Workday发布2018年人力资源展望：新技能和更多人员数据 2018 Outlook for HR: New Skills and More People Data随着我们开始新的一年，帮助读者面对业务挑战，我们请Workday高管和合作伙伴提供对未来一年的深刻见解。我们发现，领导层正在重新关注人才管理和招聘，员工经验以及2018年技术和数据在推动工作场所多元化等举措方面的重要作用。
首先是人才竞赛。
寻找和留住高级人才在一个增加工作选择性和竞争的时代将继续成为许多人力资源领导者的首要考虑，许多人力资源领导者，更多的仔细看看需要支持其业务目标的具体技能。
IBM全球工作日实践组长Richard McColl表示：“新技术，尤其是工作和生活的数字化正在推动新技能人才的需求。“人力资源部门必须评估发展中的内部人才与外部雇佣人员之间的平衡，才能使他们获得最快的人才。例如，像学士学位这样的传统要求已经不再是工作的先决条件 - 技能是优先的。事实上，在过去的几年里，在美国雇用的IBM员工中大约有15％没有获得学士学位。“
Alight Solutions Workday产品战略副总裁Nelson Egurrola对此表示赞同，重申公司在内部看待员工的重要性，并确定他们需要填补的具体技能差距，以帮助改善招聘流程。
“我们必须更多地关注有针对性的招聘，以确定真正的人才需求和具体工作所需的基本技能。我们可以使用Glassdoor和LinkedIn等社交媒体网站，将公司需求与候选技能相结合，实现候选人渠道流程的自动化。“
Workday首席人事官员Ashley Goldsmith表示，到2018年，技术和数据将在工作场所多样性方面发挥重要作用。她说：“组织将采用人力资本管理技术，因为它们可以更深入地了解多元化数据，帮助揭示模式和趋势，突出成功和不足之处，并有效跟踪目标。”
“这些工具将帮助企业聚焦多元化和包容性趋势，这对于职场文化和商业成功至关重要。”
随着组织努力在2018年建立尽可能最好的团队并留住最优秀的员工，员工将成为驾驶员的座位。人员经理将需要担任辅导角色，以帮助团队成员发展自己的技能 - 不仅是为了业务的需要，而且是为了进一步实现个人的职业目标。
“如果您能为您的客户和员工创造最佳的体验，那么您的组织更有可能在新的数字时代取得成功。” -
IBM全球Workday实践领导者 - 理查德·麦科尔
Workday公司领导和组织效能副总裁Greg Pryor解释说：“员工将要求选择性，反过来，雇主将依靠技术来提高内部流动性，交叉培训和职业发展机会的透明度，以鼓励和引导员工对新的或不同的角色和职业路线感兴趣“。
行业分析师认为，今年的雇主经验应该是雇主的重中之重，即使这意味着人力资源领导者的转变。IBM的McColl说：“在数字时代，进步是由人和经验驱动的。“换句话说，如果你能为你的客户和你的员工创造最好的体验，你的组织就更有可能在新时代取得成功。经验的重要性意味着我们可能需要重新思考CHRO的作用。CHRO现在处于数字化人员体验业务，无论他们喜欢与否。“
有一件事是肯定的，那就是我们进入2018年：技术将成为更好地洞察员工的关键，这将有助于创建一个更多元化，更有参与性的员工队伍。
以上为AI自动翻译，查看原文请看下面
As we start a new year of helping our readers face their business challenges, we asked Workday executives and partners for their insights on the year ahead. We found that people leaders are renewing their focus on talent management and recruiting, the employee experience, and the important role technology and data will play in driving initiatives like workplace diversity in 2018.
First up is the talent race. Finding and retaining top talent in an era of increased job optionality and competition will continue to be top of mind for many HR leaders, with many taking a closer look at the specific skills needed to support their business goals.
“New technology and, in particular, the digitization of work and life, is driving a need for new types of talent with new skills,” says Richard McColl, IBM’s global Workday practice leader. “HR must assess what balance of developing internal talent and hiring externally will get them there the quickest. For example, traditional requirements like a bachelor’s degree are no longer the prerequisites for a job—skills are prioritized. In fact, over the past few years, about 15 percent of IBMers hired in the United States haven’t had a bachelor’s degree.”
Nelson Egurrola, vice president of Workday product strategy from Alight Solutions, agreed with this sentiment, reiterating how important it will be for companies to look internally at their workforce and identify the specific skill gaps they need to fill to help improve the recruiting process.
“We must focus more on targeted recruiting in order to identify the true talent need and which underlying skills are required for specific jobs. We can use social media sites like Glassdoor and LinkedIn to intersect company needs with candidate skills to automate the candidate funnel process,” he said.
Workday Chief People Officer Ashley Goldsmith said that in 2018, technology and data will play an important role when it comes to workplace diversity. “Organizations will embrace human capital management technologies because they provide deeper insights into diversity data, help reveal patterns and trends, highlight successes and shortfalls, and enable effective tracking of goals,” she said.
“Such tools will help organizations keep a spotlight on diversity and inclusion trends, which is critical to workplace culture and business success.”
As organizations strive to build the best teams possible and retain their best workers in 2018, employees will be in the driver’s seat. People managers will need to take on coaching roles to help team members evolve their skill sets—not only for the business’s needs but to further their personal career goals as well.
“Your organization is more likely to succeed in the new digital era if you can create the best experiences for your customers and your employees.”
—Richard McColl, IBM’s global Workday practice leader
Greg Pryor, vice president of leadership and organizational effectiveness at Workday, explains, “Employees will demand optionality and in turn, employers will rely on technologies that enable more transparency around internal mobility, cross-training, and career development opportunities to encourage and guide employees interested in new or different roles and career paths.”
Industry analysts agree that the employee experience should be a high priority for employers this year, even if that means a shift for HR leaders. “In the digital age, progress is driven by people and experience,” says IBM’s McColl. “In other words, your organization is more likely to succeed in the new era if you can create the best experiences for your customers and your employees. The importance of experience means we may need to rethink the role of the CHRO. The CHRO is now in the digital people experience business, whether they like it or not.”
One thing is for sure as we head into 2018: Technology will be the key to unlocking better insights into our employees that will help create a more diverse, engaged workforce.
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