用友畅捷通发布小微企业的财务及管理服务平台，PK 快法务等畅捷通是用友针对中小企业的一个重要的布局，2014年6月26日成功登陆香港主板（股票代码：01588）。
畅捷通的官方介绍：
“畅捷通财务及管理服务平台，为针对小微企业提供财务专业化服务及信息化服务的平台，致力于建立“小微企业服务生态体系”，广泛建立与各种专业服务机构及个人，以及ISV的合作关系，共同为小微企业提供良好的服务。平台服务范畴主要包括以代理记账报税为核心，涵盖审计、社保、工商代理等范畴的财务专业化服务，以及以提供财税知识、培训与交流等咨询服务的会计家园社区、专业的会计核算软件和针对小微企业的进销存等其他信息化服务。该平台的建立在一定程度上改变着中国整个财务服务产业。同时，这也是基于互联网的全新业务模式。”
近日，畅捷通上线了新的小微企业服务版本，看起来跟其他的如快法务等非常像吧~
不过畅捷通核心是以自己家的财务入手，其他使用平台的模式进行切入，引入更多第三方的机构对客户进行服务。用友网络董事长兼 CEO 王文京表示，入驻平台的服务商都是有政府批准的相关资质的，这就可以给小微企业提供规范的记账核算，以此为基础，才能享受到政府相应的扶持政策。
目前，平台正在跟一些电子发票和税务工作进行对接，后期将为企业提供更全面的服务。
资讯
2015年10月31日
资讯
glassdoor计划在爱尔兰都柏林立脚，开展新业务
此文为HRTechChina编辑部编译， 欢迎个人转发分享。公众号，单位如需转载，请备注作者以及出处。如对HRTech方面有自己的见解、作品以及资讯，也欢迎大家投稿至tougao@hrtechchina.com
Glassdoor、最透明公开的就业与招聘信息平台之一，今天宣布其在欧洲扩张计划--在爱尔兰的都柏林开设一个办事处并推出本地化的爱尔兰网站 (https://www.glassdoor.ie) 和移动应用程序。业务扩张之际，Glassdoor 上面的评论也增加了不少，全球超过 1000 万的员工提供有关445,000多家公司的点评、 评级、 薪酬报告和其他工作场所的评价。
公司计划将 2016年1月开设的都柏林办事处作为其欧洲总部，未来三年估计会增加100 个就业机会。都柏林是其欧洲的第二个办事处，第一个是2014年在伦敦开设的办事处。
Glassdoor 一边向全球市场迈进步伐，另一边公司已经在美国本土得到了极大的发展，成为增长最快的职业网站，甚至超过了CareerBuilder.com。在glassdoor网站上，公司员工以匿名方式，根据网站上不同条目提供某个公司的真实工作情况--再也找不到像glassdoor这样透明的网站平台了。 与众不同的是，Glassdoor 的用户提交的内容在深度和广度上十分细致-- 例如根据网上披露的不同公司不同职位的工资报表， 求职者不仅可以看到年薪或小时工资，还可以看到各种奖金、 股票红利、 小费和其他形式的经济补偿，十分详尽。
Glassdoor自从推出的那天起就要为世界人民服务，我们的主旨仍然是为不同国家的求职者和雇主带来更多的更透明的工作信息。 ”今天（欧洲都柏林办事处开办）是Glassdoor 不断成长路上另一个令人激动的里程碑，但这仍然只体现了我们最基本的能力”，Glassdoor 首席执行官和创始人罗伯特 ·霍曼说道， “业务增长让我们感到自豪，同时我们也很高兴能成长为雇主，我们欢迎来自爱尔兰及世界各地的专业人才."
Glassdoor 是个雇主和求职者双方都积极参与的双面市场。约 54,000 的雇主在glassdoor上注册有免费账号，被授权的公司代表可以回应他人的点评、 更新公司信息以及访问基本分析结果。此外，Glassdoor 在北美和欧洲拥有近 3000 家客户，他们利用glassdoor发布职位，宣传雇主品牌和产品广告。
Glassdoor目前正在积极招聘新人，现有员工超过 550 人，主要分布在马林县总部（离 San Francisco北部只有几英里）。
GLASSDOOR EXPANDS IN EUROPE; LAUNCHES IN IRELAND, ANNOUNCES PLANS TO OPEN OFFICE IN DUBLIN
MILL VALLEY, Calif. (October 28, 2015) – Glassdoor, the world’s most transparent jobs and recruiting marketplace, today announced it is expanding its presence in Europe, announcing plans to open an office in Dublin, Ireland as it launches a localized Irish website (https://www.glassdoor.ie) and mobile apps. This expansion comes as Glassdoor surpasses 10 million employee-provided reviews, ratings, salary reports and other workplace insights for more than 445,000 companies around the globe.
The company plans to open its Dublin office as its European headquarters in January 2016 and estimates up to 100 jobs will be created over the next three years. Dublin is the second European office for Glassdoor, which opened an office in London in 2014.
While Glassdoor expands its global footprint, the company has also grown substantially within the United States, becoming the fastest-growing job site in the U.S., and surpassing CareerBuilder.com in U.S. traffic[1]. No other site combines job listings with such a vast array of user-generated content provided anonymously by employees revealing what it is really like to work at a company. What sets Glassdoor’s user-generated content apart is the depth and breadth of detail – for example, within a salary report on Glassdoor, job seekers can not only see annual salary or hourly pay, but they can also see cash bonus, stock bonus, tips and other forms of financial compensation, all specific to job title and company.
“Since the day we launched, Glassdoor has appealed to people around the world and our focus remains on bringing greater workplace transparency to job seekers and employers in every country. While today marks another exciting milestone in Glassdoor’s growth, we’re still just scratching the surface of what we’re capable of,” said Robert Hohman, Glassdoor CEO and co-founder. “Not only are we proud to see our business grow, we’re also excited to grow as an employer and welcome aboard talented professionals throughout Ireland and beyond.”
Glassdoor is a two-sided marketplace with active participation from employers in addition to employees and job seekers. Approximately 54,000 employers have a Free Employer Account on Glassdoor, which allows authorized company representatives to engage on the platform by responding to reviews, posting company updates, and accessing basic analytics. In addition, nearly 3,000 companies across North America and Europe are Glassdoor clients taking advantage of the company’s job advertising, employer branding and display advertising products.
The company, which is actively hiring, currently employs more than 550 people, primarily located in its headquarters in Marin County, just a few miles north of San Francisco.
About Glassdoor
Glassdoor is the most transparent jobs and recruiting marketplace that is changing how people search for jobs and how companies recruit top talent. Glassdoor combines free and anonymous reviews, ratings and salary content with job listings to help job seekers find the best jobs and address critical questions that come up during the job search, application, interview and negotiation phases of employment. For employers, Glassdoor offers recruiting and employer branding solutions to help attract high-quality candidates at a fraction of the cost of other channels. Glassdoor, which has approximately 34 million registered users across more than 190 countries, operates one of the most popular job apps on iOS and Android. The company launched in 2008 and has raised approximately $160 million from Google Capital, Tiger Global, Benchmark, Battery Ventures, Sutter Hill Ventures, DAG Ventures, Dragoneer Investment Group, and others.
Glassdoor.com is a registered trademark of Glassdoor, Inc.
资讯
2015年10月30日
资讯
你需要知道的2016年足以颠覆人力资源技术的10个趋势
此文为HRTechChina编辑部编译， 欢迎个人转发分享。公众号，单位如需转载，请备注作者以及出处。如对HRTech方面有自己的见解、作品以及资讯，也欢迎大家投稿至tougao@hrtechchina.com
如今越来越多的企业正在通过投资技术来解决他们人力资源的重要问题，例如试图创造一个强有力的公司品牌、吸引优秀人才或发放更多的工资给他们的员工。
现已进入2015年的最后几个月，德勤旗下的Bersin公司公布了一则新报告，报告指出了我们需要认识到的足够颠覆以往人力资源技术的10个要素：
消费者至上的人力资源技术
为了让专业HR的工作更加轻松，很多应用现在更多的设计方向向消费者们的需求靠拢， 使员工能够互相学习与合作、分享反馈、设定目标、指导他们的事业并能更高效的管理他人。
报告指出：原有的人力资源技术市场正在逐渐瓦解，新的应用程序将重点转变为设计出更亲民的应用，这使得人们从以往人力资源管理工具的开发，更多的转为关注消费者的体验。
手机将会是新的平台
全球智能手机用户已达到21亿，而HR把手机当做他们的新平台也已不足为奇。
在未来一年中，一些突破性领域很可能会增加雇佣和反馈系统。
供应商的出现
这些厂商正在迅速的追赶上来，他们利用可靠有效的综合性人才管理技术来支持这个追赶的过程，例如：招聘、学习和一系列的人才管理工具。
利用云服务提供商重新定义人力资源功能
以手机和云服务为平台的“第三波”人才解决方案提供商带来了他们更加贴近用户喜好的产品。他们已经在工资、学习技术、员工雇佣等几个领域有了重大影响力。
反馈和文化管理已经加入了新的软件类别
供应商将发布反馈应用软件，将绩效管理与反馈、员工检查和发展规划结合起来，它将使普通会议或电话会议都更有成效。
有关绩效和目标管理的新方法
随着组织评级的减少和绩效管理流程的简化，传统绩效管理软件用户需求方面的缺失，被反馈和检查插件的运用所补足了。
信息源无处不在
随着技能发展和拓展训练市场需求的不断增长，他们试图将各类信息源整合成为一个学习以及经验的集合。
预测分析的增长：更多厂商预示着更多的解决方案
一系列新兴厂商开始提供一整套的预测分析功能，从确定员工飞行风险到确定一个新的办公室布局是否完善，应有尽有。
云计算不会让科技服务过时
购买新的云端人力资源系统仍然是件难题，特别是在转型期。为了应对这些难题，选择供应商是至关重要的。这些供应商要能够提供高端服务并且有开放式编程接口，拥有买方行业的经验而且契合你们的企业文化。
员工雇佣是至关重要的
即使在“第三波”的人力资源技术中（从授权软件到云端系统再到移动科技），员工雇佣也是至关重要的，这一波势力能够通过一个简单且互相信任的方式来雇佣员工，同时人力资源技术的成功也应该由员工雇佣的状况来评估。
10 disruptive HR tech trends to look out for in 2016
Increasingly, firms are addressing their HR priorities – such as creating a strong company brand, attracting the brightest talent and competitively paying staff – by investing in technology.
As we enter the final months of 2015, Bersin by Deloitte has unveiled a new report noting the 10 big disruptions on the horizon of HR tech we need to be aware of:
1. Consumerised HR Technology
Instead of designing HR software and applications solely to make the jobs of HR professionals easier, many applications are now designed with the end user in mind – employees, enabling them to learn and collaborate, share feedback, set goals, steer their own careers and even manage other people more effectively.
“The HR technology market is bursting with new applications that shift the focus toward more consumer-like experience and away from tools created to streamline the work of HR administration,” the report stated.
2. Mobile is the new platform
With more than 2.1 billion smartphone users on the planet, it is unsurprising that HR is starting to leverage on mobile as its new platform.
Some breakthrough areas of in the coming year is likely to include engagement and feedback systems.
3. The emergence of ERP vendors
These vendors are quickly catching up as credible, effective providers of comprehensive talent management technologies to support processes such as recruiting, learning, and a range of people management tools.
4. Redefining HR functions with built-for-the-cloud providers
This “third wave” of talent solution providers come with consumer-like products, built for mobile and the cloud. They are thought to have a huge effect on several areas including payroll, learning technology, and employee engagement.
5. Feedback and culture management as new software categories
Bringing together the world of performance management with feedback, employee check-ins and development planning. Providers are expected to release feedback apps that could enable meetings and conference calls more useful and productive.
6. The new way of managing performance and goals
As organisations do away with ratings and simplify their performance management processes, gaps in user needs left by traditional performance management software are filled by making use of feedback and check-ins.
7. Integrated content from everywhere
With the growing need for skills development and expanding training marketplace, learning experience middleware is expected to bring various content together into an integrated learning experience.
8. The growth of predictive analytics: more vendors, more solutions
A range emerging vendors are offering the whole predictive analytics package, from identifying employee flight risks to determining whether a new office layout is working or not.
9. Cloud computing does not make technology services obsolete
Organisations that buy new cloud-based HR systems still experience challenges especially during the transition. To cope with these challenges, the selection of vendors is crucial. These vendors should be able to deliver high levels of service, have open-programming interfaces, experience in the buyer’s particular industry, and fit the business culture.
10. Employee engagement is critical
Even in the “third wave” of HR tech (moving from licensed software to cloud-based systems to mobile technologies), employee engagement is crucial. This wave is all about engaging employees in a simple, compelling way and the success of HR technologies should be evaluated by employees’ engagement with the systems.
来源：HumanResources
在线人力资源服务平台Allay获得340万美金种子轮投资
Allay成立于2014年，总部位于旧金山。Allay为一家在线人力资源和福利平台网站。需要保险和福利的公司可以通过此在线平台可以完成无纸化劳动合同签订并为员工制定包括医保在内的多项保险服务。本次领投的公司为BlueCross BlueShield Venture Partners，以及Sandbox Industries, 500 Startups, Arnold Capital和多位独立天使投资人参投。
评语：看起来国外学习之风也是非常盛行啊~~都在学习zenefits
Allay, a San Francisco-based HR management platform provider, raised $3.4m in seed funding.
The round was led by BlueCross BlueShield Venture Partners with participation from Sandbox Industries, 500 Startups, AngelPad’s Thomas Korte, Ryan Holmes, Geoff Entress, Arnold Capital and others.
The company intends to use the funds to expand in the U.S. health insurance market.
Founded in 2014 by Julien Emery and Andrew Draper, Allay provides provides an HR platform which enables employers to onboard new hires, sign documents, select and enroll in the most relevant benefit plans for each individual and/or group, and provide HR and benefits administration and compliance. The solution can work with any broker that an employer wants. In addition, the company is also building out its own preferred partner broker network to ensure employers are getting trustworthy broker/advisors.
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