【HR术语】什么是招聘管理系统？(What is a recruitment management system?)
什么是招聘管理系统？
招聘管理系统（RMS）是帮助人力资源部门执行整个招聘流程的软件。典型的招聘管理系统是一个更新的申请人跟踪系统（ATS），提供 ATS 的所有管理自动化功能，以及候选人关系管理（CRM）功能。应聘跟踪系统一般能满足小型企业的需求，而招聘管理系统则包括全面的服务，因此它通常能为大中型企业提供更多服务。
RMS 可自动执行不同的招聘功能，包括：
发布职位描述广告
安排面试
通过聊天机器人回答应聘者的常见问题
提供职位需求和候选人电子邮件模板
向招聘人员发送提醒
将候选人与职位空缺相匹配
始终与应聘者保持联系
人力资源领导为什么要关注招聘管理系统？
招聘管理系统有助于顺利开展招聘和录用工作，为留住员工和提高员工参与度奠定基础。通过自动化，招聘管理系统使招聘人员能够：
管理候选人和新员工
在中央数据库中跟踪相关候选人信息
通过整合信息，做出基于数据的决策，从而改进招聘实践和决策
保持与员工的沟通，让他们参与其中
寻找和聘用具备适当技术技能的候选人
此外，招聘管理系统还能改善应聘者的体验。招聘管理系统可简化招聘流程并提供自助服务功能，从而创建一个更加便捷、有序和可预测的流程。
人力资源领导该如何选择合适的招聘管理系统？
在寻找招聘管理系统时，研究选项和评估公司需求至关重要。人力资源领导者可以结合以下基本步骤来加强他们的战略：
列出公司需求的 “购物清单”。公司规模有多大？每年有多少新员工？哪些功能必不可少？起草一份能回答这些问题并明确公司需求的文件，将有助于人力资源部门选择一个能提供实用解决方案的系统。例如，每年招聘 500 名新应聘者的企业可能倾向于使用全面的 RMS 系统，而招聘 10-15 人的初创企业则可能觉得使用 ATS 系统刚刚好。
建立预算意识。RMS 软件和实施可能很昂贵。了解公司的需求，同时了解 RMS 的预算，对于确定哪个系统能帮助人力资源部门管理员工而不会造成财务损失是很有必要的。
不只看名称，还要看产品功能。ATS 和 RMS 软件之间的区别往往模糊不清。由于 “ATS ”一词对客户来说更为熟悉，供应商甚至会正式将某一产品作为 ATS 营销，即使它的功能更像 RMS。有时，规模较大的 HCM 平台会内置 ATS 或 RMS。
为什么招聘管理系统应成为现代人力资源战略的一部分？
在当今竞争激烈的就业市场上，招聘具备理想能力和技术技能的求职者需要先人一步。招聘管理系统为人力资源部门提供了技术工具，使其能够做出明智的招聘决策，同时保持用户友好、流畅的应聘体验，促进员工的参与和高绩效工作。
以下为文章原文：
What is a recruitment management system?
A recruitment management system (RMS) is software that helps HR conduct the entire recruitment process. A typical RMS operates as an updated applicant tracking system (ATS), offering all the administrative automation of an ATS, plus candidate relationship management (CRM) features. While an ATS generally satisfies the needs of small businesses, an RMS includes full services, so it typically has more to offer for medium and large companies.
An RMS automates different recruiting functions, including:
Advertising job descriptions
Scheduling interviews
Answering common questions from candidates through a chatbot
Providing templates for job requisitions and candidate emails
Sending reminders to recruiters
Matching candidates with job openings
Maintaining a connection with applicants throughout
Why should HR leaders care about a recruitment management system?
An RMS facilitates a smooth recruitment and hiring process, setting the foundation for employee retention and engagement. Through automation, the RMS enables recruiters to:
Manage candidates and new hires
Keep track of relevant candidate information in a central database
Improve hiring practices and decisions by consolidating information for data-based decisions
Maintain communication with people and keep them engaged
Source and hire candidates with suitable tech skills
Moreover, a recruitment management system improves the candidate experience. An RMS streamlines the recruitment process and includes self-service features, creating a more convenient, orderly, and predictable process.
What can HR leaders do to choose an appropriate recruitment management system?
Researching options and assessing company needs is essential when looking for an RMS. HR leaders can incorporate these fundamental steps to enhance their strategy:
Make a ‘shopping list’ of the company requirements. How big is the company? How many new hires are there per year? What features are essential? Drafting a document that answers these questions and identifies the company’s needs will help HR select a system that will provide practical solutions. For example, organizations recruiting 500 new candidates per year may lean toward a comprehensive RMS, while a start-up hiring 10-15 people may feel an ATS is just right.
Build budget awareness. RMS software and implementation can be expensive. Understanding company requirements combined with an awareness of the RMS budget is necessary to determine which system will help HR manage its people without taking a financial hit.
Look beyond the name to the product features. The differences between ATS and RMS software are often indistinct. Vendors may even officially market a product as an ATS, even if it functions more like an RMS because the term “ATS” is more familiar to customers. And sometimes, larger-scale HCM platforms include a built-in ATS or RMS.
Why should a recruitment management system be part of a modern HR strategy?
In today’s competitive job market, recruiting candidates with desirable competencies and technical skills demands being one step ahead. An RMS provides HR with the tech tools to make intelligent recruiting decisions while maintaining a user-friendly, smooth candidate experience, contributing to an engaged, high-performing workforce.
【HR术语】什么是薪酬管理？（What is compensation management?）
什么是薪酬管理？
薪酬管理是管理、分析和确定每位员工的薪酬、奖励和福利的过程。薪酬管理是任何人才管理和保留战略的重要组成部分。创造性的薪酬包括货币和非货币福利，公司可以利用这些福利来提高员工的参与度和工作效率、减少人员流失并吸引顶尖人才。
薪酬管理者的目标是在公司预算范围内提供广泛且具有竞争力的薪酬计划，从而吸引、留住并吸引员工。
薪酬管理确保员工根据以下因素获得合理的薪酬：
工作表现
职位
职责
工作经验
工作市场
公司预算
人力资源领导为什么要关注薪酬管理？
有效的薪酬管理对雇主和员工都有好处。专业人员如果能获得合理的基本工资、丰厚的福利和奖励，就更有可能留在自己的工作岗位上，并保持较高的绩效水平和士气。
有效的薪酬管理能促进员工的参与度，从而推动公司取得成功。
薪酬的主要类型有哪些？
薪酬不仅仅包括基本工资。完整的薪酬方案包括各种直接和间接的薪酬类型。
直接薪酬的四种类型是：
小时工资
工资
佣金
奖金
还有间接薪酬，包括为人们提供价值的任何东西，如：
退休福利
保险（医疗、牙科、人寿等）
带薪休假
利润分配和股票期权
学费补助以及学习和发展机会
托儿补助
健身房会员卡
搬迁费用
免费食物、办公室健身房、活动等福利
如何确定薪酬？
决定为任何特定人员提供的具体薪酬方案的因素很多，包括与公司所在地和市场有关的外部因素，以及与职位和候选人有关的具体因素。计算薪酬的一些考虑因素包括：
公司的支付能力
该地区类似职位的典型薪酬范围
竞争对手的薪酬水平
当地的生活成本
职位--如果是高技能工作，可能需要更高的报酬
应聘者、他们的资历以及他们的薪酬预期
是否适合使用激励性薪酬管理，这是一种通常用于销售职位的薪酬类型，其中个人的薪酬与业绩成果挂钩
人力资源领导者如何确保有效的薪酬管理？
人力资源领导者可以通过以下方法指导薪酬管理部门制定和实施成功的薪酬计划：
制定并应用薪酬理念。薪酬理念正式记录了公司在工资、奖金和福利方面的政策。它还体现了公司对透明度的承诺。始终坚持薪酬理念，可以向员工和求职者展示公司的诚信。
解释薪酬计划。人力资源部门可以向应聘者和新员工说明薪酬计划的组成部分，帮助吸引和留住一流人才。
设计稳健的薪酬战略。人力资源领导者可与管理人员和专家合作，提供全面的薪酬计划和丰厚的福利，以提高员工的生活质量。
评估结果。汲取经验总是有帮助的。人力资源领导者可以通过薪酬记分卡分析薪酬管理的结果，了解哪些有效，哪些无效，从而提高薪酬管理的效率。
薪酬管理软件
薪酬管理软件是近年来大受欢迎的一种工具。该软件用于帮助人力资源专业人员管理、计算和组织薪酬数据。薪酬管理软件具有多种功能，对于希望简化和优化薪酬管理流程的组织而言，这些功能具有很高的价值，其中包括：
存储所有有关薪酬、任期和绩效的最新数据，供所有利益相关者（人力资源、财务、C 级和管理人员）使用
改进薪酬决策的工具和数据规划和管理薪酬审查的工具
奖金和股权分配
通过本地化货币视图和本地薪资基准进行国际货币管理
薪酬管理点解决方案与人力资源信息系统
正如您所看到的，薪酬管理软件提供了许多有用的功能，对参与薪酬决策和管理的专业人员和团队非常有用。但是，它属于点解决方案，也就是说，它是一种可以帮助解决单一问题的工具。这意味着它的实用性有限。
而人力资源信息系统（HRIS）等平台解决方案则可为人力资源团队处理的各种问题提供多种解决方案。人力资源信息系统不仅能帮助管理薪酬，还能帮助管理绩效、工资、考勤等。
从根本上说，你可以把人力资源信息系统和点解决方案看作是瑞士军刀和简单的镊子。二者都很有用，但由于一个具有多种功能，因此能够提供比另一个更多的价值。因此，如果你的企业需要在整个员工生命周期的流程优化和自动化方面得到帮助，人力资源信息系统可能正是你要找的东西。
为什么薪酬管理规划应成为现代人力资源战略的一部分？
薪酬管理可确保雇主和员工的财务成功和福利，让双方都感到满意。将薪酬管理纳入公司的人力资源战略，有助于组织以市场范围内的薪酬、应得的奖金和激励措施奖励员工，改善员工的生活方式。它还能让雇主向员工表达他们的感激之情。
赏识对员工的积极性和参与感大有裨益。它还能激励员工通过提高生产率和工作质量来回报雇主。所有这一切都会促成一种由快乐和热情的员工组成的公司文化。
以下为文章原文：
What is compensation management?
Compensation management is the process of managing, analyzing, and determining the salary, incentives, and benefits each employee receives. Compensation management is a crucial part of any talent management and retention strategy. Creative compensation includes monetary and non-monetary benefits companies can employ to boost engagement and productivity, reduce attrition, and attract top talent.
Compensation managers aim to attract, retain, and engage employees by offering broad and competitive compensation plans within the company budget.
Compensation management ensures that people get paid a fair salary based on:
Work performance
Position
Responsibilities
Experience
Job market
Company budget
Why should HR leaders care about compensation management?
Effective compensation management benefits both the employer and the employee. Professionals who receive a fair base salary, generous benefits, and incentives in return for their work are much more likely to stay at their job and maintain a high performance level and morale.
Effective compensation management fuels employee engagement and thereby leads to company success.
What are the main types of compensation?
Compensation includes far more than just a base salary. The full compensation package includes a variety of compensation types, both direct and indirect.
The four types of direct compensation are:
Hourly pay
Salary
Commission
Bonuses
There is also indirect compensation, which includes anything that provides people value such as:
Retirement benefits
Insurance (medical, dental, life, etc.)
Paid time-off
Profit-sharing distributions and stock options
Tuition assistance and learning and development offerings
Childcare assistance
Gym memberships
Relocation expenses
Perks such as free food, an office gym, events, and so on
How is compensation determined?
Many factors go into determining the specific compensation package offered to any given person, including external factors relating to the company’s location and market as well as factors relating specifically to the role and the candidate in question. Some considerations that go into calculating compensation include:
What the company can afford to pay
Typical salary range for similar roles in the region
How much competitors are paying
The local cost of living
The role—if it is a highly-skilled job, it may require higher compensation
The candidate, their qualifications, and their compensation expectations
Whether or not it is appropriate to use incentive compensation management, which is a type of compensation usually used for sales roles in which the person’s compensation is tied to their performance outcomes
What can HR leaders do to ensure effective compensation management?
HR leaders can guide compensation management towards building and implementing successful compensation plans with these methods:
Develop and apply a compensation philosophy. A compensation philosophy formally documents the company policies regarding salaries, bonuses, and benefits. It also demonstrates a company’s commitment to transparency. Consistently adhering to a compensation philosophy demonstrates company integrity to employees and job candidates.
Explain the compensation plan. HR can clarify the components of the compensation plan to candidates and new joiners, helping to attract and retain top-notch talent.
Design a robust compensation strategy. HR leaders can collaborate with managers and specialists to offer all-inclusive compensation plans as well as generous benefits to improve their people’s quality of life.
Assess the results. It’s always helpful to learn from experience. HR leaders can analyze the results of compensation management to see what’s working and what isn’t through a compensation scorecard, which can improve the efficacy of compensation management.
Compensation management software
One tool that has skyrocketed in popularity in recent years is compensation management software. This software is used to help HR professionals manage, calculate, and organize compensation data. Compensation management software has several features that can make it highly valuable to organizations looking to streamline and optimize their compensation management processes, including:
Storing all updated data on salary, tenure, and performance for all relevant stakeholders (HR, finance, C-levels, and managers) to access
Tools and data to improve salary decision-making
Tools for planning and managing salary reviews
Bonus and equity allocation
International currency management with localized currency views and local salary benchmarks
Compensation management point solutions vs HRIS
As you can see, compensation management software offers many helpful features, making it highly useful to professionals and teams involved in compensation decision-making and management. However, it qualifies as a point solution, meaning it’s a tool that can help with a single problem. This means that its utility is limited.
The alternative is a platform solution like an HRIS which offers multiple solutions for a variety of problems that an HR team deals with. Rather than only helping with compensation management, an HRIS can also help with things like performance management, payroll, time and attendance, and more.
Essentially, you can think of HRIS vs point solutions as a Swiss army knife vs a simple pair of tweezers. Both are useful, but one is able to offer more value than the other because of its multiple functions. So if your organization could use help with optimizing and automating processes across the entire employee lifecycle, an HRIS may be just the thing you’re looking for.
Why should compensation management planning be a part of modern HR strategy?
Compensation management ensures the financial success and wellbeing of employers and employees and makes both happy. Integrating compensation management into a company’s HR strategy helps organizations reward their people with market-range salaries, well-deserved bonuses, and incentives to improve their people’s lifestyles. It also allows employers to show their people that they appreciate them.
Appreciation goes a long way towards making people feel motivated and engaged. It can also inspire people to give back to their employer through increased productivity and high-quality work. All of this leads to a company culture made of happy and enthusiastic people.
提高员工参与度
2024年08月06日
提高员工参与度
【英国】就业支持软件公司Earlybird AI获得62.5万英镑种子轮融资，利用语音优先的人工智能软件解决失业问题
Earlybird AI 是一家总部位于英国伦敦的就业支持软件公司，已获得 62.5万英镑的种子轮融资。
支持者包括谷歌初创公司（Google for Startups）、Impact Shakers、Resolution Ventures、Ada Ventures、Syndicate Room's Access（数据驱动型超级天使基金）、Lightbulb Trust，以及一系列女性天使投资人，包括Andrea Sinclair（2022年英国BAA年度天使投资人）、Berthe Haile（前摩根大通NED）和Pip Wilson（amicable创始人）。
公司打算利用这笔资金提高技术能力，加强由联合创始人兼首席技术官Boris Bambo领导的技术团队，并通过扩大客户群来扩大业务范围。
Earlybird AI 的平台利用语音人工智能助理与求职者互动。求职者可以与助手互动，分享个人和职业生活的细节。人工智能会对这些回答进行分析，找出可能阻碍求职或就业的关键挑战和需求。
“对我们来说，这是一个非常激动人心的时刻。我们非常高兴能够得到投资者的信任和支持，以解决一个重大危机--数百万人没有就业或完全失业。我们看到员工流失率很高，有时甚至高达 300%，对员工的需求从未像现在这样大。Earlybird AI 创始人兼首席执行官 Claudine Adeyemi-Adams 表示："我们的技术能够帮助组织深入了解这些人的需求，使他们获得更好的支持，从而提高他们的参与度，让更多人获得并维持工作。
“我们很高兴能加入 Earlybird 的旅程。90%的公司雇用一线工人，但这一领域一直被忽视，而且仍有巨大潜力改善数十亿人的生活。Impact Shakers Ventures 全球合伙人Alina Klarner表示："作为一家影响力基金，这正是我们所寻找的影响力潜力，我们相信克劳迪娅和鲍里斯是实现这一目标的完美创始人。
关于Earlybird AI
Earlybird AI 是一家就业支持软件公司，由首席执行官Claudine Adeyemi-Adams领导，利用人工智能和语音技术改造向失业和低薪一线工人提供就业支持的方式，提高参与度、效率和效益。公司推出了支持阿拉伯语等语言的语音功能，帮助母语不是英语的人更轻松地获得高质量的服务。
提高员工参与度
2024年07月23日
提高员工参与度
【HR术语】什么是工资总额？（What are gross wages?）
什么是工资总额？
工资总额指的是从工资单中扣税前赚取的金额，是人们在接受一份工作时同意的月薪。在工资条上，工资总额位于页面底部，通常字体较大。
工资总额包括哪些内容？
工资总额包括员工的所有收入，其中包括：
工资或小时工资
佣金或奖金
加班费
小费
假期或病假工资
计件工资（按项目或单位计算）
例如，雇主支付 60,000 美元+两次年度奖金 3,000 美元。年工资总额为 66,000 美元。
如何计算工资总额？
对于小时工
小时工资 x 工资期内的工作小时数 = 每工资期的工资总额
如果有人加班，也应计算在内：
工资期内的加班小时数 x 加班小时工资 = 加班工资
确定受薪员工的工资总额：
年薪/每年发薪期数 = 每发薪期工资总额
工资总额和净工资有什么区别？
毛工资总是高于净工资。
换句话说，一个人接受的工薪金额要高于他带回家的金额。工资总额包括税前报酬，而工资净额是从工资单中扣除以下税项后的剩余金额
联邦、州或地方所得税
社会保险和医疗保险
工资扣款
医疗保险计划
退休基金
人力资源领导为什么要关心工资总额？
作为人力资源专业人士，您的首要目标是管理员工并满足他们的需求。但是，由于薪酬从根本上与工作挂钩，因此需要给予相当大的关注。
了解了工资总额及其工作原理，您就能更好地进行薪酬管理，从而吸引新员工并吸引现有员工。
人力资源领导者如何才能成功管理工资总额？
了解公司的工资制度。即使你与法律团队合作，你仍然需要了解员工的工资。这样你才能为公司和员工争取权益。
处理薪酬的人性化问题。工资总额通常反映了雇主对员工的重视程度以及员工的价值感，无论是否准确。在决定每个职位具有竞争力的工资总额时，要考虑预算和员工参与策略。
鼓励员工讨论自己的薪酬。学习文化可以提高员工的参与度、生产力和留任率。当专业人员掌握了技能并提升了自身价值时，他们自然会希望获得更高的工资。为鼓励员工自在地讨论更高的薪酬选择，应积极倾听并培养员工的心理安全感。
为什么要将适当管理工资总额作为现代人力资源战略的一部分？
在遵守法律的前提下向员工支付具有竞争力的工资总额，是吸引高素质、高技能专业人才的先决条件。有吸引力的薪酬不仅能树立企业的声誉，还能培养一支高效、敬业的员工队伍。
以下为文章原文：
What are gross wages?
Gross wages refer to the amount of money earned before taxes are withheld from a paycheck and are the monthly salary people agree to when accepting a job. On a pay stub, gross wages are at the bottom of the page—usually in a larger font.
What is included in gross wages?
Gross wages comprise everything an employee earns, including:
Salary or hourly wages
Commission or bonuses
Overtime
Tips
Vacation or sick pay
Piece rate pay (per project or per unit)
Let’s say, for example, an employer pays $60,000 + two annual bonuses of $3,000. Annual gross wages will be $66,000.
How do you calculate gross wages?
For hourly workers:
hourly rate x the hours worked during the pay period = gross wages per pay period
If someone works overtime, include that as well:
Overtime hours worked during a pay period x the overtime hourly rate = overtime wages
To determine the gross wages for salaried employees:
Annual salary/number of pay periods per year = gross wages per pay period
What’s the difference between gross and net wages?
Gross wages are always higher than net wages.
In other words, the amount of money a person accepts as the job salary is more than the amount they take home. While gross wages comprise compensation before taxes, net wages are the amount remaining after taxes are withheld from the paycheck for
Federal, state, or local income tax
Social Security and Medicare
Wage garnishments
Health insurance plans
Retirement funds
Why should HR leaders care about gross wages?
As an HR professional, your primary objective is to manage people and address their needs. But, because compensation is fundamentally tied to work, it needs considerable attention.
Understanding gross wages and how they work enables you to practice better compensation management for attracting new people and engaging your current workforce.
What can HR leaders do to administer gross wages successfully?
Understand the company wage system. Even if you’re working with a legal team, you still need to know people’s salaries. This enables you to advocate for your company and your people.
Handle the human side of compensation. Gross wages often reflect —whether accurately or not—how much the employer values its people and how valued they feel. Consider the budget and employee engagement strategies when deciding on competitive gross wages for each position.
Encourage people to discuss their salaries. A learning culture can promote engagement, productivity, and retention. When professionals upskill and increase their value, they will naturally want higher wages. To encourage your people to feel comfortable discussing higher salary options, practice active listening, and nurture psychological safety.
Why should proper administration of gross wages be a part of modern HR strategy?
Paying people competitive gross salaries while complying with the law is a prerequisite for attracting quality, skilled professionals. Not only do attractive salaries build your reputation, but they also build a productive and engaged workforce.
提高员工参与度
2024年07月08日
提高员工参与度
【HR术语】什么是员工幸福感？（What is employee happiness?）
什么是员工幸福感？
员工幸福感是一个相当直观的概念，指的是对自己的工作抱有积极的态度和看法。快乐的人在工作场所会感到兴奋。他们喜欢自己的工作和与之共事的人。他们的员工参与度和工作满意度都很高。
但是，员工幸福感是一个相对简单的概念，并不意味着它很容易在你的组织中实现。这需要人力资源专业人士深思熟虑，在整个员工生命周期中努力创造积极的员工体验。
为什么员工幸福感很重要？
只要看一看一些员工幸福感的统计数据，就会发现它是组织成功的一个基本要素。从根本上说，如果你想吸引和留住顶尖人才，就必须把员工的幸福感放在首位。
从数据来看，如果发现公司员工普遍不开心，69% 的人会拒绝接受工作邀请。此外，75% 的不快乐员工希望离开目前的岗位。
员工幸福感与工作效率之间有什么关系？
员工幸福感与工作效率之间也有重要关系，幸福的专业人士比不幸福的同行工作效率高出 20%。一项调查证明了幸福感与工作表现之间的联系，调查显示，工作表现出色的人比工作表现不佳的人要幸福大约 15%。
如何衡量员工的幸福感？
由于员工幸福感在工作场所中的重要性显而易见，人力资源领导者显然必须优先开始衡量员工幸福感。作为一种定性衡量标准，衡量员工幸福感的最佳方法是使用员工幸福感调查。
这种工具也称为员工满意度调查，它使用各种问题来探究组织中的员工对自己的角色、团队、经理、公司等的满意程度。
员工幸福感调查中可以包含的问题有
你觉得自己与同事之间有联系吗？
你与经理的关系积极吗？
你在工作中感到得到认可和奖励吗？
你对自己的角色满意吗？
你对公司文化满意吗？
为确保调查尽可能高效，请使用专为衡量员工工作满意度而设计的员工调查工具。
如何提高员工幸福感？
了解员工的幸福感水平后，下一步就是制定旨在提高员工幸福感的战略。众所周知，有许多因素会影响员工的幸福感，您可以针对这些因素改善员工在组织中的体验。可以采取的一些措施有
给予认可和奖励。82%的成年雇员认为表彰是他们工作幸福感的重要组成部分，因此，如果你还没有制定员工表彰和奖励计划，那么现在是时候制定一个了。
提供灵活的工作安排。在 COVID 大流行之后，工作与生活的平衡以及灵活的工作安排一再成为职场人士日益重视的问题。
帮助员工成长和发展。现代职业人士不甘心年复一年地做着同样的工作而毫无进步。投资于员工的职业生涯并提供职业发展机会，是提升幸福感的绝佳途径。
发展人际关系。说到快乐，牢固的人际关系就是一切，70% 的在职专业人士表示，在工作中拥有朋友是快乐工作生活的最关键因素。
为什么员工幸福感应成为现代人力资源战略的一部分？
为员工的幸福感投资不仅仅是一项加分项：而是必须的。投资于员工的幸福感有助于提高招聘、留住人才、生产率和绩效等各个方面。为了建立一个健康、高绩效的组织，现代人力资源专业人员必须优先考虑衡量和提高员工的幸福感。
以下为文章原文：
What is employee happiness?
Employee happiness is a fairly straightforward concept referring to the state of having a positive attitude and outlook on one’s work. Happy people are excited to go to their workplace. They enjoy what they do and the people they work with. They have high levels of employee engagement and job satisfaction.
But just because employee happiness is a relatively simple idea doesn’t mean it’s easy to achieve in your organization. It requires deliberate thought and effort from HR professionals to create a positive employee experience throughout the entire employee lifecycle.
Why is employee happiness important?
A quick look at some employee happiness statistics reveals that it is an essential element of organizational success. Essentially, if you want to be able to attract and retain top talent, you’ll have to make your people’s happiness a priority.
Taking a look at the numbers, 69 percent of people will reject a job offer if they find out that the company’s employees are generally unhappy. In addition, 75 percent of unhappy employees want to leave their current roles.
What’s the relationship between employee happiness and productivity?
There is also an important relationship between employee happiness and productivity, as happy professionals are 20 percent more productive than their unhappy counterparts. One survey demonstrates the link between happiness and performance, showing that people with excellent performance are about 15 percent happier at work than those with poor performance.
How can you measure employee happiness?
With the apparent importance of employee happiness in the workplace, it becomes clear that HR leaders must make it a priority to start measuring employee happiness. As a qualitative measure, the best approach to measure employee happiness is to use an employee happiness survey.
Also called an employee satisfaction survey, this tool uses a variety of questions to explore how happy the people in an organization are with their role, team, manager, company, and more.
Some great questions to include in an employee happiness survey are:
Do you feel connected to your co-workers?
Do you have a positive relationship with your manager?
Do you feel recognized and rewarded at work?
Are you satisfied with your role?
Are you happy with the company culture?
To ensure your survey is as efficient as possible, use an employee survey tool designed specifically for measuring your people’s satisfaction with work.
How can you improve employee happiness?
Once you have a sense of your people’s happiness levels, the next step is to build a strategy aimed at increasing employee happiness. There are many factors known to contribute to employee happiness that you can address to improve the employee experience at your organization. Some steps to take are:
Give recognition and rewards. Eight-two percent of employed adults consider recognition an important part of their happiness at work, so if you don’t already have an employee recognition and reward program in place, now is the time to build one.
Offer flexible work arrangements. In the aftermath of the COVID pandemic, work-life balance and flexible work arrangements have repeatedly emerged as an increasingly important priority for people in the workplace.
Help people grow and develop. The modern professional isn’t happy staying in the same job with no progress year after year. Investing in people’s careers and providing professional development opportunities is an excellent way to boost happiness.
Develop relationships. When it comes to happiness, strong relationships are everything, with 70 percent of employed professionals saying that having friends at work is the most crucial element to a happy working life.
Why should employee happiness be part of modern HR strategy?
Investing in employee happiness isn’t just a plus: It’s a must. Investing in your people’s happiness helps with everything from hiring and retention to productivity and performance. For a healthy, high-performing organization, the modern HR professional must make it a priority to both measure and improve employee happiness.
提高员工参与度
提高员工参与度
提高员工参与度
提高员工参与度
提高员工参与度
提高员工参与度
提高员工参与度
提高员工参与度
提高员工参与度
提高员工参与度
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