【HR术语】什么是招聘管理系统？(What is a recruitment management system?)
什么是招聘管理系统？
招聘管理系统（RMS）是帮助人力资源部门执行整个招聘流程的软件。典型的招聘管理系统是一个更新的申请人跟踪系统（ATS），提供 ATS 的所有管理自动化功能，以及候选人关系管理（CRM）功能。应聘跟踪系统一般能满足小型企业的需求，而招聘管理系统则包括全面的服务，因此它通常能为大中型企业提供更多服务。
RMS 可自动执行不同的招聘功能，包括：
发布职位描述广告
安排面试
通过聊天机器人回答应聘者的常见问题
提供职位需求和候选人电子邮件模板
向招聘人员发送提醒
将候选人与职位空缺相匹配
始终与应聘者保持联系
人力资源领导为什么要关注招聘管理系统？
招聘管理系统有助于顺利开展招聘和录用工作，为留住员工和提高员工参与度奠定基础。通过自动化，招聘管理系统使招聘人员能够：
管理候选人和新员工
在中央数据库中跟踪相关候选人信息
通过整合信息，做出基于数据的决策，从而改进招聘实践和决策
保持与员工的沟通，让他们参与其中
寻找和聘用具备适当技术技能的候选人
此外，招聘管理系统还能改善应聘者的体验。招聘管理系统可简化招聘流程并提供自助服务功能，从而创建一个更加便捷、有序和可预测的流程。
人力资源领导该如何选择合适的招聘管理系统？
在寻找招聘管理系统时，研究选项和评估公司需求至关重要。人力资源领导者可以结合以下基本步骤来加强他们的战略：
列出公司需求的 “购物清单”。公司规模有多大？每年有多少新员工？哪些功能必不可少？起草一份能回答这些问题并明确公司需求的文件，将有助于人力资源部门选择一个能提供实用解决方案的系统。例如，每年招聘 500 名新应聘者的企业可能倾向于使用全面的 RMS 系统，而招聘 10-15 人的初创企业则可能觉得使用 ATS 系统刚刚好。
建立预算意识。RMS 软件和实施可能很昂贵。了解公司的需求，同时了解 RMS 的预算，对于确定哪个系统能帮助人力资源部门管理员工而不会造成财务损失是很有必要的。
不只看名称，还要看产品功能。ATS 和 RMS 软件之间的区别往往模糊不清。由于 “ATS ”一词对客户来说更为熟悉，供应商甚至会正式将某一产品作为 ATS 营销，即使它的功能更像 RMS。有时，规模较大的 HCM 平台会内置 ATS 或 RMS。
为什么招聘管理系统应成为现代人力资源战略的一部分？
在当今竞争激烈的就业市场上，招聘具备理想能力和技术技能的求职者需要先人一步。招聘管理系统为人力资源部门提供了技术工具，使其能够做出明智的招聘决策，同时保持用户友好、流畅的应聘体验，促进员工的参与和高绩效工作。
以下为文章原文：
What is a recruitment management system?
A recruitment management system (RMS) is software that helps HR conduct the entire recruitment process. A typical RMS operates as an updated applicant tracking system (ATS), offering all the administrative automation of an ATS, plus candidate relationship management (CRM) features. While an ATS generally satisfies the needs of small businesses, an RMS includes full services, so it typically has more to offer for medium and large companies.
An RMS automates different recruiting functions, including:
Advertising job descriptions
Scheduling interviews
Answering common questions from candidates through a chatbot
Providing templates for job requisitions and candidate emails
Sending reminders to recruiters
Matching candidates with job openings
Maintaining a connection with applicants throughout
Why should HR leaders care about a recruitment management system?
An RMS facilitates a smooth recruitment and hiring process, setting the foundation for employee retention and engagement. Through automation, the RMS enables recruiters to:
Manage candidates and new hires
Keep track of relevant candidate information in a central database
Improve hiring practices and decisions by consolidating information for data-based decisions
Maintain communication with people and keep them engaged
Source and hire candidates with suitable tech skills
Moreover, a recruitment management system improves the candidate experience. An RMS streamlines the recruitment process and includes self-service features, creating a more convenient, orderly, and predictable process.
What can HR leaders do to choose an appropriate recruitment management system?
Researching options and assessing company needs is essential when looking for an RMS. HR leaders can incorporate these fundamental steps to enhance their strategy:
Make a ‘shopping list’ of the company requirements. How big is the company? How many new hires are there per year? What features are essential? Drafting a document that answers these questions and identifies the company’s needs will help HR select a system that will provide practical solutions. For example, organizations recruiting 500 new candidates per year may lean toward a comprehensive RMS, while a start-up hiring 10-15 people may feel an ATS is just right.
Build budget awareness. RMS software and implementation can be expensive. Understanding company requirements combined with an awareness of the RMS budget is necessary to determine which system will help HR manage its people without taking a financial hit.
Look beyond the name to the product features. The differences between ATS and RMS software are often indistinct. Vendors may even officially market a product as an ATS, even if it functions more like an RMS because the term “ATS” is more familiar to customers. And sometimes, larger-scale HCM platforms include a built-in ATS or RMS.
Why should a recruitment management system be part of a modern HR strategy?
In today’s competitive job market, recruiting candidates with desirable competencies and technical skills demands being one step ahead. An RMS provides HR with the tech tools to make intelligent recruiting decisions while maintaining a user-friendly, smooth candidate experience, contributing to an engaged, high-performing workforce.
【HR术语】什么是薪酬管理？（What is compensation management?）
什么是薪酬管理？
薪酬管理是管理、分析和确定每位员工的薪酬、奖励和福利的过程。薪酬管理是任何人才管理和保留战略的重要组成部分。创造性的薪酬包括货币和非货币福利，公司可以利用这些福利来提高员工的参与度和工作效率、减少人员流失并吸引顶尖人才。
薪酬管理者的目标是在公司预算范围内提供广泛且具有竞争力的薪酬计划，从而吸引、留住并吸引员工。
薪酬管理确保员工根据以下因素获得合理的薪酬：
工作表现
职位
职责
工作经验
工作市场
公司预算
人力资源领导为什么要关注薪酬管理？
有效的薪酬管理对雇主和员工都有好处。专业人员如果能获得合理的基本工资、丰厚的福利和奖励，就更有可能留在自己的工作岗位上，并保持较高的绩效水平和士气。
有效的薪酬管理能促进员工的参与度，从而推动公司取得成功。
薪酬的主要类型有哪些？
薪酬不仅仅包括基本工资。完整的薪酬方案包括各种直接和间接的薪酬类型。
直接薪酬的四种类型是：
小时工资
工资
佣金
奖金
还有间接薪酬，包括为人们提供价值的任何东西，如：
退休福利
保险（医疗、牙科、人寿等）
带薪休假
利润分配和股票期权
学费补助以及学习和发展机会
托儿补助
健身房会员卡
搬迁费用
免费食物、办公室健身房、活动等福利
如何确定薪酬？
决定为任何特定人员提供的具体薪酬方案的因素很多，包括与公司所在地和市场有关的外部因素，以及与职位和候选人有关的具体因素。计算薪酬的一些考虑因素包括：
公司的支付能力
该地区类似职位的典型薪酬范围
竞争对手的薪酬水平
当地的生活成本
职位--如果是高技能工作，可能需要更高的报酬
应聘者、他们的资历以及他们的薪酬预期
是否适合使用激励性薪酬管理，这是一种通常用于销售职位的薪酬类型，其中个人的薪酬与业绩成果挂钩
人力资源领导者如何确保有效的薪酬管理？
人力资源领导者可以通过以下方法指导薪酬管理部门制定和实施成功的薪酬计划：
制定并应用薪酬理念。薪酬理念正式记录了公司在工资、奖金和福利方面的政策。它还体现了公司对透明度的承诺。始终坚持薪酬理念，可以向员工和求职者展示公司的诚信。
解释薪酬计划。人力资源部门可以向应聘者和新员工说明薪酬计划的组成部分，帮助吸引和留住一流人才。
设计稳健的薪酬战略。人力资源领导者可与管理人员和专家合作，提供全面的薪酬计划和丰厚的福利，以提高员工的生活质量。
评估结果。汲取经验总是有帮助的。人力资源领导者可以通过薪酬记分卡分析薪酬管理的结果，了解哪些有效，哪些无效，从而提高薪酬管理的效率。
薪酬管理软件
薪酬管理软件是近年来大受欢迎的一种工具。该软件用于帮助人力资源专业人员管理、计算和组织薪酬数据。薪酬管理软件具有多种功能，对于希望简化和优化薪酬管理流程的组织而言，这些功能具有很高的价值，其中包括：
存储所有有关薪酬、任期和绩效的最新数据，供所有利益相关者（人力资源、财务、C 级和管理人员）使用
改进薪酬决策的工具和数据规划和管理薪酬审查的工具
奖金和股权分配
通过本地化货币视图和本地薪资基准进行国际货币管理
薪酬管理点解决方案与人力资源信息系统
正如您所看到的，薪酬管理软件提供了许多有用的功能，对参与薪酬决策和管理的专业人员和团队非常有用。但是，它属于点解决方案，也就是说，它是一种可以帮助解决单一问题的工具。这意味着它的实用性有限。
而人力资源信息系统（HRIS）等平台解决方案则可为人力资源团队处理的各种问题提供多种解决方案。人力资源信息系统不仅能帮助管理薪酬，还能帮助管理绩效、工资、考勤等。
从根本上说，你可以把人力资源信息系统和点解决方案看作是瑞士军刀和简单的镊子。二者都很有用，但由于一个具有多种功能，因此能够提供比另一个更多的价值。因此，如果你的企业需要在整个员工生命周期的流程优化和自动化方面得到帮助，人力资源信息系统可能正是你要找的东西。
为什么薪酬管理规划应成为现代人力资源战略的一部分？
薪酬管理可确保雇主和员工的财务成功和福利，让双方都感到满意。将薪酬管理纳入公司的人力资源战略，有助于组织以市场范围内的薪酬、应得的奖金和激励措施奖励员工，改善员工的生活方式。它还能让雇主向员工表达他们的感激之情。
赏识对员工的积极性和参与感大有裨益。它还能激励员工通过提高生产率和工作质量来回报雇主。所有这一切都会促成一种由快乐和热情的员工组成的公司文化。
以下为文章原文：
What is compensation management?
Compensation management is the process of managing, analyzing, and determining the salary, incentives, and benefits each employee receives. Compensation management is a crucial part of any talent management and retention strategy. Creative compensation includes monetary and non-monetary benefits companies can employ to boost engagement and productivity, reduce attrition, and attract top talent.
Compensation managers aim to attract, retain, and engage employees by offering broad and competitive compensation plans within the company budget.
Compensation management ensures that people get paid a fair salary based on:
Work performance
Position
Responsibilities
Experience
Job market
Company budget
Why should HR leaders care about compensation management?
Effective compensation management benefits both the employer and the employee. Professionals who receive a fair base salary, generous benefits, and incentives in return for their work are much more likely to stay at their job and maintain a high performance level and morale.
Effective compensation management fuels employee engagement and thereby leads to company success.
What are the main types of compensation?
Compensation includes far more than just a base salary. The full compensation package includes a variety of compensation types, both direct and indirect.
The four types of direct compensation are:
Hourly pay
Salary
Commission
Bonuses
There is also indirect compensation, which includes anything that provides people value such as:
Retirement benefits
Insurance (medical, dental, life, etc.)
Paid time-off
Profit-sharing distributions and stock options
Tuition assistance and learning and development offerings
Childcare assistance
Gym memberships
Relocation expenses
Perks such as free food, an office gym, events, and so on
How is compensation determined?
Many factors go into determining the specific compensation package offered to any given person, including external factors relating to the company’s location and market as well as factors relating specifically to the role and the candidate in question. Some considerations that go into calculating compensation include:
What the company can afford to pay
Typical salary range for similar roles in the region
How much competitors are paying
The local cost of living
The role—if it is a highly-skilled job, it may require higher compensation
The candidate, their qualifications, and their compensation expectations
Whether or not it is appropriate to use incentive compensation management, which is a type of compensation usually used for sales roles in which the person’s compensation is tied to their performance outcomes
What can HR leaders do to ensure effective compensation management?
HR leaders can guide compensation management towards building and implementing successful compensation plans with these methods:
Develop and apply a compensation philosophy. A compensation philosophy formally documents the company policies regarding salaries, bonuses, and benefits. It also demonstrates a company’s commitment to transparency. Consistently adhering to a compensation philosophy demonstrates company integrity to employees and job candidates.
Explain the compensation plan. HR can clarify the components of the compensation plan to candidates and new joiners, helping to attract and retain top-notch talent.
Design a robust compensation strategy. HR leaders can collaborate with managers and specialists to offer all-inclusive compensation plans as well as generous benefits to improve their people’s quality of life.
Assess the results. It’s always helpful to learn from experience. HR leaders can analyze the results of compensation management to see what’s working and what isn’t through a compensation scorecard, which can improve the efficacy of compensation management.
Compensation management software
One tool that has skyrocketed in popularity in recent years is compensation management software. This software is used to help HR professionals manage, calculate, and organize compensation data. Compensation management software has several features that can make it highly valuable to organizations looking to streamline and optimize their compensation management processes, including:
Storing all updated data on salary, tenure, and performance for all relevant stakeholders (HR, finance, C-levels, and managers) to access
Tools and data to improve salary decision-making
Tools for planning and managing salary reviews
Bonus and equity allocation
International currency management with localized currency views and local salary benchmarks
Compensation management point solutions vs HRIS
As you can see, compensation management software offers many helpful features, making it highly useful to professionals and teams involved in compensation decision-making and management. However, it qualifies as a point solution, meaning it’s a tool that can help with a single problem. This means that its utility is limited.
The alternative is a platform solution like an HRIS which offers multiple solutions for a variety of problems that an HR team deals with. Rather than only helping with compensation management, an HRIS can also help with things like performance management, payroll, time and attendance, and more.
Essentially, you can think of HRIS vs point solutions as a Swiss army knife vs a simple pair of tweezers. Both are useful, but one is able to offer more value than the other because of its multiple functions. So if your organization could use help with optimizing and automating processes across the entire employee lifecycle, an HRIS may be just the thing you’re looking for.
Why should compensation management planning be a part of modern HR strategy?
Compensation management ensures the financial success and wellbeing of employers and employees and makes both happy. Integrating compensation management into a company’s HR strategy helps organizations reward their people with market-range salaries, well-deserved bonuses, and incentives to improve their people’s lifestyles. It also allows employers to show their people that they appreciate them.
Appreciation goes a long way towards making people feel motivated and engaged. It can also inspire people to give back to their employer through increased productivity and high-quality work. All of this leads to a company culture made of happy and enthusiastic people.
提高员工参与度
2024年08月06日
提高员工参与度
【英国】就业支持软件公司Earlybird AI获得62.5万英镑种子轮融资，利用语音优先的人工智能软件解决失业问题
Earlybird AI 是一家总部位于英国伦敦的就业支持软件公司，已获得 62.5万英镑的种子轮融资。
支持者包括谷歌初创公司（Google for Startups）、Impact Shakers、Resolution Ventures、Ada Ventures、Syndicate Room's Access（数据驱动型超级天使基金）、Lightbulb Trust，以及一系列女性天使投资人，包括Andrea Sinclair（2022年英国BAA年度天使投资人）、Berthe Haile（前摩根大通NED）和Pip Wilson（amicable创始人）。
公司打算利用这笔资金提高技术能力，加强由联合创始人兼首席技术官Boris Bambo领导的技术团队，并通过扩大客户群来扩大业务范围。
Earlybird AI 的平台利用语音人工智能助理与求职者互动。求职者可以与助手互动，分享个人和职业生活的细节。人工智能会对这些回答进行分析，找出可能阻碍求职或就业的关键挑战和需求。
“对我们来说，这是一个非常激动人心的时刻。我们非常高兴能够得到投资者的信任和支持，以解决一个重大危机--数百万人没有就业或完全失业。我们看到员工流失率很高，有时甚至高达 300%，对员工的需求从未像现在这样大。Earlybird AI 创始人兼首席执行官 Claudine Adeyemi-Adams 表示："我们的技术能够帮助组织深入了解这些人的需求，使他们获得更好的支持，从而提高他们的参与度，让更多人获得并维持工作。
“我们很高兴能加入 Earlybird 的旅程。90%的公司雇用一线工人，但这一领域一直被忽视，而且仍有巨大潜力改善数十亿人的生活。Impact Shakers Ventures 全球合伙人Alina Klarner表示："作为一家影响力基金，这正是我们所寻找的影响力潜力，我们相信克劳迪娅和鲍里斯是实现这一目标的完美创始人。
关于Earlybird AI
Earlybird AI 是一家就业支持软件公司，由首席执行官Claudine Adeyemi-Adams领导，利用人工智能和语音技术改造向失业和低薪一线工人提供就业支持的方式，提高参与度、效率和效益。公司推出了支持阿拉伯语等语言的语音功能，帮助母语不是英语的人更轻松地获得高质量的服务。
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