在争夺最佳人才方面，员工的体验越来越重要Josh Bersin教你五大策略来最大化员工体验在争夺最佳人才方面，员工的体验越来越重要，人力资源需要关注授权，发展和吸引人才进入热门就业市场的核心优势，Josh Bersin写道。
作者：Josh Bersin
我们生活在有趣的时代。几十年来，全球经济第一次增长。失业率几乎处于30年来的最低点，薪水终于开始上涨，雇主正在积极争夺一套新的技能（“机器学习技巧”现在是LinkedIn领域最热门的工作，需求增加在过去五年中近10倍）。
但是这个地平线上有一片小小的灰色云。正如我在2000年股市崩盘时所记得的那样，在非常高的经济增长时期，就业市场变得非常困难，雇主不得不改变他们的策略。
突然之间，每个人都在争夺同样的人才（大会董事会首席执行官的研究表明，“找到并留住人才”现在已成为首席执行官的头号问题），企业开始担心人力资源战略和领导力，以及求职者开始快速跳来跳去。事实上，具有按需技能的人突然开始像电影明星一样行事，游说高薪，比较雇主，并进一步推动公司改善他们的就业品牌。
对于人力资源领导者来说，“员工体验”的整个主题突然成为一个成败的问题。如果你的公司没有得到很好的尊重，在社交媒体网站上获得高评价，并被认为是“不断增长的工作场所”，你会发现吸引人才越来越难。当然，大多数人不会经常换工作，但拥有非常独特技能的人开始走动。销售人员，工程师，产品专家甚至入门级员工开始转向增长最快的公司，使得发展缓慢的公司陷入低谷。
“对于人力资源领导者来说，'员工体验'的整个主题突然成为一个决定性的问题”
人力资源的新挑战
这种情况的问题在于它对人力资源造成了全新的压力。突然间，公司突出了员工体验，生产力，参与度，留存率，福利，奖励以及诸如福利，附加福利，工作环境以及免费午餐，免费晚餐，免费洗衣等各种奇怪的事情。免费健身房和锻炼项目。在我住的硅谷，如果你不给人们美味的早餐，午餐，（经常晚餐），你根本无法吸引工程师。这种不断升级的战争利益不断增加。
在我的职业生涯中，我经历了许多这样的循环，而且我的个人经历表明，许多人只是继续耕耘，留在原地，从经济改善中受益。但高潜力和领导者可以轻松找到新工作，所以我们必须密切关注他们。大多数公司正在重新设计他们的继任管理计划，促进人才流动性，入职培训，按需学习和职业发展，因此需要做很多事情。
最糟糕的是，正如我在2001年和2008年所记得的那样，这一切最终都会崩溃。在未来的某个时候，全球增长将停止，我们都会怀疑这些昂贵的，以员工为中心的计划是否可以承受。我记得我们2008年IMPACT会议的主题是“少用少得多”。我们现在不在这里，但最终会来。
重新调整员工体验策略
人力资源是否准备好了？绝对。我一直在与世界上一些最具标志性和重要性的公司会面，他们的人力资源团队重新关注职业管理，员工体验，新奖励计划以及各种有趣的数字生产力和福利策略。
让我们都在这里享受美好时光。是的，这个热门的就业市场造成了很大的压力，但如果你专注于赋权，发展和引人入胜的核心优势 - 你就会蓬勃发展。现在云层在地平线上，让我们享受阳光吧。
“如果你不给人们美味的早餐，午餐（经常晚餐），你根本无法吸引工程师”
5个最大化新全球经济中员工体验的策略
关注就业品牌。了解并研究候选人如何看待你的公司，并将这些信息反馈给首席执行官和高级商业领袖，以便推动管理层改进文化，参与度和工作环境。
保持当前的工资和福利。现在我认为公司必须每六个月刷新一次奖励计划。每年都不够快。我曾经和那些给员工半年一次审查和加薪的公司谈过，即使这在某些情况下可能还不够。现在公布大量的薪酬信息 - 员工可以找到它，所以您应该领先于此。
重点了解员工的旅程，并关注端到端的员工体验。这意味着从候选人到新员工到第一天，第一个月，第一季度，第一年，第一次促销等等。设计思维的概念现在已经被很好地理解，因此您需要使用它们来构建一种数字化的体验，以帮助人们在职业生涯中茁壮成长。
重新设计您的L＆D战略。今年是2018年，采用微型学习策略的一年，更新您的LMS和工具，并深入了解“工作流程中的学习”的概念。我很快就会写更多内容 - 但让我提醒你，当人们觉得自己“没有学习”时，他们会离开公司。你可以解决这个问题。
通知首席执行官和高层领导。让他或她知道你的留任率，聘用的难度，以及哪些业务领域正面临人才短缺或技能差距。如果您需要聘用更多招聘人员，投资新的开发计划，或从根本上改变工作模式以适应，您需要他们的帮助才能迅速动员。在竞争激烈的时期，首席执行官希望尽其所能帮助，所以要抓住机遇。
图片来源：iStock
以上由AI自动翻译，原文请阅读：
Josh Bersin’s top 5 strategies to maximise the employee experience
The employee experience is increasingly important in the battle for the best talent, and HR needs to focus on core strengths of empowering, developing and engaging people in a hot jobs market, writes Josh Bersin
We are living in interesting times. For the first time in decades the entire global economy is growing. Unemployment rates are almost at a 30 year low, salaries are finally starting to rise, and employers are competing vigorously for a new set of skills (“machine learning skills” are now the hottest according to LinkedIn, a job that has increased in demand by almost 10 times in the last five years.)
But there is a small grey cloud over this horizon. As I remember quite well during the 2000 stock market crash, during very high growth economic times the job market becomes very difficult and employers have to shift their strategies.
Suddenly everyone is competing for the same talent (Conference Board CEO research indicates that “finding and retaining talent” is now the #1 issue on the mind of CEOs), companies start to worry about HR strategies and their leadership pipeline, and job candidates start hopping around quickly. In fact people with in-demand skills suddenly start to behave like movie stars, lobbying for high salaries, comparing employers, and further pushing companies to improve their employment brand.
For HR leaders the whole topic of the “employee experience” suddenly becomes a make or break issue. If your company is not well respected, highly rated on social media websites, and considered a “growing place to work,” you find it harder and harder to attract talent. Sure most people don’t change jobs that often, but people with very unique skills start to move around. Salespeople, engineers, products specialists, and even entry-level employees start to move to the fastest growing companies, leaving the slow growth companies in waves.
“For HR leaders the whole topic of the ’employee experience’ suddenly becomes a make or break issue”
New challenges for HR
The problem with this situation is that it creates a whole new stress on HR. Suddenly companies are focused on the employee experience, productivity, engagement, retention, benefits, rewards, and things like well-being, fringe benefits, the work environment, and all sorts of strange things like free lunch, free dinner, free laundry, and free gym and exercise programs. Here in Silicon Valley, where I live, if you don’t give people a gourmet breakfast, lunch, (and often dinner) you simply cannot attract engineers. This escalating war of benefits keeps going up.
I’ve been through many of these cycles in my career, and my personal experiences shows that many people just plow along and stay where they are, benefiting from the improved economy. But high potentials and leaders can find new jobs easily, so we have to watch them closely. And most companies are re-engineering their programs for succession management, facilitated talent mobility, onboarding, on-demand learning, and career development, so there is a lot to do.
And worst of all, as I remember in the year 2001 and 2008, this all will eventually come to a crashing end. Sometime in the future this global growth will stop, and we will all wonder if these expensive, employee-centric programs are affordable. I remember the theme of our 2008 IMPACT conference was “doing less with less.” We aren’t there now, but it will come eventually.
Refocusing strategies on the employee experience
Is HR ready for this? Absolutely. I have been traveling around meeting with some of the most iconic and important companies in the world, and their HR teams are refocusing on career management, the employee experience, new rewards programs, and all sorts of interesting digital productivity and wellbeing strategies.
Let’s all enjoy the good times while they’re here. Yes, this hot job market creates a lot of stress, but if you focus on your core strengths of empowering, developing, and engaging people – you will thrive. The clouds are out on the horizon for now, let’s enjoy the sun.
“If you don’t give people a gourmet breakfast, lunch, (and often dinner) you simply cannot attract engineers”
5 strategies for maximising the employee experience in the new global economy
Focus on employment brand. Understand and study how candidates view your company, and bring this information back to your CEO and top business leaders so you can push your management to improve culture, engagement, and the work environment.
Keep salaries and benefits current. Right now I believe companies have to refresh their rewards programs every six months. Annually is just no fast enough. I’ve talked with companies that give employees reviews and raises semi-annually and even this may not be enough in some cases. A tremendous amount of compensation information is now public – employees can find it so you should get ahead of this.
Focus on understanding the employee journey, and focus on the end-to-end employee experience. This means everything from candidate to new hire to first day, first month, first quarter, first year, first promotion, and on. The concepts of design thinking are well understood now, so you need to use them to build a digital-enabled experience that helps people thrive throughout their career.
Re-engineer your L&D strategy. This year, 2018, is the year to adopt a micro-learning strategy, refresh your LMS and tools, and get behind the concepts of “learning in the flow of work.” I’ll be writing a lot more on this soon – but let me remind you, people leave companies when they feel they are “not learning.” You can fix this.
Keep the CEO and senior leadership informed. Let him or her know your retention rate, how hard it is to hire, and what areas of the business are suffering from talent shortages or skills gaps. You will need their help to mobilise quickly if you need to hire more recruiters, invest in a new development program, or radically change job models to adapt. In times of competitive growth CEOs want to do everything they can to help, so take advantage of the opportunity.
Image source: iStock
Future of Work
2018年02月17日
Future of Work
如何成为招聘营销人员?How to Become a Recruitment Marketer
对招聘营销和雇主品牌有兴趣，但不知道如何推动你在这个方向上的职业生涯？不要再看！我们采访了三位专业人士，他们成功创造了明亮的招聘营销职业，以了解他们如何登上他们的第一场演出，以及你如何也能成功。
由 Kaitlyn Holbein 撰写
以下是我们的受访者以及他们成为招聘营销人员的三大秘诀：
Lane Sutton是RallyRM导师和招聘营销超级巨星。Lane 于2015年在Sprinklr发现了招聘营销。今天，Lane 在完成学位的同时支持迪士尼的招聘营销计划。Lane负责内容策划，战略以及人才市场调查。Lane也是一位备受追捧并备受推崇的演讲者，他在众多的营销和人才招聘会议上分享了他的见解。
提示＃1 - 营销人员，马上进入！
Lane的职业生涯最初始于市场营销。他的第一次实习是在HubSpot，在那里Lane提高了他的社交精明度。在Sprinklr，该团队热衷于让Lane将他的社交媒体营销技巧应用于他们的招聘需求。
“我起初对此犹豫不决，”莱恩承认道。“我不知道关于人力资源的事情。然而，我决定跳进去，很快就被抓住了。招聘营销基本上都是将你已经知道的营销策略和策略应用于候选人而不是客户。如果你来自营销背景，转型并不难。“
提示＃2 - 开始联网
“接触已经在太空工作的人，”Lane建议道。“许多人愿意和你谈谈他们的角色，职业生涯和他们工作的公司。您将获得有价值的信息并建立您的网络，这样人们就可以开始为您的团队未来的机会考虑您。“
制定招聘营销链接并获得一些知情人士的一种方法是申请RallyRM导师计划。免费课程将希望培养其招聘营销技巧的人员与像Lane这样的导师进行匹配，他们帮助他人发展事业并自信地引导新策略。
提示＃3 - 将招聘营销工作融入您当前的角色
Lane说：“越来越多的入门级招聘营销工作变得可用。“如果你的公司还没有人在做招聘营销，那么这是你的机会！开始接受项目建立一个案例在你的组织中发挥这样的角色。
“例如，如果您是招聘人员或招聘协调员，您可以询问您的经理是否可以尝试解决并改善特定的候选人体验问题。如果你在营销部门，你可以联系Talent Acquisition，看看你能否帮助他们改进他们的职业生涯内容战略。“
莱恩说，能够显示领导力，从你的工作中获得的收获可能会导致创建你的梦想职位 - 或者至少它会帮助你建立可转移的经验，在申请招聘营销职位时可以给你一个优势另一个组织。
Delaney Rader是Vanguard的招聘营销专家，她负责管理招聘博客，定义战略，采购和创建精彩内容。Delaney在加入Vanguard之前出席了亚利桑那大学。在亚利桑那大学期间，Delaney曾担任校园娱乐部的营销助理，同时还在Vanguard的雇主品牌和招聘营销团队实习。
德莱尼的重要提示：
提示＃1 - 您可能隐藏了招聘营销经验
考虑到她在Vanguard之前的日子，Delaney意识到她在成为招聘营销人员之前拥有招聘营销经验。
“在大学期间，我是商业联盟的一员，”Delaney解释道。“我帮助制作和发行传单，每年招聘新成员。我会鼓励任何想要在招聘营销中开始职业生涯的人去思考他们是否有经验可以为自己打开一扇门。“
提示＃2 - 与团队见面并挑选他们的大脑
“如果你为一个拥有完整的招聘营销团队的组织工作，或者甚至是一个管理招聘营销的人，看看你是否可以与他们见面，提出问题并开始学习。把自己放在他们的雷达上，让他们知道你对他们在做什么感兴趣。激情有很长的路要走，他们可能会想你下一次开放！“
提示＃3 - 发展你的技能，让你的脚在你身上
Delaney指出：“招聘营销人员需要的一些关键技能可以通过很多方式进行开发。“考虑如何提高你的沟通技巧，以及如何获得任何营销经验。如果你属于一个俱乐部或团队，你可以为他们管理社交饲料吗？你能帮助网站或自愿组织一个活动吗？这些都是非常棒的技能和丰富的经验，可以帮助您逐渐成长为理想的招聘营销人选。“
Ted Nehrbas是汤森路透的人才品牌营销专家。在他目前的职位上，特德执行了一系列战略，以吸引汤森路透品牌的人才，包括管理公司所有关注职业的社交媒体账户。在Thomson Reuters工作之前，Ted曾是SmashFly的招聘营销专家。他第一次真正进入招聘营销是在2015 年，一家名为Happie的创业公司成为招聘营销实习生。
特德的重要提示：
提示＃1 - 招聘人员也可以成为招聘营销人员
有很多职业路径可以导致招聘营销。实践招聘经验也是非常好的。
“在Happie实习期间，我花时间积极招聘，”Ted解释道。“这种招聘经验为我后来的招聘营销职位提供了一些最有价值的见解。我学会了候选人如何思考，他们的痛点是什么以及如何在我的组织中出售它们。这些都是我今天工作的所有领域。“
提示＃2 - 继续发展自己的品牌和社交媒体
“接受Twitter，LinkedIn和Instagram，并开始积极主动，”Ted建议道。“你从0到300名追随者获得的技能与你在社交媒体营销中用于招聘的技能类型相同。
“我也建议你逐渐熟悉，如免费工具Canva [图形设计]，Crowdfire [社会战略]，和股票照片网站，如Picjumbo和Stockvault。这些工具将帮助您制作内容营销资产，如博客和社交帖子，这些对于招聘营销策略来说越来越有价值。内容营销吸引候选人并传达他们为什么应考虑加入贵公司。“
提示＃3 - 在申请工作时记住自己的候选人经历
“考虑激起你对公司兴趣的第一件事。注意那些让你对应用程序感到恼火的东西。如果你开始有意识地考虑自己的候选人经历，那么你会想出很多伟大的想法，你可以用它们来面试或为招聘营销角色定位。“
底线是有很多方法可以获得经验并成为招聘营销人员！来自任何专业或学术背景的人都可以在招聘营销方面有出色表现，如果他们花时间在社交媒体和内容营销方面发展相关技能，与业内人士建立联系并寻找导师，并发展他们的个人品牌。
最后，感谢所有受访者的时间和提示！我们希望这种洞察力对您有所帮助，我们很高兴您正在考虑成为一名招聘营销人员。这是一个令人兴奋的新职业，我们拥有的人才越多，我们就越能够向前发展并积极影响人才招聘行业！
以上有AI自动翻译。HRTechChina倾情呈现。
Interested in Recruitment Marketing and Employer Branding, but not sure how to drive your career in that direction? Look no further! We interviewed three professionals who have successfully created bright Recruitment Marketing careers to find out how they landed their first gig and how you can too.
Here are our interviewees and each of their top three tips to become a Recruitment Marketer:
Lane Sutton is a RallyRM Mentor and a Recruitment Marketing superstar. Lane discovered Recruitment Marketing at Sprinklr in 2015. Today, Lane supports Recruitment Marketing initiatives for Disney while finishing his degree. Lane works on content planning, strategy, as well as talent market research. Lane’s also a sought-after and highly regarded speaker, who has shared his insights at numerous Marketing and Talent Acquisition conferences.
Tip #1 – Marketers, jump right in!
Lane’s career initially started out in Marketing. His first internship was with HubSpot, where Lane boosted his social savvy. At Sprinklr, the team was keen to have Lane apply his social media marketing skills to their recruitment needs.
“I was hesitant about this at first,” admits Lane. “I didn’t know a thing about HR. However, I decided to jump in and caught on really quickly. Recruitment Marketing is basically all about applying the marketing tactics and strategies you already know to candidates instead of customers. If you come from a Marketing background, the transition isn’t hard.”
Tip #2 – Start networking
“Reach out to people already working in the space,” advises Lane. “Many will be willing to speak with you about their role, their career journey and the company they work for. You’ll get valuable info and build your network so people can start to think about you for future opportunities on their teams.”
One way to make a Recruitment Marketing connection and gain some insider intel is to apply to the RallyRM Mentor Program. The free program matches people who want to develop their Recruitment Marketing skills with mentors like Lane, who help others to grow their careers and confidently lead new strategies.
Tip #3 – Weave Recruitment Marketing work into your current role
“There are more and more entry level Recruitment Marketing jobs becoming available,” Lane says. “If your company doesn’t have someone doing Recruitment Marketing yet, this is your opportunity! Start taking on projects to build a case for developing a role like this at your organization.
“For instance, if you’re a Recruiter or Recruitment Coordinator, you could ask your manager if you could try addressing and improving a particular candidate experience issue. If you’re in Marketing, you could connect with Talent Acquisition to see if you can help them improve their Careers content strategy.”
Lane says being able to show leadership the takeaways from your work could lead to the creation of your dream role – or at the very least it will help you to build up transferable experience that can give you an advantage when applying for a Recruitment Marketing role at another organization.
Delaney Rader is a Recruitment Marketing Specialist at Vanguard, where she manages the Careers blog by defining strategy, and sourcing and creating great content. Delaney attended the University of Arizona before joining Vanguard. During her time at the University of Arizona, Delaney worked as a Marketing Assistant for the Campus Recreation Department, while also interning with Vanguard’s Employer Brand & Recruitment Marketing team.
Delaney’s top tips:
Tip #1 – You might have hidden Recruitment Marketing experience
Reflecting back on her pre-Vanguard days, Delaney realizes that she had Recruitment Marketing experience before becoming a Recruitment Marketer.
“During college, I was part of a business fraternity,” explains Delaney. “I helped create and distribute flyers to recruit new members every year. I would encourage anyone who’s looking to start a career in Recruitment Marketing to think if they might have experience they could leverage to open a door for themselves.”
Tip #2 – Meet the team and pick their brains
“If you work for an organization that has a full Recruitment Marketing team or even one person who manages Recruitment Marketing, see if you can meet with them to ask questions and start learning. Put yourself on their radar so they know you’re interested in what they’re doing. Passion goes a long way, and they may think of you for their next opening!”
Tip #3 – Develop your skills and get your feet wet where you are
“Some of the key skills Recruitment Marketers need can be developed in a ton of ways,” points out Delaney. “Consider how you can improve your communication skills, as well as how you can gain any marketing experience. If you belong to a club or team, could you manage a social feed for them? Could you help with the website or volunteer to organize an event? These are all great skills and solid experience that can add up to help you evolve into an ideal Recruitment Marketing candidate over time.”
Ted Nehrbas is a Talent Brand Marketing Specialist with Thomson Reuters. In his current role, Ted executes on a range of strategies to attract talent to the Thomson Reuters brand, including managing all of the company’s careers-focused social media accounts. Prior to working at Thomson Reuters, Ted was a Recruitment Marketing Specialist with SmashFly. His first real foray into Recruitment Marketing was with a startup called Happie as a Recruitment Marketing Intern in 2015.
Ted’s top tips:
Tip #1 – Recruiters can also become Recruitment Marketers
There are many career paths that can lead to Recruitment Marketing. Hands-on recruiting experience is also excellent to have.
“During my internship at Happie, I spent time actively recruiting,” explains Ted. “That recruitment experience provided some of the most valuable insights for my later Recruitment Marketing roles. I learned how candidates think, what their pain points are, and how to sell them on my organization. These are all areas that inform my work today too.”
Tip #2 – Grow your own brand and social media following
“Get on Twitter, LinkedIn and Instagram, and start being active,” suggests Ted. “The skills you learn that take you from 0 to 300 followers are the same types of skills you’ll use in social media marketing for recruitment purposes.
“I’d also recommend getting familiar with free tools like Canva [for graphic design], Crowdfire [for social strategy], and stock photo sites like Picjumbo and Stockvault. These tools will help you produce content marketing assets, like blogs and social posts, which are becoming increasingly valuable for Recruitment Marketing strategy. Content marketing attracts candidates and communicates why they should consider joining your company.”
Tip #3 – Remember your own candidate experience when applying for jobs
“Consider the first thing that piqued your interest about a company. Note the things that irritated you about the application. If you start to consciously consider your own candidate experience, you’ll come up with tons of great ideas that you can use to get ahead when interviewing or positioning yourself for Recruitment Marketing roles.”
The bottom line is that there are many ways to gain experience and become a Recruitment Marketer! People from just about any professional or academic background can be great in Recruitment Marketing if they dedicate time to developing relevant skills in social media and content marketing, networking with people in the industry and finding a mentor, and developing their personal brand.
Lastly, thanks to all of our interviewees for their time and tips! We hope the insight is helpful and we’re excited that you’re considering becoming a Recruitment Marketer. This is an exciting new profession and the more amazing talent we have, the more we can Rally forward and positively impact the Talent Acquisition industry!
Josh Bersin：2018年人力资源技术：比以往更加智能化 HR Technology for 2018 - More Intelligent than Ever
几乎每一位与我交谈的人力资源供应商都声称拥有基于人工智能（AI）的解决方案，预测分析，聊天机器人或其他形式的算法解决方案，以使HR更好。
正如我所了解的所有这些产品，并开始看到他们的行动，让我给你什么寻找提示。
在招聘市场上，数据确实在推动我们的未来。由于社交网络的无处不在以及数十种智能采购和评估工具，我们的研究表明，人工智能正在创造巨大的价值。在您寻找新的招聘工具（采购，候选人评估，智能聊天机器人和移动招聘平台）时，请供应商向您展示其AI如何工作。询问如何作出决定，以及它可能适用于您的例子。这些供应商远远领先于学习曲线，价值将变得清晰。
在面试管理中，也越来愈多的工具开始提供候选人与面试官的协调沟通，自助服务等，比如优面宝，通过自动化的协调沟通机制安排好候选人的面试时间等。
在学习和发展市场上，现在很多学习管理系统（LMS）平台，学习体验平台和微型学习平台都使用人工智能和算法解决方案来推荐内容，策划内容，并通过最合适的内容来指导学习者学习。这些供应商中的许多都有丰富的经验分析通过内容的最佳路径，正确的时间来查看下一个内容，甚至正确的学习模块来查看您的信心，你的理解的主题。学习活动数据现在可以通过体验API或xAPI（一种记录和跟踪学习过程中点击的所有内容的方式）获得，因此所有这些供应商都变得“聪明”。
在员工敬业度和调查市场，同样的AI波即将到来。一系列供应商的产品开始作为参与和脉搏调查工具，现在提供文本分析，情感分析，词云和员工情绪的智能评估。他们中的一些人可以测量信任网络，并使用组织网络分析来识别网络中的可信任人员，甚至指出可能存在欺诈或不良行为的领域。虽然这些软件都不是完美的，但它比单独阅读每条评论要好，可以让管理者更好地了解他们如何与同行进行对比。
在绩效管理市场中，持续绩效管理软件现在通过查看您在工作中获得的反馈模式，提供活动流，公共和私人评论以及组织网络分析。到时候，这些平台会向管理人员推荐学习和辅导，有些已经这样做了。
在员工自助服务和案例管理方面，平台也变得更加智能。您现在不仅可以在线（或通过您的消息系统）与您的员工系统进行聊天，还可以发送消息（“星期五预订我的休假日”），系统将执行交易。很快，它会向你推荐什么课程，如何放慢和放松以及其他员工福利。
我可以继续下去。市场上大多数人力资源工具都包含“人工智能”和“智能”这两个词，越来越多的人开始工作。
虽然这一切都是积极的，而且肯定会让我们的工作更轻松，但是让我也给你一个警告：AI不是魔法; 它只是高度精炼的统计和数学模型，试图根据大量数据预测和推荐行动。如果你没有足够的数据，AI可能没有那么有用。所以听起来很令人兴奋，我建议你让供应商给你一个真实世界的演示，并尽可能多的参考。
在我看来，AI，预测分析，情感分析，视觉识别和自然语言界面的成熟速度比我们预期的要快得多。所有这些都将影响我们的人力资源技术。只要确保你买的东西确实符合你的需求，并且你所实施的“智能”在你的组织需要的领域是聪明的。
Josh Bersin是德勤咨询（Deloitte Consulting LLP）Bersin™的负责人和创始人。本文件中使用的“Deloitte”是Deloitte LLP的子公司Deloitte Consulting LLP。请参阅www.deloitte.com/us/about，了解我们法律结构的详细说明。根据公共会计规则和条例，某些服务可能无法向证明客户提供。
以上由AI翻译，下面是英文原文：
Almost every HR vendor I talk with claims to have artificial intelligence (AI)-based solutions, predictive analytics, chatbots or some other form of algorithmic solution to make HR better. As I've learned about all these products and started to see them in action, let me give you tips on what to look for.
In the recruitment market, data is really driving our future. Thanks to the ubiquitous nature of social networks and dozens of intelligent sourcing and assessment tools, our research shows, AI is creating significant value. As you search for new recruiting tools (sourcing, candidate assessment, intelligent chatbots and mobile recruiting platforms), ask the vendor to show you how its AI works. Ask to see how decisions are made and for examples of where it might apply to you. These vendors are well ahead of the learning curve, and the value will become clear to you.
In the learning and development market, many learning management system (LMS) platforms, learning experience platforms, and micro-learning platforms now use AI and an algorithmic solution to recommend content, curate content and guide learners through the most appropriate content to learn. Many of these vendors have extensive experience analyzing the best path through content, the right time to view the next content and even the right learning module to view based on your confidence in your understanding of the subject matter. Learning activity data is now available through the Experience API, or xAPI (a way to record and track everything you click on while learning), so all these vendors are becoming "intelligent."
In the employee engagement and survey market, the same AI wave is coming. A flurry of vendors whose products started as engagement and pulse survey tools now provide text analytics, sentiment analysis, word clouds and intelligent assessment of employee sentiment. Several of them can measure trust networks and use organizational network analysis to identify trusted people in your network and even point out areas of potential fraud or bad behavior. While none of this software is perfect, it's better than trying to read every comment individually and can certainly give managers a better idea of how they stack up against their peers.
In the performance management market, software for continuous performance management now provides activity streams, public and private comments, and organizational network analysis by looking at the patterns of feedback you get on the job. In time, these platforms will recommend learning and coaching to managers, and some do this already.
In the area of employee self-service and case management, the platforms are also getting smarter. Not only can you now chat with your employee system online (or through your messaging system), you can send it messages ("Book my vacation day on Friday") and the system will perform a transaction. Soon, it will actually make recommendations to you on what courses to take, how to slow down and relax, and other employee benefits.
I could go on and on. It feels like the words "AI" and "intelligent" have been included on most HR tools in the market, and more and more of this is starting to work.
While all this is positive and definitely making our work lives easier, let me also give you a warning: AI is not magic; it is simply highly refined statistics and mathematical models that try to predict and recommend action based on a mass amount of data. If you don't have enough data, the AI may not be as useful. So as exciting as it sounds, I recommend you ask the vendor to give you a real-world demo and talk with as many references as you can.
There's no question in my mind that AI, predictive analytics, sentiment analytics, visual recognition and natural language interfaces are maturing far faster than we expected. All of this will impact our HR technologies. Just make sure that whatever you buy really fits your needs and that the "intelligence" you implement is intelligent in the areas of need for your organization.
Josh Bersin is principal and founder, Bersin™, Deloitte Consulting LLP. As used in this document, "Deloitte" means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of our legal structure. Certain services may not be available to attest clients under the rules and regulations of public accounting.
Future of Work
2018年02月11日
Future of Work
2018年50个最佳工作场所一览 The 50 Best Workplaces for Giving Back in 2018
By FORTUNE EDITORS February 9, 2018
现今，员工对企业的要求越来越多，而不再仅限于对薪水和身份的需求 - 他们希望自己的工作有正面的影响。但是现在的企业慈善捐款往往只是公关活动。但对于以下这些公司来说，并非如此，这些公司所做的超越了他们的使命，他们捐出现金，贡献专业知识以及大量志愿时间。“财富”合作伙伴Great Place to Work，梳理了成千上万的员工调查，通过员工评选出了在变革创新方面做的最好的企业，汇集出了以下50家美国公司名单。
Increasingly, employees are asking for more from companies than just a paycheck and an ID badge—they want to know their work has a positive impact. But corporate philanthropic contributions these days often seem like little more than PR campaigns. Not so at these companies, which truly go above and beyond in their mission to give back—donating cash, expertise, and lots (and lots) of volunteer hours. Fortune partner Great Place to Work combed through hundreds of thousands of employee surveys to compile the following list of the U.S. companies that workers say are doing the best job at making a difference.
Click here to read more about the list, and find out more about how the ranking is compiled here.
1. Salesforce
Courtesy of Salesforce
Employees say:
“Salesforce really cares about giving back to the community. You get additional time off specifically for volunteering, and my manager strongly encourages me to take it, and takes her time herself. I feel like I can trust executives to ‘put their money where their mouth is’ when they make commitments. For example, Marc Benioff himself personally supports a variety of causes, as well as advocating for them publicly.”
“Salesforce’s dedication to Volunteer Time Off and other philanthropic initiatives is unlike anything I’ve experienced or even heard about at other companies. It is an important part of our culture from top to bottom.”
Read Great Place to Work review here.
U.S. headquarters: San Francisco
Industry: Information Technology
Worldwide employees: 27,070
Total Philanthropic Donations: $177,200,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
2. Bank of America
Courtesy of Bank of America
Employees say:
“Our volunteer efforts are second-to-none. We are encouraged to engage in our community as a way to make our city better. This means discussions about economic mobility, race relations, hunger and literacy, and any other issue that we feel personally inspired to support. Each employee is given two hours a week to volunteer to help spark that process.”
“The company is constantly looking for ways to contribute to the community. Recently we had a book drive and donated over 450 books to a local community outreach center.”
Read Great Place to Work review here.
U.S. headquarters: Charlotte, N.C.
Industry: Financial Services & Insurance
Worldwide employees: 200,000
Total Philanthropic Donations: $176,173,927
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
3. Cisco
Courtesy of Cisco
Employees say:
“The community service program is outstanding, whether donating funds or time. Five work days annually for giving back to the community is generous. I love reading the stories of how employees have chosen to use their time around the world. The matching gift program is extremely generous, and the funds provided for volunteer hours is so beneficial.”
“I love the unique week of time off we get to volunteer in the community.That shows that Cisco is committed to being a part of the community and makes me proud to work here.”
Read Great Place to Work review here.
U.S. headquarters: San Jose, Calif.
Industry: Information Technology
Worldwide employees: 72,063
Total Philanthropic Donations: $309,400,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
4. Merck
Courtesy of Merck
Employees say:
“Volunteering with community programs (individually or as part of a group) is both encouraged and supported with financial gift programs to these organizations and time away from work to support the community (for instance the United Way Day of Action). To me, this shows that “Merck gives back” is not just a slogan, but a way of doing business and being a good neighbor and citizen in the local community.”
“It’s great that they encourage you to volunteer during work hours. Volunteering gives you the personal satisfaction of knowing that you’re helping out while making you feeling more fulfilled. It makes you a more well-rounded person.”
Read Great Place to Work review here.
U.S. headquarters: Kenilworth, N.J.
Industry: Biotechnology & Pharmaceuticals
Worldwide employees: 69,000
Total Philanthropic Donations: $910,600,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
5. Nvidia
Photograph by Joshua A. Wise
Employees say:
“Nvidia is committed to supporting our community and making it a better place to live. Several years ago we opted out of holiday parties and instead spent that money and hundreds/thousands of employee hours to invest in refreshing schools nearby with facelifts, new equipment, sod, murals, new paint. It brings Nvidian’s together for a common good, benefits schools in dire need of an upgrade and is a great team building activity. That is just one example.”
“Instead of spending money on a Christmas holiday party, we volunteer and help out the local community in our yearly event called Project Inspire. We team up to tackle things like improving local high school classrooms or enhancing playgrounds.”
Read Great Place to Work review here.
U.S. headquarters: Santa Clara, Calif.
Industry: Information Technology
Worldwide employees: 10,771
Total Philanthropic Donations: $8,320,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
6. Deloitte
Courtesy of Deloitte
Employees say:
“Deloitte is committed to its communities in which it does work—especially looking for opportunities to support underprivileged members of the community. Not only do we set aside Impact Day, but we also actively support individuals pursue their passions with local charities.”
“Deloitte invests in being a good member of its community, wherever we are. Impact Day, a day of service, is an amazing keystone event, but community service also is supported and encouraged throughout the year.”
Read Great Place to Work review here.
U.S. headquarters: New York City
Industry: Professional Services
Worldwide employees: 87,091
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
7. Intuit
Courtesy of Intuit
Employees say:
“There is a sense of community. Whether it is to answer the call of urgent help needed by a local non-profit or to help one of our own, the company is full of great people who rally together to help. For example, an organization that helps homeless teens had their pantry robbed. One of the Intuit employees found out and started an immediate food drive and everyone started contributing. That’s just one example.”
“I’m very proud that one of our values is “We Care and Give Back,” this is a genuine value, from the special weeks of service Intuit holds to the fact that we have up to 32 hours a year we can spend on volunteer activities to serve our community.”
Read Great Place to Work review here.
U.S. headquarters: Mountain View, Calif.
Industry: Information Technology
Worldwide employees: 8,223
Total Philanthropic Donations: $49,554,024
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
8. AbbVie
Courtesy of Abbvie
Employees say:
“AbbVie lets employees participate in events that benefit the community: Helping a local school set up its renovated library; assisting with cleanup a nearby state park; many other things too. ”
“AbbVie goes above and beyond to give back to the communities in which its employees work and live, and encourages employees to participate by volunteering (allowing time off to do so). ”
Read Great Place to Work review here.
U.S. headquarters: North Chicago
Industry: Biotechnology & Pharmaceuticals
Worldwide employees: 27,910
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
9. Bill & Melinda Gates Foundation
Courtesy of Bill & Melinda Gates Foundation
Employees say:
“In terms of non-profit philanthropic organizations, the fact that we focus on impact investing sets us apart to some degree. Every dollar that we invest with our partners is scrutinized to ensure that it is directly impacting a root cause of inequity. That makes it easy to see the line between one’s work and the benefit it provides. This feeling that you are providing genuine value to the world community is intensely satisfying.”
“We have 3:1 matching gifts for employee charitable donations including a new program to honor employee anniversary milestones at 5, 10, 15, 20, etc. years by giving $5,000+ for employees to donate. ”
Read Great Place to Work review here.
U.S. headquarters: Seattle
Worldwide employees: 1,531
Total Philanthropic Donations: 9,522,950
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
10. Autodesk
Courtesy of Autodesk
Employees say:
“The way this company cares about the community, I’ve never been involved with another company that gives so much back. They offer so many ways for employees to be involved with volunteering, matching donations, even donating money to match volunteer hours. ”
“The Autodesk Foundation is unique in my experience, and engages with the community in ways that benefits the community and is consistent with Autodesk’s core strategies—it’s a model for how corporations can and should add value to the community.”
Read Great Place to Work review here.
U.S. headquarters: San Rafael, Calif.
Industry: Information Technology
Worldwide employees: 8,794
Total Philanthropic Donations: $20,900,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
11. Dixon Schwabl
Courtesy of Dixon Schwabl
Employees say:
“As someone new to the company, I love seeing how compassionate everyone is. I have yet to come across someone working here that isn’t involved with helping others in our community. I love that, it is so beautiful. I have also seen people band together to help one another during personal strife, without any hesitations. The people here, starting from the very top, are amazing! I am so glad that I am here and a part of this wonderful group of people. ”
“Each year we are given one free day of PTO to volunteer in the community. They also organize group volunteer opportunities based on people’s interests quarterly. This has allowed me to get involved in organizations I wouldn’t have had a chance to.”
Read Great Place to Work review here.
U.S. headquarters: Victor, N.Y.
Industry: Advertising & Marketing
U.S. employees: 120
Total Philanthropic Donations: $1,600,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
12. NuStar Energy
Courtesy of NuStar
Employees say:
“Nustar also cares about the community and being able to help others, this is very genuine as it comes from the top. They also participate and donate to help others less fortunate. This is an amazing company to work for. ”
“The emphasis on giving back to the community is what drew me to NuStar in the first place. There are several opportunities for many different causes at any given time. There is something for everyone!”
Read Great Place to Work review here.
U.S. headquarters: San Antonio, Texas
Industry: Transportation
Worldwide employees: 1,684
Total Philanthropic Donations: $9,030,223
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
13. Cadence
Courtesy of Cadence
Employees say:
“Many of us like to volunteer for community services, and the company recently expanded the volunteer time-off program and corporate matching of donations.”
“Cadence’s desire to help the community and allow employees to take additional time off to support their local charities demonstrates the company’s desire to give back and allow for good work/life balance. ”
Read Great Place to Work review here.
U.S. headquarters: San Jose, Calif.
Industry: Electronics
Worldwide employees: 7,126
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
14. VMware
Courtesy of VMware
Employees say:
“Aside from its ability to adapt and continually make industry changing contributions, this place is so philanthropic and conscious of society and the Earth. I have never felt so much inspiration to give back to my community or to adjust my lifestyle to be less of a strain on the Earth. And the best part is the company rewards you for doing so. I give this credit to our leader, Pat Gelsinger, who truly lives the values he speaks.”
“VMWare gives so much back to the community. I’ve been here 4 months and have already done Habitat for Humanity during work hours and at new hire training we did a charity event assisting the homeless in the Bay Area.”
Read Great Place to Work review here.
U.S. headquarters: Palo Alto, Calif.
Industry: Information Technology
Worldwide employees: 21,098
Total Philanthropic Donations: $7,456,480
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
15. Patagonia
Courtesy of Patagonia
Employees say:
“Placing value on the environment and humanity above company profits—using the least harmful factories, using the least harmful methods to obtain raw materials for products, endorsing and supporting eco-friendly people & organizations, being a platform for positive social change through communications and rallying on the website and in interviews with the press, encouraging employees to enjoy time in nature and with each other during the workday, providing employees with opportunities to come together to work on community efforts as part of their workday, etc., etc.—carrying out all of these practices and ending up as an extremely successful company creates a very rare and positive example for the world, and it also creates a feeling of pride in me to be working for such a company.”
“Environmental activism in every store, opportunities to be involved with grassroots environmental groups. Great support in planning fun and creative events for the community.”
Read Great Place to Work review here.
U.S. headquarters: Ventura, Calif.
Industry: Retail
Worldwide employees: 2,120
Total Philanthropic Donations: $10,900,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
16. Ultimate Software
Courtesy of Ultimate Software
Employees say:
“Ultimate also gives back to the community on a regular basis, and invites all employees to join, by giving us paid time off for community service outside our standard PTO. We also have various community service groups that are open to anyone in the company, for a variety of causes.”
“We do so many charity events, for example at a recent conference we raised money for a hospice care facility that cared for a former employee who recently passed and as a team building activity we all built 100 bikes for Kids in Distress.”
Read Great Place to Work review here.
U.S. headquarters: Weston, Fla.
Industry: Information Technology
Worldwide employees: 3,792
Total Philanthropic Donations: $2,244,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
17. Genentech
Courtesy of Genentech
Employees say:
“Genentech Gives Back is not just a banner but a philosophy to take time to give back locally to our community. I really look forward to the time dedicated to give back to my community and know that this attitude prevails from coast to coast within our Genentech family.”
“I love how much Genentech cares about giving back to the community. This is one of the reasons why I am so proud to work here. I know that giving back to the community locally as well as globally is one of the values that Genentech keeps at heart.”
Read Great Place to Work review here.
U.S. headquarters: South San Francisco
Industry: Biotechnology & Pharmaceuticals
U.S. employees: 15,064
Offers PTO for Volunteering: No
Offers Employee Matching Funds: Yes
18. Roche Diagnostics
Courtesy of Roche
Employees say:
“We are encouraged to attend events such as the Keep Indianapolis Beautiful event and the Roche Open (proceeds go to charity) even though they occur during working hours.”
“Roche continually looks for ways to enrich its employees’ lives and positively impact the community. Volunteer opportunities abound and Roche’s strategic giving is impressive. ”
Read Great Place to Work review here.
U.S. headquarters: Indianapolis, Ind.
Industry: Biotechnology & Pharmaceuticals
Worldwide employees: 94,000
Total Philanthropic Donations: $8,000,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
19. Texas Health Resources
Courtesy of Texas Health Resources
Employees say:
“One of the reasons Texas Health Resources is a great place to work is because our employees not only care for one another but they also care about the surrounding community. A unique example of this would be the THR Associates Campaign as well as the Employee Community Giving Campaign. Every year THR employees are given the opportunity to participate in the Associates Campaign; which helps fund select programs throughout the THR System. Additionally, employees can donate to local North Texas nonprofit organizations that share THR’s Mission, Vision, and Values during the Employee Community Giving Campaign. ”
“THR is a community focused organization, not just when it comes to healthcare, but about serving the community overall. We have FREE shred day and time off to volunteer with any organization we choose and I can’t say enough about that! ”
Read Great Place to Work review here.
U.S. headquarters: Arlington, Texas
Industry: Health Care
U.S. employees: 21,686
Total Philanthropic Donations: $871,602,176
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: No
20. Elevation Church
Courtesy of Elevation Church
Employees say:
“This organization encourages growth and community with staff gatherings and events to commemorate significant milestones in our church. I have never worked for an organization that cares so much about the wellbeing of their employees and their families like this organization does.”
“I love that what we do changes people’s lives and we keep that in front of ourselves constantly. We talk about stories of life change in department meetings, at all-staff meetings and we’re encouraged to share them with any volunteer teams we lead.”
Read Great Place to Work review here.
U.S. headquarters: Matthews, N.C.
Worldwide employees: 5
Total Philanthropic Donations: $5,657,422
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: No
21. Kronos
Courtesy of Kronos Incorporated
Employees say:
“Kronos truly cares about giving back to the community. They often sponsor work days at local schools, encourage local volunteering and donate to charities.”
“Kronos invests in the community. I love it that the company sponsors it and makes it happen; the company isn’t just giving people a ‘volunteer day’ each year and leaving it to us to figure out how to spend that day.”
Read Great Place to Work review here.
U.S. headquarters: Lowell, Mass.
Industry: Information Technology
Worldwide employees: 5,274
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
22. Stryker
Courtesy of Stryker
Employees say:
“Stryker is committed to the community and giving back to a number of organizations. It is great to see the highest level of management volunteering in the community, donating both time and money. I also think the work we do with Operation Smile is amazing and life changing for the patients as well as the volunteers.”
“We are encouraged to contribute to making healthcare better as well as making our community better and serving those around us, and we do it as teams and as individuals and certainly more than two days per year in the majority of peoples’ cases!”
Read Great Place to Work review here.
U.S. headquarters: Kalamazoo, Mich.
Industry: Manufacturing & Production
Worldwide employees: 28,933
Total Philanthropic Donations: $38,900,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
23. Veterans United Home Loans
Courtesy of Veteran United Home Loans
Employees say:
“The company gives constantly. Much of the focus is on the community and culture here. We have numerous fun events, groups, and opportunities to get involved on a personal level. I am in a Dad’s group and a Bible study every week. I ride with a group of about 100 folks in the MS150 in the fall. Pretty awesome stuff!”
“How we give back—we give back to the community through volunteer hours to large donations like no other company I have encountered. We also give back to our employees with an outstanding culture of recognition and fun. It truly is unique. ”
Read Great Place to Work review here.
U.S. headquarters: Columbia, Mo.
Industry: Financial Services & Insurance
U.S. employees: 2,419
Total Philanthropic Donations: $9,571,000
Offers PTO for Volunteering: No
Offers Employee Matching Funds: Yes
24. Workday
Courtesy of Workday
Employees say:
“Community involvement—there have been numerous times when out and about while wearing a Workday t-shirt that I have been approached about some of the volunteer work I or other workmates have been involved—just random people thanking us…makes you feel good and when they ask about what Workday does it surprises them that a tech company gives back so much ”
“Workday offers so many opportunities to volunteer and help the community. I’ve always wanted to do some of these things but always made an excuse. Workday gives you the avenue to do this and encourages it. Working here has made me a better person. ”
Read Great Place to Work review here.
U.S. headquarters: Pleasanton, Calif.
Industry: Information Technology
Worldwide employees: 7060
Total Philanthropic Donations: 3424426
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
25. American Transmission Company
Courtesy of ATC
Employees say:
“ATC supports the community. We are given 15 personal days which can be used for sick OR for volunteering! I’ve been here only 2 months and I’ve already participated in one day of volunteering with my team, and have been invited to participate in another. My manager discussed with me before I started that because my children’s school is a 503(c) organization, I can use that time to volunteer for their school. And as if that wasn’t good enough, you can roll those days over if you don’t use them.”
“I very much enjoy the volunteer activities that are encouraged. I feel great personally after volunteering. And I very much appreciate the shared experience it allows me to have with the people that I spend most of my time with 5+ days a week.”
Read Great Place to Work review here.
U.S. headquarters: Waukesha, Wis.
Industry: Manufacturing & Production
U.S. employees: 659
Total Philanthropic Donations: $737,305
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
26. Voya Financial
Courtesy of Voya Financial
Employees say:
“There is a big emphasis on helping the community as well as our customers. There is month-long giving campaign each year to encourage employees to donate to charities, paid time off is given to participant in volunteer activities, and a big part of our annual review is based on how we have improved the lives of our customers.”
“The company culture is very community and volunteer oriented. The commitment from senior management to give back to all the communities we do business in is truly amazing and gives employees a great deal of pride.”
Read Great Place to Work review here.
U.S. headquarters: New York City
Industry: Financial Services & Insurance
Worldwide employees: 6,601
Total Philanthropic Donations: $6,680,430
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
27. Crowe Horwath
Courtesy of Crowe Horwath
Employees say:
“Crowe management and employees genuinely care about one another, and this caring internal community transcends into a caring spirit for the external community. Crowe is very involved in community financial and volunteer support—possibly one of the greatest contributors to various organizations in the area!”
“I think the atmosphere of giving back to the community sets this company apart. The company goes to great lengths to make sure that each employee has the opportunity to serve their community in any way they can.”
Read Great Place to Work review here.
U.S. headquarters: Chicago
Industry: Professional Services
U.S. employees: 3,600
Total Philanthropic Donations: $1,650,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
28. West Monroe Partners
Courtesy of West Monroe Partners
Employees say:
“The Fischer Fellowship sponsors employees for 6 weeks to 6 months to volunteer for meaningful global causes. This program supports a handful of candidates annually, and is a concrete example of West Monroe’s commitment to the people at our firm and the global community we are part of.”
“West Monroe Partners provides ample opportunities to give back to the community while rewarding those who do to gain additional PTO. This motivates the employees to be part of the community but in a meaningful way.”
Read Great Place to Work review here.
U.S. headquarters: Chicago
Industry: Professional Services
Worldwide employees: 850
Total Philanthropic Donations: $750,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
29. Adobe Systems
Courtesy of Adobe
Employees say:
“There are almost weekly listings of ways that we can, and are encouraged, to contribute back to the community. Ranging from charitable donations to volunteer work to even organizing events of our own. I know that other companies also do this, but I have not seen it so openly on display with regular reminders not only on our intranet but also in the elevators and in weekly company emails. I feel that there is a very sincere fostering of giving back to the community.”
“They have always given back to the communities where we operate. They match employee donations up to $10,000 a year. When really bad things happen in the world, they sometimes will match employee donations 2-1. Hard to beat that.”
Read Great Place to Work review here.
U.S. headquarters: San Jose, Calif.
Industry: Information Technology
Worldwide employees: 17,373
Total Philanthropic Donations: $37,867,480
Offers PTO for Volunteering: No
Offers Employee Matching Funds: Yes
30. Old Navy
Courtesy of Old Navy
Employees say:
“What makes Gap Inc. a great place to work is the emphasis it puts on community. The company strives to give to the community not just financially but also from a hands on approach. There is constantly a community volunteer or outreach program going on. If you volunteer on your own outside of work, the company will match your hours and give a donation to your non-profit for the time you volunteer, which is AMAZING!”
“The amount of community service and volunteering that we do as a brand is amazing. From a store level upward the differences we make in our communities is absolutely amazing, and something I am extremely proud of. ”
Read Great Place to Work review here.
U.S. headquarters: San Francisco
Industry: Retail
Worldwide employees: 57,115
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
31. Baird
Courtesy of Baird
Employees say:
“Baird not only encourages us to have a positive impact on the community they help facilitate. The provide time to volunteer in the community. They also provide financial resources, through the charitable giving matching program. This is important to me because we a successful company and we should be giving back in as many ways as possible. Through their commitment to community, Baird provides opportunities to every employee no matter what your role may be in the company.”
“I love the fact that we have Baird Cares Days and can use them to volunteer in the community. We also have a full week dedicated to giving back to the community. I am also very happy that we have matching contributions for our charitable gifts.”
Read Great Place to Work review here.
U.S. headquarters: Milwaukee, Wis.
Industry: Financial Services & Insurance
Worldwide employees: 3,338
Total Philanthropic Donations: $4,332,147
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
32. American Express
Courtesy of American Express
Employees say:
“American Express makes a great effort to have employees feel connect to each other and to the community. We do office wide events such as family movie night as well as volunteer activities as a team/department at least once a quarter. This helps us stay a tight knit group who has more in common that just a job.”
“I really appreciate the Serve2gether program. I’ve been active in my community and I’ve applied for a grant ($500) from AXP for the last few years for Keep Taylor Beautiful. $500 is a lot of money for a small non-profit that uses 100% volunteer labor!”
Read Great Place to Work review here.
U.S. headquarters: New York City
Industry: Financial Services & Insurance
Worldwide employees: 54,879
Total Philanthropic Donations: $36,000,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
33. Cornerstone OnDemand
Courtesy of Cornerstone OnDemand
Employees say:
“Its dedication to maintaining a strong culture is key for the organization. Even as it grows, things change, but the culture seems to remain the same, which is great! The Foundation is also something that really sticks out about the organization. How we assist others in need like disasteready.org, etc. Just recently our company matched all funds that we, as employees, contributed towards the Hurricane Disasters in Houston, etc. Really cool how we interact with the non-profit community!”
“Cornerstone consistently encourages employees to get involved in the community. I was able to participate in SPARK, a mentorship program that pairs us with students in under-served communities to educate them on the benefits staying in school.”
Read Great Place to Work review here.
U.S. headquarters: Santa Monica, Calif.
Industry: Information Technology
Worldwide employees: 1,952
Total Philanthropic Donations: $150,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
34. Clif Bar & Company
Courtesy of Clif Bar & Company
Employees say:
“ Having a company that not only has values, but leverages them, celebrates them and keeps them alive in the organization is great. Clif Bar goes one step (or ten steps) further with the Aspirations. They give life to everything we do and serve as a barometer for the success and decision criteria for everything we undertake as a company. Using the aspirations has led us to not only expand our business but to also work to the greater good even without a direct gain for the company; only because it is the right thing to do for the world. For example fighting for the rights of farmers in our supply chain. It could end up costing us more, but it’s the right thing to do for those farmers and humanity as a whole. Never before have I seen a company operate with such a higher purpose.”
“There are many opportunities to get involved with things I care about. Community service projects are hosted frequently. I can also donate bars or money (matched up to $2K) to an organization of my choice. I love this! ”
Read Great Place to Work review here.
U.S. headquarters: Emeryville, Calif.
Industry: Manufacturing & Production
Worldwide employees: 1,111
Total Philanthropic Donations: $8,916,263
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
35. SAP America
Courtesy of SAP
Employees say:
“SAP does great things for the community and really puts an emphasis on giving back. We have lots of service opportunities internally that make us feel like we are making a difference in the world, not just within our company.”
“The company also encourages employees in supporting non-work activities. These are typically charitable or community improvement events. These make the employees feel connected to the community, supportive and proud of SAP in its participation.”
Read Great Place to Work review here.
U.S. headquarters: Newtown Square, Pa.
Industry: Information Technology
Worldwide employees: 84,962
Total Philanthropic Donations: $4,350,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
36. Children’s Healthcare of Atlanta
Courtesy of Children's Healthcare of Atlanta
Employees say:
“As an organization, I truly believe that Children’s is mission-driven in all that we do. While I am non-clinical, I am reminded everyday of the important work that we do here. When children have nowhere else to turn, we are their advocates. When families experience the worst-case scenario, we support them. Our nurses, physicians, volunteers, and other staff all care deeply about the children we care for. It is not uncommon for our staff to volunteer their free time at the hospital, because they want to do more for our patients. Children’s may not be perfect, but it is an absolutely incredible organization that is dedicated to making children’s lives better. I am proud to work for Children’s—too many times to count, I’ve been stopped while wearing Children’s-branded clothing, always someone expressing admiration and gratitude for the work we do.”
“Children’s is filled with caregivers and volunteers whose efforts provide an overwhelmingly positive atmosphere for patients and parents in their times of greatest weakness. The difference we make in people’s lives is visible on their faces.”
Read Great Place to Work review here.
U.S. headquarters: Atlanta
Industry: Health Care
U.S. employees: 9,090
Total Philanthropic Donations: $205,500,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: No
37. Capital One Financial
Courtesy of Capital One Financial
Employees say:
“The opportunity to give back to the community in volunteerism is encouraged, even during working hours. There are always several opportunities available, for varying different skill levels, including on-site opportunities. Recently I was able to sign up to assist in the build of the various components needed to construct wheel chair ramps, and I was able to do it onsite, and then go back to my desk & continue my regularly scheduled work. Where else are you able to do that?”
“I’m excited about the community efforts Capital One has in the community. I love seeing the company I work for take an interest in my city by investing resources in supporting local interests, like recycling and composting through local farms.”
Read Great Place to Work review here.
U.S. headquarters: McLean, Va.
Industry: Financial Services & Insurance
Worldwide employees: 47,148
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
38. PricewaterhouseCoopers
Courtesy of PwC
Employees say:
“PwC cares. They care for us, the team members, as well as the community at large. It feels good to see the way our leadership responds to all of the issues of the nation. This goes for our local leadership also. I look forward to coming to work each morning, so something must be going well.”
“PwC is a great place to work because it is a company that invests in you and the community and gives you a lot of diverse opportunities to learn and grow as a professional while making a difference in solving problems.”
Read Great Place to Work review here.
U.S. headquarters: New York City
Industry: Professional Services
Worldwide employees: 223,000
Total Philanthropic Donations: $98,296,033
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
39. Synchrony Financial
Anthony Collins Photography
Employees say:
“Synchrony cares about the community and its employees. The company strives to promote others by encouragement and training. I know this from my own personal experience. I started in Customer Service and when the opportunity presented itself to move to Fraud, my manager worked with me to ensure I would be ready to grow. When I was selected for the position, I began to volunteer more and become more active with the community.”
“We have lot of volunteering activities, which gives us an opportunity to make a difference in the lives of many underprivileged children. I feel this unique trait makes this a great place to work.”
Read Great Place to Work review here.
U.S. headquarters: Stamford, Conn.
Industry: Financial Services & Insurance
U.S. employees: 9,488
Total Philanthropic Donations: $5,190,175
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
40. Novo Nordisk
Courtesy of Novo Nordisk
Employees say:
“The Novo Nordisk Triple Bottom Line is not something management just talks about—everyone is aware of it and is encouraged to do everything to make it happen. Most department meetings involve an activity to give back to the community. There are many opportunities to be involved in giving back.”
“I’ve never worked for a company that cared so much about giving back to the community and giving employees time off from work to do that. I’ve participated in more social giving program in the last two years here, than my 20 year career.”
Read Great Place to Work review here.
U.S. headquarters: Plainsboro, N.J.
Industry: Biotechnology & Pharmaceuticals
Worldwide employees: 40,522
Total Philanthropic Donations: $9,000,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
41. Cooley
Courtesy of Cooley
Employees say:
“Cooley is special because they truly care about giving back to the community. The Boston office raised $33,718 for the Greater Boston Food Bank as part pf the Legal Food Frenzy competition. With the money Cooley raised, it was enough food to provide approximately 101,154 meals to people in need throughout Massachusetts. Cooley won the ‘Most Raised Overall by a Law Firm’ for a record setting third year in a row.”
“There are many opportunities to give back to the community, whether by working with Rebuilding Together, encouraging pro bono work, fundraising for families during Christmas, among many other things!”
Read Great Place to Work review here.
U.S. headquarters: Palo Alto, Calif.
Industry: Professional Services
Worldwide employees: 2,055
Total Philanthropic Donations: $37,420,973
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: No
42. Edward Jones
Courtesy of Edward Jones
Employees say:
“The company also focuses on giving back to the community, we have two major campaigns for United Way and Arts and Education but help many other organizations throughout St. Louis throughout the year. Edward Jones provides several volunteer projects that associates can help out with during the year and provides one day a year we can volunteer with any organization we want.”
“The firm has a HUGE heart and gives back to the community in so many ways: United Way, Junior Achievement, Race for the Cure, LGBT walk, AHA, St Louis Arts, etc. There are many opportunities to get engaged and you are given the time to get involved.”
Read Great Place to Work review here.
U.S. headquarters: St. Louis
Industry: Financial Services & Insurance
Worldwide employees: 44,039
Total Philanthropic Donations: $11,200,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: No
43. World Wide Technology
Courtesy of WWT
Employees say:
“Every employee is offered and encouraged to take an extra day of paid time off, called a ‘Day of Caring’ to give back to the community in whatever your service passion might be. It is encouraged to take this day with your team to make a stronger impact in the community. This is in addition to the matching charitable contributions from the company.”
“One of the big reasons I came to WWT was because of their commitment to community and giving back. This is something I am committed to personally and I enjoy working for a company who shares the same values.”
Read Great Place to Work review here.
U.S. headquarters: St. Louis
Industry: Information Technology
Worldwide employees: 4,200
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
44. Ernst & Young
Courtesy of EY
Employees say:
“EY also cares about our Community and gives back. Once a month we have a denim day. We donate $5 to a Non-profit organization (different every month) and get to wear jeans to work that day to represent the organization we donated to. We also have Connect Day every year where EY employees volunteer their time for the day and give back to the community. EY also participates in 5k run/walks and we run the absolute best Take Our Daughters and Sons to Work Day Event every year in April.”
“It’s a broader purpose of using what we do as an organization to make the world overall a better place. I believe this purpose unites our people. One specific example is EY Connect Day when everyone spends a day volunteering as a group.”
Read Great Place to Work review here.
U.S. headquarters: New York City
Industry: Professional Services
Worldwide employees: 228,041
Total Philanthropic Donations: $55,598,683
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
45. SAS Institute
Courtesy of Steve Muir
Employees say:
“SAS provides us many opportunities to volunteer within the community. I was able to help with meal kits for seniors through the foodbankcenc. I really enjoyed it and can’t wait to help again! We also collect several donations throughout the year for various charities. It feels great to help our community out!”
“Our company demonstrates caring for our earth and community. I feel a sense of pride when I see my company name on exhibits at the state art and science museums. I think the education department contributes strongly toward public school curriculums.”
Read Great Place to Work review here.
U.S. headquarters: Cary, N.C.
Industry: Information Technology
Worldwide employees: 14,136
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
46. Baptist Health South Florida
Courtesy of Baptist Health South Florida
Employees say:
“To build a cancer program, the hospital created a brand new center and moved physicians, staff, technology, and infrastructure into a place to deliver high quality care. To ensure that care was provided to all members of the community, the hospital partnered with its neighboring children’s hospitals in the community to guarantee that all children who needed treatment at our facility with proton therapy could receive it (without regard for insurance coverage and ability to pay). The hospital provided everything needed to provide multidisciplinary care (pediatric anesthesia, pediatric nurses, pediatric social worker, child life specialist) and whatever it could not provide, it worked with its partners to provide. There is no health care institution who has done so much for our most important patients, our children. This is a truly outstanding place to work.”
“There is a great focus on creating an workforce that is engaged and is able to contribute to its community. At the end of the day, our leaders care that we are able to do a good job and provide great care to our patients.”
Read Great Place to Work review here.
U.S. headquarters: Coral Gables, Fla.
Industry: Health Care
U.S. employees: 16,210
Total Philanthropic Donations: $301,000,000
Offers PTO for Volunteering: No
Offers Employee Matching Funds: Yes
47. Prometheus Real Estate Group
Courtesy of Prometheus Real Estate
Employees say:
“We have amazing benefits, and most of the company leadership is exceptional. We truly care about our local communities and give back, and try to do things differently from the industry.”
“There is a great focus on creating an workforce that is engaged and is able to contribute to its community. At the end of the day, our leaders care that we are able to do a good job and provide great care to our patients.”
Read Great Place to Work review here.
U.S. headquarters: Coral Gables, Fla.
Industry: Health Care
U.S. employees: 16,210
Total Philanthropic Donations: $301,000,000
Offers PTO for Volunteering: No
Offers Employee Matching Funds: Yes
47. Prometheus Real Estate Group
Courtesy of Prometheus Real Estate
Employees say:
“We have amazing benefits, and most of the company leadership is exceptional. We truly care about our local communities and give back, and try to do things differently from the industry.”
“I really enjoy working with my fellow Prometheans and enjoy what I do. With the volunteer programs such as Porch and other events, I feel a sense of satisfaction helping those in need.”
Read Great Place to Work review here.
U.S. headquarters: San Mateo, Calif.
Industry: Construction & Real Estate
U.S. employees: 504
Total Philanthropic Donations: $128,625
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: No
48. Principal
Courtesy of Principal
Employees say:
“I think Principal has an extremely inclusive environment. We have employee resource groups who are always open to new members and want more people to get involved. Principal finds a way to make an imprint in the community with United Way and the Principal Charity Classic, and many other diverse sponsored events (to mention a few).”
“Principal will give their employees Paid Time Off to volunteer with their favorite organizations throughout the year. To me, it doesn’t get much better than a company that opts to help you grow as an individual, as a family, and as a community.”
Read Great Place to Work review here.
U.S. headquarters: Des Moines, Iowa
Industry: Financial Services & Insurance
Worldwide employees: 14,690
Total Philanthropic Donations: $13,200,000
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
49. American Fidelity Assurance Company
Courtesy of American Fidelity Assurance
Employees say:
“The Oklahoma Blood Institute brings their staff to our office, five times each year, and American Fidelity allows our Colleagues paid time off to donate blood, at work. American Fidelity was recognized this year for our 100th blood drive with OBI. We have five donors who have been donating blood at American Fidelity since 1984. American Fidelity has the longest tenure of blood drives with the Oklahoma Blood Institute within our city. Five donors have donated over 100 times.”
“T-shirt days are always popular and our company incorporated a charitable donation with the activity, allowing colleagues to nominate the charities. Blood drives, food drives, and school supply drives are other great ways we help our neighbors.”
Read Great Place to Work review here.
U.S. headquarters: Oklahoma City, Okla.
Industry: Financial Services & Insurance
U.S. employees: 1,826
Total Philanthropic Donations: $1,620,643
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: Yes
50. Hunton & Williams
Courtesy of Hunton & Williams
Employees say:
“I have only been working here for 8 months now but I think the dedication to client service and community service and the positive attitudes of everyone here makes this a fantastic place to work . It is a fun environment and people are friendly and approachable and good hearted to the core.”
“Hunton is always willing to support employees who want to invest in the community. I felt strongly about supporting the charitable work of a non-profit, and not only did the firm match my contributions, but individual partners gave as well.”
Read Great Place to Work review here.
U.S. headquarters: Washington, D.C.
Industry: Professional Services
Worldwide employees: 1,432
Total Philanthropic Donations: $25,988,740
Offers PTO for Volunteering: Yes
Offers Employee Matching Funds: No
Methodology
Fortune‘s research partner, Great Place to Work, selects the Best Workplaces for Giving Back rankings based on feedback from 386,278 employees at Great Place to Work–Certified organizations. Employees completed Great Place to Work’s anonymous Trust Index survey, answering a detailed questionnaire that includes questions about how proud they are of their impact on the community, the difference they feel they make, and whether their work has special meaning. Results from the survey are highly reliable, having a 95% confidence level and a margin of error of 5% or less.
To select the list, Great Place to Work considers organizations’ policies regarding paid time off for volunteering and the extent to which they contribute generously to community and charitable causes through corporate donations and employee fund-matching programs. Final rankings are primarily based on employees’ own feedback on over 50 survey questions, with special emphasis on their connection to the organization’s community impact. Rankings reward organizations where not only the majority of their employees are proud of their community involvement, but these experiences are widely shared within the organization, regardless of who they are or what they do in the organization. Results take into account the complexity of the employee population and performance relative to peers.
To learn more about Great Place to Work Certification and be considered for Best Workplaces lists published by Fortune, visit greatplacetowork.com.
Future of Work
2018年02月10日
Future of Work
数字助理已经来临，未来已来！乔治亚理工学院的计算机教授助理居然是一个机器人作者： 本·惠特福德 ben whitford
乔治亚理工学院2016年计算机科学课程的学生在学期结束时得到了一个惊喜：据透露，他们的助教之一，一个友善但心胸狭隘的年轻女性Jill Watson，是一个机器人。
学生们从来没有见过沃森，但觉得他们认识她。在这个学期里，她发了数百个询问，发布到班级的数字公告板上，提供作业提示，领导在线讨论，赢得了她快速，有益的回应。但与其他助教不同，沃森实际上是一个“聊天机器人” - 由Ashok Goel教授创建的虚拟助手，以减轻他的助手的压力。
一位学生在大曝光后说：“我惊呆了。“就在我想提名吉尔·沃森为杰出的助教，”另一个声明。
Goel的老师 - 机器人提供了世界工作场所可能的未来的一瞥。比利·梅塞尔（Bill Meisel）说，戈尔曾经帮助学生和同事们很容易地适应人力资源部门的需求，为员工提供不折不扣的，定制化的，实际上即时的支持。工作场所。
“移动设备或网站上的员工可以使用自然语言聊天机器人，这可以自动解决员工问题，而不会迫使员工通过材料来查找答案或需要专业人员的时间。”他说。
迈塞尔不只是理论。由于苹果，亚马逊，微软等科技巨头以及众多小公司的努力，机器人在工作场所的殖民化进展顺利。Forrester 在2017年报告说，有41％的企业已经在使用或开发AI工具; 预计三年后，至少有8.43亿企业用户在工作场所使用数字助理。
许多数字助理专注于消费者，有些比游戏改变者更具噱头 - 例如，Taco Bell的“Tacobot”让Slack用户通过聊天机器人订购午餐，但仍然需要人来接订单。不过，对于面向销售和服务的机器人来说，未来是光明的：到Gartner报告预测，到2020年，客户将处理85％的业务交易，而不会与人进行交互。
“数据民主”
随着技术的发展，机器人有望成为企业围绕人力资源乃至管理职能进行战略规划的一部分。ADP创新实验室高级副总裁罗伯托·马西罗（Roberto Masiero）说，这有可能成为一种民主化的力量，让员工可以无障碍地获取信息，帮助他们更聪明地工作，充分利用机会。
ADP自己的聊天机器人，它在内部使用，并且正在与合作伙伴机构的约2000名员工进行测试，可以发出提醒，提供职业提示，并为员工提供24/7全天候的人力资源信息。Masiero说：“它成为一个推动者。“它创造了以前不存在的数据民主。”
而且，ADP不仅看到了以企业为中心的数字助理的巨大潜力。微软和亚马逊都在努力将语音助手带到工作场所，希望工作人员有一天会使用Cortana或Alexa来管理他们的日历，处理待办事项列表并执行一些工作职能。
其他公司正在开发更专业的工具。Voicera最近推出了一个名叫Eva的语音操作数字助手，可以在会议中记录笔记，并根据所听到的讨论发送提醒。IBM正在利用人工智能来提高人才管理水平，并表示“未来每个员工都有自己的导师”。
机器人还可以在上手和训练中扮演重要角色。一个海军项目发现，接受数字辅导人员接受信息技术培训的新兵后来比刚接受培训的新兵有更好的表现，经过七周的培训后，他们的表现可以达到与具有三年在职经验的专家相匹敌的水平。
要对AI可能带来的失望做好准备
不过，并不是每个人都对AI技术的乌托邦的承诺感到兴奋。一个HR.com调查发现，人力资源专业人士无论是“深恶痛绝”，“不喜欢”或“89％的有关于AI通过在工作场所有所保留”。
即使前人关注人工智能潜力的前GOOGLE人力资源总监拉兹洛·博克（Laszlo Bock）也表示，由于商界人士对技术的迅速接受，他有点害怕。他说：“这是你第一次站在高位跳水的感觉：你知道你可能不会堕落，但你也有点害怕。
博克说，人工智能有很多方式可以使工作场所变得更好，并使员工“更快乐，更有效率”，现在正在领导一家名叫胡姆的创业公司，以改善工作为目标，“通过科学，机器学习和一点点爱“。但也有很多情况下，人工智能可以疏远工人，加强现有的机构偏见或妨碍人的互动，使良好的领导成为可能。
博克说：“通过让人类与人交谈，你能够深入了解你的组织。“在大多数聊天机器人中，你失去了这种洞察力和知识。”
问题的一部分是，“人工智能”这个词有些用词不当 - 即使是最复杂的数字助理，也没有什么是真正聪明的，也没有什么是自我意识的。这意味着一个机器人所表现出来的任何人类或移情终究都是空洞的。
这不一定总是一件坏事，因为从工作场所交互中去除人为因素可能会使员工更容易谈论敏感问题。例如，DARPA的计算机科学家发现，当人们认为他们正在与一个没有灵魂的聊天机器人而不是一个人工监控的系统交谈时，人们更可能向一个人工智能治疗师开放。
这导致心理学家发展Woebot，一个数字助理，检查精神健康患者的福利，并获得比人类倾向于接受的弗兰克反应。其他数字助理专门讨论报废问题，给终端病人一个安全的空间来找出他们的选择。“当人们进行这种谈话的时候，很难做出不公正的判断。所以，有些人可能会发现，聊聊这些关于他们想法的聊天机会会更容易一些，“来自”对话项目“的罗斯玛丽·劳埃德牧师，一个报废的慈善机构，告诉”新科学家“。
寻找减轻风险的方法
博克说，更大的担忧是人工智能系统容易扩大设计者和用户的有意识或无意识的偏见。Bock指出，微软在2016年推出了一个Twitter聊天机器人，它利用机器学习磨练了基于与真人相互作用的会话技巧 - 在24小时之内，Twitter用户已经训练了机器人鹦鹉种族主义的可怕看法，迫使微软取消这个插件。
这是一个极端的例子，但是所有的AI系统都依靠现实世界的数据进行训练，所以从本质上来说，这往往会加强现状。加入基于用户反馈的微调算法的特性，认知技术也容易加强机构偏见，即使它们提供了一个客观性的单调。
Bock警告说：“如果你现在所做的只是对现有数据进行培训，那么你将会建立复制已经存在的偏差的系统，并将其扩展到新的领域。“大多数组织正在采用机器学习的方法，将使问题变得更糟，而不是更好。”
IBM的高管咨询合作伙伴Dave Millner说，这样的问题可以计划和避免，但是只有管理者知道他们在做什么。不幸的是，人工智能系统的潜力与管理者对技术的理解之间存在着令人不安的差距。
HR.com的调查发现，大多数人力资源专业人士认为人工智能将在未来五年被广泛应用于其组织中，70％的受访者表示聊天机器人将成为员工获取人力资源信息的重要途径，一半以上的人表示，直接从电脑，没有人力老板的参与。
但是，只有8％的人力资源专业人员相信他们理解AI技术。Millner说，这种野心和无知的结合是危险的，因为它可以防止管理者以清醒的眼光看待AI。“有早期的采用者，这很好，”Millner说。“但是仍然有很多的无知，缺乏对它能做什么的知识和理解，更重要的是它不能做到。”
Millner说，需要的是一个更为深思熟虑的方法，从教育开始，最终实施被充分理解的系统，以避免偏见和其他潜在的隐患。“当然，这是一个风险，”他说。“但是，如果以适当的方式引入测试和试点，并不断学习，那么就可以减轻这些风险。”
长期观点：“积极正面”
博克还说，工作场所人工智能可以是一个福音，如果它负责任地处理。博克说：“从长远来看，这将是一个净利好。“但在短期/中期，这一切都取决于建立这些系统的人的价值观和观点。”
Bock说，对于决策者来说，并不是说AI最好避免。关键是要认识到潜在的奖励风险和意识。他说：“这是一个巨大的机会。“接下来的三到五年里，有一个关于如何善用这项技术的公司将会粉碎它，而且绝对会赢。有很大的好处。“
博克说，与其将工作场所的数字助理视为节省资金的技术，而不能将人力交互的需求自动化，公司应该将其视为增强人类决策的手段，并让管理人员有更多时间完成困难但重要的任务建立关系和培养员工。
他说：“基本上我是一个乐观主义者。“一点点机器学习可以帮助我们成为更好的领导者。”
本文由AI自动翻译，仅供参考。下列为英文版本。
Students in a 2016 computer science course at Georgia Tech got a surprise as the semester was wrapping up: It was revealed that one of their teaching assistants, a friendly but serious-minded young woman named Jill Watson, was a robot.
The students had never met Watson, but felt they knew her. Over the course of the semester she had fielded hundreds of inquiries posted to the class’ digital bulletin board, offering homework tips, leading online discussions and winning praise for her quick, helpful responses. But unlike the other teaching assistants, Watson was actually a “chatbot” — a virtual assistant created by Professior Ashok Goel to reduce the strain on his human helpers.
“I was flabbergasted,” one student said after the big reveal. “Just when I wanted to nominate Jill Watson as an outstanding TA,” another declared.
Goel’s teacher-bot offers a glimpse of a possible future for the world’s workplaces. The same techniques Goel used to help students and colleagues could easily be adapted to the needs of a human resources division, offering unflagging, customized and virtually instant support to employees, says Bill Meisel, a consultant who has researched the rise of digital assistants in the workplace.
“A natural-language chatbot, available to employees on mobile devices or a website, could automate much of the burden of answering employee questions without forcing the employee to wade through material to find the answers or require the time of an HR professional,” he says.
Meisel isn’t just theorizing. Thanks to the efforts of tech giants like Apple, Amazon and Microsoft, along with a host of smaller companies, the robotic colonization of the workplace is well underway. Forrester reported in 2017 that 41 percent of businesses were already using or developing AI tools; three years from now at least 843 million enterprise users are expected to be using digital assistants in the workplace.
Many digital assistants focus on the consumer, and some are more gimmick than game-changer — Taco Bell’s “Tacobot,” for instance, lets Slack users order lunch via a chatbot, but still requires a human to pick up the order. Still, the future is bright for sales- and service-oriented bots: By 2020, a Gartner report predicts, customers will handle 85 percent of their dealings with businesses without interacting with a human.
‘A Democracy of Data’
As technologies evolve, bots are expected to become a bigger part of companies’ strategic planning around HR and even management functions. That has the potential to be a democratizing force by giving employees frictionless access to information and helping them to work smarter and make the most of opportunities, says Roberto Masiero, senior vice president of ADP Innovation Labs.
ADP’s own chatbots, which it uses internally and is testing with around 2,000 employees at partner organizations, can issue reminders, offer career tips and provide workers with access to HR information on a 24/7 basis. “It becomes an enabler,” Masiero says. “It creates a democracy of data that didn’t exist before.”
And it’s not just ADP that sees enormous potential for enterprise-focused digital assistants. Microsoft and Amazon are both fighting to bring voice-operated assistants into the workplace, in the hope that workers will one day use Cortana or Alexa to manage their calendars, handle to-do lists and carry out some job functions.
Other companies are developing more specialized tools. Voicera recently launched a voice-operated digital assistant called Eva that can take notes during meetings and send reminders based on the discussions it overhears. And IBM is using AI to improve talent management, saying it envisions a future in which “every employee has a personal mentor.”
Bots could also have a big role to play in onboarding and training. A Navy project found that recruits who received IT training from a digital tutor subsequently outperformed human-trained recruits, and after seven weeks of training could perform at a level that matched that of an specialist with three years of on-the-job experience.
Bracing for a Potential Belly-Flop
Still, not everyone’s excited about the promised AI-powered techno-utopia. An HR.com survey found that 89 percent of HR professionals either “detest,” “dislike” or “have some reservations” about AI adoption in the workplace.
Even former Google HR chief Laszlo Bock, who is upbeat overall about AI’s potential, says he’s a little freaked out by the business community’s rapid embrace of the technology. “It’s the feeling when you stand on top of a high dive for the first time: You know you probably won’t belly-flop, but you’re also a little terrified,” he says.
There are many ways in which AI could make the workplace better and make employees “happier and more productive,” says Bock, who is now leading a startup called Humu with a goal of improving work “through science, machine learning, and a little bit of love.” But there are also plenty of scenarios in which artificial intelligence could alienate workers, reinforce existing institutional biases or impede the human interactions that make good leadership possible.
“You gain a lot of insight into your organization by having human beings talk to people,” Bock says. “In most chatbots, you lose that insight and knowledge.”
Part of the problem is that the term “artificial intelligence” is something of a misnomer — there’s nothing truly intelligent, and certainly nothing self-aware, about even the most sophisticated digital assistants. That means any humanity or empathy manifested by a bot ultimately rings hollow.
That’s not necessarily always a bad thing, because removing the human element from workplace interactions might make it easier for employees to talk about sensitive issues. Computer scientists at DARPA, for instance, found people were more likely to open up to an AI-powered therapist when they believed they were talking to a soulless chatbot rather than to a human-supervised system.
That led psychologists to develop Woebot, a digital assistant that checks in on mental health patients’ wellbeing and that gets franker responses than humans tend to receive. Other digital assistants specialize in discussing end-of-life issues, giving terminal patients a safe space to figure out their options. “It’s hard for humans to be nonjudgmental when they’re having these kinds of conversations. So some people might find it easier to talk to a chatbot about their thoughts,” the Rev. Rosemary Lloyd from The Conversation Project, an end-of-life charity, told New Scientist.
Finding Ways to Mitigate Risks
A bigger concern, Bock says, is that AI systems are prone to amplifying the conscious or unconscious biases of their designers and users. Bock notes that Microsoft launched a Twitter chatbot in 2016 that used machine learning to hone its conversational skills based on interactions with real people — and within 24 hours Twitter users had trained the bot to parrot horrendously racist views, forcing Microsoft to pull the plug.
That’s an extreme example, but all AI systems rely on real-world data for their training and so by their nature tend to reinforce the status quo. Add in features that fine-tune algorithms based on user feedback and it’s all too easy for cognitive technologies to reinforce institutional biases, even as they offer a veneer of objectivity.
“If all you’re doing is training on existing data, you’ll build systems that replicate the bias that already exists, and expand it into new arenas,” Bock warns. “The approach most organizations are taking to applying machine learning today will make problems of bias worse, not better.”
Such problems can be planned for and avoided, but only if managers know what they’re doing, says Dave Millner, an executive consulting partner with IBM. Unfortunately, there’s a troubling gap between the perceived potential of AI systems and managers’ understanding of the technology.
The HR.com survey found that most HR professionals believe AI will be widely used in their organizations over the next five years, with 70 percent saying chatbots will become an important way for employees to access HR information and more than half saying workers will take orders directly from computers, without the involvement of human bosses.
However, just 8 percent of HR professionals are confident that they understand AI technologies. That combination of ambition and ignorance is dangerous, Millner says, because it can prevent managers from engaging with AI in a clear-eyed way. “There are early adopters, and that’s great,” Millner says. “But there’s still a lot of ignorance, a lack of knowledge and understanding about what it can do and, more importantly, what it can’t do.”
Millner says what is needed is a more considered approach that begins with education and culminates in the implementation of well-understood systems that are designed to avoid bias and other potential pitfalls. “It’s a risk, of course,” he says. “But if it’s introduced in an appropriate way, with testing and piloting and continual learning, then you can mitigate those risks.”
The Long-Term View: ‘A Net Positive’
Bock also says workplace AI can be a boon if it’s handled responsibly. “In the long term it’s going to be a net positive,” Bock says. “But in the short/medium term it all depends on the values and perspectives of the people building these systems.”
The takeaway for decision-makers isn’t that AI is best avoided, Bock says. The key is to be cognizant of the risks and mindful in reaching for the potential rewards. “It’s a huge opportunity,” he says. “There’s a window in the next three to five years where the companies that are thoughtful about using this technology well are going to crush it, and absolutely win. There’s a huge amount of upside.”
Rather than viewing digital assistants in the workplace as money-saving technologies that can automate away the need for human interaction, Bock says, companies should see them as a means to augment human decision making and to give managers more time for the difficult but important tasks of building relationships and nurturing their employees.
“Fundamentally I’m an optimist,” he says. “A little machine learning can go a long way toward helping us be better leaders.”
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