7个原因告诉你：为何公司仍旧在与人力资源分析作斗争
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大多数人力资源领导人已经意识到了运用人力资源科技和分析技术的优势，但是有多少人能完全利用上这门技术？
来自马来西亚、新加坡以及香港的107个专业HR进行了一次投票。一份新的报告由CIPD进行研究，其最重要的原因便是限制机构已经意识到了人力资源分析的有利之处。
这份报告显示，组织认为人力资源分析非常重要且可能成为潜在的变革。他们承认这种分析能力存在于早期阶段，并且会被一系列因素所阻碍。
很多机构已经开始了他们人力资源分析的旅程，但现在仍处于初期阶段。那些有意把人力资源分析作为战略目标的机构，将会朝着可持续性、有竞争性、获得优势等方向迈进。
以下是7条报告中所展示的原因：
缺乏商业投资和人力资源分析的专业性。57%的人力资源专家说人力资源分析技巧缺少实用性。
在全球形势中，人力资源分析的应用在部门或公司内是分散的。
将近一半（48.5%）的机构缺乏先进的人力资源技术，而这已满足了业务需要，并且只有23.4%的机构使用了综合性的人力资源分析软件。
这些约束力，例如 投资、领导力、理解力和人力资源整体成熟性将阻碍战略发展层面，而在操作层面技术和分析能力将抑制它。
标准化是一个重大的挑战——人力资源专家并不确定是应该为他们的公司开发特殊措施还是发展标准措施。
大多数的数据可以用于反思和洞察,而不是使用开发指标来预测数据。
组织仍然把那些以文化方面做为着眼点的公司作为他们数据的来源，很少关于其他战略方面的活动被评估和报道，例如生产力和绩效。
“进化的脚步也许会非常的慢，但是这次研究表明，把人力资源分析加入到商业中或不同地域中将是一件非常有潜力的事情。”
“小型项目能通过平均计分卡，清晰的展示出商业洞察力，这也是一种让人力资源分析能够获得广泛购买的一种方式。并可以获得更多关于技术以及技能的投资，来支持这一重要的活动。”他补充道。
这个报告同时也包含了四个重要的点，来帮助组织机构通过人力资源分析获得更多的利益。
1、人力资源部门应该多吸引一些有分析才能的人加入这个行业，并完善人力资源专家对于分析的基础理解。
2、人力资源专家不光要从事组织内部的业务，也要与业内同行建立良好的时间方法。
3、人力资源领导应该鼓励发展更好的度量标准，并分析其他业务领导，利用循证分析项目来推动关于人力资源分析的投资。
4、不能仅仅发展高级专业人士的分析技能，这些技能应该同事被运用到人力资源外的部分，从初级人员到高级都该运用学习。
7 reasons why firms are still struggling with HR analytics
Most HR leaders may have realised the advantaged of using HR technology and analytics, but how many are fully equipped to leverage on the benefits of such technology?
Polling 107 HR professionals from Malaysia, Singapore, and Hong Kong, a new report by CIPD delved into the biggest reasons which are limits organisations from realising the benefits of HR analytics.
It concluded that while organisations view HR analytics as hugely important and potentially transformative, they admit that these type of analytics are at the very early stages of capability and are being held back by a range of factors.
“Many organisations have begun their HR analytics journey but it is still in it’s very early days. Those organisations that are able to use HR analytics to be more strategic are likely to make significant steps towards sustainable, competitive advantage,” commented Edward Houghton, CIPD’s research adviser.
Here are seven such reasons which were identified in the report:
1. A lack of business investment and HR analytics expertise, with 57% of HR professionalssay there is a lack availability when it comes to analytical skills.
2. Reflecting the global situation, the application of HR analytics is fragmented, in sectors and organisations.
3. Almost half (48.5%) of organisations lack sophisticated HR technology which meets the needs of the business and only 23.4% are currently using a fully integrated HR analytics IT programme.
4. Constraints such as investment, leadership understanding and overall HR maturity are holding back development at a strategic level while at an operational level, technology and the analytic skill set are inhibiting the development of the function
5. Standardisation is a significant challenge – HR professionals are unsure whether to develop context specific measures for their organisation or standard measures for benchmarking purposes
6. The majority of data is used as a reflective insight, rather than using indicators to develop forecast data
7. Organisations continue to focus their attention of engagement and data around cultural aspects of the firm as their main sources of people data. Far less is being measured and reported with regards to other strategic activities such as productivity and performance.
“The pace of evolution may be fairly slow, but this study shows that there is real potential for HR analytics to add value across businesses and across the region,” Houghton stated.
Small projects that show clear business insights through a balanced scorecard are an essential way to get wider buy-in from the business on the value of HR analytics, and can open the door for greater investment in technology and skills to support this critical activity,” he added.
The report also included four key recommendations for organisations to reap more benefits from HR analytics.
Firstly, HR functions should attract more analytics talent into the profession and develop HR experts with a foundation of analytical understanding.
Secondly, HR professionals in the region should look to working across the business functions in their organisations as well as externally with industry peers to establish best practice methods.
Thirdly, HR leaders should champion better metrics and analytics to other senior leaders in the business and drive investment in HR analytics using evidence-based projects.
Lastly, instead of only developing analytical skills in senior professionals, these skills should be developed throughout the HR function, from junior-level professionals to senior-level professionals.
来源：humanresources
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。
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glassdoor计划在爱尔兰都柏林立脚，开展新业务
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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.
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