工作绩效，最终使公司取得更大的成功。
实现薪酬管理目标的技巧
人力资源部门的领导者可以与管理人员合作，针对员工的需求和多变的就业市场，制定一个包容性的薪酬计划，从而支持有效的薪酬方案。
制定并应用薪酬理念。薪酬理念正式记录了公司为员工提供工资、奖金和福利的理由。始终坚持薪酬理念，可以向现有团队成员和求职者展示公司的诚信和透明度。
收集员工反馈。员工可以就薪酬计划提供最准确的反馈。人力资源领导者可以进行匿名调查，让员工反映他们的真实意见和建议。在进行调查之前，人力资源领导者可以向员工解释为什么要进行调查，员工的意见和经验是非常宝贵的，而且他们的工作满意度也很重要。
落实员工反馈。人力资源领导者和薪酬经理可以根据员工的反馈意见实施变革。虽然在制定薪酬计划时需要考虑很多方面，但调整薪酬计划以满足员工的财务和生活需求，可以提高员工的留任率和参与度。
解释薪酬计划。您的员工可能会获得有竞争力的薪酬方案，但却不知道如何获得他们的福利。人力资源领导可以与管理人员一起审查薪酬计划，让管理人员向其团队成员说明这些计划。这有助于团队成员了解薪酬方案的方方面面，并从中受益。
提供提高生活质量的薪酬。除基本工资外，薪酬还可包括提高生活质量的福利，如股票和期权计划、舒适的工作环境、工作时间和地点的灵活性、工作场所健康计划、额外假期或每日新鲜餐饮。
有哪些薪酬目标的例子？
薪酬有两种类型，反映了吸引、聘用和留住优秀专业人才的各种福利和激励措施：
直接薪酬
间接薪酬
直接薪酬指员工获得的任何有形货币价值的福利。这包括定期发放的工资，如薪金、工资、奖金和佣金、医疗福利、节假日工资和交通费。
间接补偿是指不具有物质价值的任何福利。这包括从法律要求的保护计划和保险到职业发展、晋升机会和退休计划等任何方面。
最近几年，越来越多的组织采用每周四天工作制，在不减少工资的情况下减少工作时间。这是间接补偿的一个例子，即在相互信任的前提下，赋予员工对工作环境更多的自主权。
实现薪酬管理目标面临哪些挑战？
即使有最好的意图和合理的分析，薪酬管理目标所面临的挑战也会促使薪酬战略做出额外的调整。
当前的工资水平。经济环境和人口结构会影响组织的薪酬目标。外部市场压力会抬高某些职位的薪酬，超过其相对价值。
工会。部分员工可以通过工会等代表组织表达自己的利益。因此，工会应成为薪酬管理目标的一部分。
政府制约。政府根据最低工资、加班费、同工同酬、童工和记录保存等要求对薪酬进行管理，而不论工作价值如何。雇主还有义务支付 “同工同酬”，这是一项薪酬均等倡议，旨在消除历史上的收入差距，如男女之间或少数民族之间的收入差距。
战略和政策。薪酬受制于组织人事和薪酬战略与政策的不断变化。通常情况下，组织可能会让未加入工会的员工获得与加入工会的员工相同的加薪，以阻止更多员工加入工会。
国际薪酬挑战。国际薪酬是一项独特的挑战，因为外国子公司必须考虑当地的环境和文化。
生产率和成本。雇主总是将利润放在首位。企业的生存取决于此。从这个意义上说，薪酬必须是对等的： 企业支付给员工的薪酬不能超过他们对企业的价值。
国际薪酬的目标是什么？
国际薪酬旨在吸引有意愿（和能力）参与国际任务的专业人员。对于希望留住顶尖人才的跨国公司来说，有竞争力的薪酬计划至关重要。
好的国际薪酬应该：
吸引有才干、有资质的专业人员愿意承担国际异地工作
为外派员工的流动提供便利
在国内员工和国外子公司的薪酬之间保持一致和合理的关系
通过减少不必要的开支保持成本效益
人力资源管理技术如何帮助实现薪酬目标？
人力资源管理技术可以支持薪酬战略，帮助人力资源领导者将公司的财务运营与总体人员和业务目标结合起来，以确保可持续的成功。
人力资源管理技术通过以下方式实现薪酬目标：
协助人才招聘和流动、绩效管理、公平和考勤
使关键信息更易于获取且更加透明
以更高的通用性和效率超越人工流程，例如将数据手动输入电子表格
提供重要资源，确保在危机发生时有效补救
将人力资源团队从 “纸上谈兵 ”转变为战略业务领导者，为人事决策提供宝贵意见
实现薪酬管理目标如何改善公司文化？
通过全面的薪酬计划吸引、留住和吸引员工，是建设繁荣的企业文化不可或缺的一部分。薪酬方案既能提供市场范围内的薪资，又能解决员工的福利问题，这表明了公司对员工的重视程度。获得这种全包式薪酬的专业人员必然会为公司文化贡献积极的能量和良好的态度。
以下为文章原文：
What are the objectives of compensation management?
The objectives of compensation management are to attract, engage, and retain top talent through competitive compensation plans that align with the company budget, corresponding job market, and government regulations.
Good compensation management should:
Attract and recruit talent
Motivate your people
Maintain morale
Adhere to government regulations and company compensation philosophy
Reflect the current job-market
Compensation management can achieve its objectives by offering:
Attractive salaries
Useful benefits
Bonuses, incentives, and programs to improve employee wellbeing
Retirement savings
Insurance
Why should HR leaders care about the objectives of compensation management?
HR leaders play a pivotal role in building compensation plans that fit employees’ needs and desires and align with the company’s vision. Maintaining excellent compensation can lead to an increase in:
Engagement
Retention
Productivity
Companies that offer competitive and life-enhancing compensation can raise motivation in the workplace and improve work performance, which ultimately leads to greater company success.
Tips for achieving your compensation management objectives
HR leaders can support effective compensation packages by collaborating with managers to build an inclusive compensation program that addresses their people’s needs and the fluid job-market.
Develop and apply a compensation philosophy. A compensation philosophy formally documents the company’s reasoning behind people’s salaries, bonuses, and benefits. Consistently adhering to the compensation philosophy demonstrates company integrity and transparency to current team members and job candidates.
Gather employee feedback. Your people can provide the most accurate feedback regarding compensation plans. HR leaders can conduct anonymous surveys, allowing people to relay their honest opinions and suggestions. Before conducting the survey, HR leaders can explain why they will run it, that people’s opinions and experiences are invaluable, and that their job satisfaction matters.
Follow through on employee feedback. HR leaders and compensation managers can implement changes based on employee feedback. While there are numerous aspects to consider when building compensation plans, adjusting compensation plans to address people’s financial and lifestyle needs can lead to greater retention and engagement.
Explain the compensation plan. Your people may receive competitive compensation packages but aren’t aware of how to access their benefits. HR leaders can review compensation plans with managers, who can clarify the plans to their team members. This helps team members appreciate and benefit from every aspect of the compensation package.
Offer compensation to improve quality of life. In addition to base pay, compensation can include life-enhancing benefits, such as a shares and options plan, a pleasant work setting, flexibility in where and when they work, a workplace wellness program, extra vacation days, or daily fresh catering.
What are some examples of compensation objectives?
There are two types of compensation, reflecting a broad spectrum of benefits and incentives to attract, engage, and retain talented professionals:
Direct compensation
Indirect compensation
Direct compensation describes any benefit an employee may receive with a tangible monetary value. This includes regularly distributed pay such as salaries, wages, bonuses and commissions, medical benefits, holiday pay, and conveyance.
Indirect compensation refers to any benefit that does not hold a material value. This can include anything from legally required protection programs and insurance to career development, advancement opportunities, and retirement programs.
The last couple of years have seen organizations increasingly adopt the four-day work week, reducing working hours without cutting pay. This is an example of indirect compensation, whereby people are given increased autonomy over their work environment in a demonstration of mutual trust.
What are some challenges to meeting compensation management objectives?
Even with the best intentions—and rational analyses—challenges to compensation management objectives can prompt additional adjustments to a compensation strategy.
Current wage rates. Economic climate and demography influence an organization’s compensation objectives. External market pressures can inflate the pay for some jobs, exceeding their relative worth.
Unions. Part of the workforce may convey their interests through representative organizations like unions. As such, unions should feature in the objectives of compensation administration.
Government constraints. The government regulates pay—regardless of job worth—in accordance with minimum wage, overtime pay, equal pay, child labor, and record-keeping requirements. Employers are also obliged to pay “equal wages for comparable work,” a pay-parity initiative created to eradicate historical income disparities such as those between men and women or minorities.
Strategy and policy. Compensation is subject to the changing landscape of an organization’s people and compensation strategies and policies. Commonly, an organization may award people not affiliated with a union the same raise as unionized employees to deter additional unionization.
International compensation challenges. International compensation presents a unique challenge as foreign subsidiaries must be mindful of local context and culture.
Productivity and costs. Employers will always prioritize profit. The survival of their business depends on it. In this sense, compensation must be reciprocal: An organization can’t pay people more than their value to the firm.
What are the objectives of international compensation?
International compensation aims to attract professionals with the desire (and ability) to engage in international assignments. A competitive compensation plan is vital for multi-national companies that wish to retain top talent.
Good international compensation should:
Attract talented, qualified professionals willing to commit to international relocation
Facilitate the movement of expatriate employees
Manage a consistent and reasonable relationship between the pay of domestic employees and foreign subsidiaries
Remain cost-effective through the reduction of unnecessary expenses
How can HRM tech help fulfill compensation objectives?
HRM tech can support compensation strategies by helping HR leaders align the company’s financial operations with their overall people and business goals to ensure sustainable success.
HRM tech fulfills the objectives of compensation by:
Assisting with talent acquisition and turnover, performance management, equity, and attendance
Making critical information more accessible and transparent
Outperforming manual processes—like manually inputting data into spreadsheets—with better versatility and efficiency
Providing vital resources to ensure efficient remediation, should a crisis occur
Transforming HR teams from “paper pushers” into strategic business leaders who can provide invaluable input on staffing decisions
How can achieving your compensation management objectives improve company culture?
Attracting, retaining, and engaging your people through a comprehensive compensation program is integral to building a thriving company culture. Compensation packages that provide market-range salaries and address employee wellbeing demonstrate how much a company values its people. Professionals who receive such all-inclusive compensation are bound to contribute positive energy and a good attitude to the company culture.
生产力
2024年06月03日
生产力
【HR术语】什么是企业文化？（What is company culture?）
什么是企业文化？
企业文化是一个组织将其核心价值观和特性融入社会习俗和规范、商业惯例和氛围的表现形式。组织就像宗教或种族群体一样，会自然而然地形成自己的工作文化、劳动力管理策略和鲜明特点。
健康的工作文化包括以下基本要素：
可获得的学习机会
工作与生活的和谐
积极的工作环境
有意义的工作经验
激发员工积极性的领导力
企业文化的类型
有多少家公司，就有多少种企业文化。也就是说，企业文化是复杂的，无法简单分类。不过，现代企业文化的发展趋势还是可以描述的。定义公司文化的一些不同方法包括
宗族文化： 氏族文化也称为协作文化，具有高度的协作性和沟通性，以人为本，努力打破高管与个人贡献者之间的壁垒。
民主文化： Adhocracy 文化（源于 "ad hoc"）将灵活性、创新性和适应性放在首位，奖励冒险精神和创造力。
市场文化： 市场文化注重结果，强调实现目标、达成指标和取得成果。高管与个人贡献者之间往往存在隔离，最优先考虑的是底线。
等级文化： 等级文化是一种较为传统的文化，它喜欢稳定、统一和明确的流程。这里有明确的指挥系统，通常很少有改变的余地。
公司文化为何重要？
健康的文化能推动成功，并能直接促进以下方面:
工作绩效
员工参与
留住员工
生产力
缺勤率
利润
聘用顶尖人才
作为工作文化的守护者，人力资源领导者在影响员工和管理者、塑造公司文化方面发挥着至关重要的作用。在 HiBob 的一项调查中，77% 的受访者表示，在寻找新工作时，企业文化是一个重要的考虑因素。同样，在 SHRM 的一份报告中，20% 的人表示因对企业文化不满而离职。
如何创建公司文化？
公司文化的独特之处在于，无论企业是否主动尝试，它都在日复一日地不断变化。领导者通过各种态度、行为和价值观来打造企业文化。从领导者的语气到他们选择的奖励方式，都会对工作场所的文化产生影响。
因此，了解和学习如何创建企业文化至关重要。人力资源领导者必须把握组织的脉搏，了解现有文化，判断其是否积极有效，并据此进行塑造。
如何改善企业文化？
人力资源领导者可以培育公司文化，并引导其朝着积极的方向发展。结合这些如何改变公司文化的要素，可以帮助人力资源部门保持公司文化的正确方向：
让员工有发言权。人力资源部门的领导者可以营造一种环境，让管理层和领导层重视员工，并鼓励他们感到自在。当员工感到自己受到重视时，他们就会更有动力完成高质量的工作并实现目标。人力资源领导者可以促进一种接收、评估和实施相关员工反馈意见的方法。
加强良好氛围。正能量是会传染的。人力资源领导者可以通过肯定员工的成就、直接感谢员工的具体贡献以及对同事表示同情等方式，营造一个更加快乐的工作环境。
使企业文化与公司形象保持一致。人力资源领导者可以与高管合作，确定他们希望传达的精神以及他们希望蓬勃发展的文化类型。例如，如果企业希望促进员工的自主性，就可以提供灵活的工作时间，实行员工与管理者合作制定目标，并将员工的反馈纳入流程和决策中。人力资源领导者可以通过调查员工，了解他们希望如何在工作中发挥更大的自主性，从而进一步提高员工的自主性。
如何衡量企业文化？
每个组织对其理想文化的定义可能不同。但是，当人力资源领导者实施必要的计划时，他们可以提升企业文化，并引导其朝着理想的方向发展。通过跟踪以下系统的进展和成功情况，可以衡量公司文化。
行为准则
学习与发展计划
绩效管理流程
教练或导师制
协作平台
员工表彰
核心流程和系统可以创建统一、稳定、社区和不断发展的企业文化，从而直接促进员工的参与、保留和激励。
有哪些企业文化范例？
为了帮助说明人力资源领导者如何利用各种有意识的流程和系统建立公司文化，让我们来看看多年来公司文化屡获殊荣的谷歌。
谷歌的企业文化强调许多因素，从有趣的工作环境到鼓励创新，再到允许开放式沟通的扁平化组织结构。除了丰厚的薪酬和福利外，公司还为员工提供流动性、强大的财务支持和灵活的工作安排。
谷歌还通过其 "十条真理 "宣言来宣传公司的价值观。该宣言宣扬了公司的核心理念："不作恶也能赚钱"。
从这个例子可以看出，谷歌的企业文化是非常用心的，它将员工的幸福感与一系列明确的价值观放在首位。该公司为建立有目的的企业文化所做的深思熟虑的努力，有助于吸引顶尖人才，并因提供良好的员工体验而屡获殊荣。
为什么公司文化应成为现代人力资源战略的一部分？
一旦了解了企业文化的重要性，以及每个组织都有自己的企业文化（无论是否有目的），那么建立积极的企业文化就会成为人力资源专业人员的首要任务。通过有意识地建立公司文化，并努力发展一种能够反映公司目标、价值观和信念的文化，人力资源部门可以改善从招聘、留任到生产率等各个方面的工作。
以下为文章原文：
What is company culture?
Company culture is an organization’s expression of its core values and identity into social customs and norms, business practices, and vibe. Organizations, like religious or ethnic groups, naturally develop their own work cultures, workforce management strategies, and distinct characteristics.
A healthy work culture includes these essential components:
Accessible learning opportunities
Work-life harmony
Positive work environment
Meaningful work experience
Leadership that ignites employee motivation
Types of company culture
There are as many types of company culture as there are companies. That is to say, company culture is complex and defies simple taxonomies. However, it is possible to describe trends in modern companies’ cultures. Some examples of different ways to define company culture include:
Clan culture: Also called a collaborative culture, the clan culture is highly collaborative and communicative, with a focus on people and an effort to break down barriers between executives and individual contributors.
Adhocracy culture: Adhocracy culture (from “ad hoc”) prioritizes agility, innovation, and adaptability, rewarding risk-taking and creativity.
Market culture: Market culture is all about results, emphasizing meeting goals, reaching targets, and getting results. Often separating executives and individual contributors, the top priority is the bottom line.
Hierarchy culture: A more traditional culture, hierarchy culture loves stability, uniformity, and well-defined processes. There is a clear chain of command and often little room for change.
Why is company culture important?
A healthy culture drives success and can directly promote:
Work performance
Employee engagement
Retention
Productivity
Presenteeism
Profit
Hiring top talent
As guardians of the work culture, HR leaders play a crucial role in influencing people and managers and shaping the company culture. In a HiBob survey, 77 percent of respondents said that culture was an essential aspect to consider when looking for a new job. Similarly, in an SHRM report, 20 percent of people reported leaving their jobs due to dissatisfaction with the culture.
How can you create a company culture?
The unique thing about company culture is that—whether or not an organization is proactively trying to—it is constantly changing, day in and day out. Leaders build company culture through various attitudes, actions, and values. Everything from a leader’s tone of voice to what they choose to reward contributes to the culture in the workplace.
This is why it is essential to be aware of and learn how to create a company culture. HR leaders must take their organization’s pulse, understand the existing culture, determine whether or not it’s positive and effective, and mold it accordingly.
How can you improve company culture?
HR leaders can nurture their company culture and navigate it in a positive direction. Incorporating these elements of how to change a company’s culture can help HR keep the culture on track:
Give people a voice. HR leaders can foster an environment where management and leadership value people and encourage them to feel comfortable. When people feel valued, they are more motivated to perform high-quality work and achieve goals. HR leaders can facilitate a method for receiving, evaluating, and implementing relevant employee feedback.
Strengthen the good vibes. Positive energy is contagious. HR leaders can cultivate a happier workplace by recognizing people’s achievements, directly thanking individuals for specific contributions, and demonstrating empathy towards colleagues.
Align culture with company identity. HR leaders can collaborate with executives to identify the ethos they want to convey and the type of culture they want to thrive. If, for instance, an organization seeks to promote employee autonomy, it can offer flexible work hours, implement employee-manager collaboration for establishing goals, and include employee feedback in processes and decision-making. HR leaders can further increase employee autonomy by surveying people to discover how they’d like to take greater ownership of their work.
How can you measure company culture?
Each organization may define its desired culture differently. But, when HR leaders implement essential programs, they can enhance the culture and guide it in the desired direction. By tracking the progress and success of the following systems, it is possible to measure company culture.
The code of conduct
Learning and development initiatives
The performance management process
Coaching or mentorship
Collaboration platforms
Employee recognition
Core processes and systems can create a unified, stable, community, and growing culture, which directly nurtures employee engagement, retention, and motivation.
What are some examples of company culture?
To help illustrate how HR leaders can build a company culture using various intentional processes and systems, let’s take a look at Google, whose company culture has received multiple awards over the years.
Google’s culture emphasizes many factors, from a fun work environment to encouraging innovation to allowing open communication with a flat organizational structure. In addition to great compensation and perks, the company gives people mobility, robust financial support, and flexible work arrangements.
Google also makes it a point to communicate its values through its “ten things we know to be true” manifesto. The manifesto promotes the company’s core belief that “you can make money without doing evil.”
This example shows that Google’s culture is highly intentional, prioritizing employee happiness alongside a set of clear values. The company’s deliberate effort to build a purposeful culture helps it attract top talent and consistently receives awards for providing a great employee experience.
Why should company culture be a part of modern HR strategy?
Once you understand why company culture is important and the reality that—purposeful or not—every organization has one, building a positive culture emerges as a top priority for HR professionals. By being intentional with your company culture and putting in the effort to develop a culture that reflects your goals, values, and beliefs, HR can improve everything from hiring to retention to productivity.
生产力
2024年05月28日
生产力
【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。
生产力
生产力
生产力
生产力
生产力
生产力
生产力
生产力
生产力
生产力
扫一扫 加微信
hrtechchina
