刚刚，Workday 宣布收购Rallyteam，增强智能人才优化功能Workday Adds More Intelligence to Optimize Talent with Rallyteam Acquisition
Workday 刚刚宣布，收购Rallyteam ,Rallyteam总部位于旧金山，联合创始人兼CEO David Somers，创建于2013年，2014年产品上线，收购金额没有公布~
在2017年，HRTechChina报道过Rallyteam获得融资860万A轮融资，详细可以看新闻：Rallyteam完成860万美元A轮融资 。
Rallyteam 创办的原因在于CEO自己发现在工作中越来越沮丧，因为在当前组织中的发展和好的机会很难被发现（换岗），于是希望能够找到好的解决方案，于是乎就创建了这个公司，最早是有微软加速器孵化~~
关于Rallyteam在做什么，可以看这里：
Rallyteam发现，有才干的员工经常因为工作挑战不够，或不符合自己的职业生涯规划而离职。这家创企正在和eBay等公司合作，提高员工留职率。
近日，Rallyteam完成860万美元融资，Norwest Venture Partners领投。Storm Ventres、Cornerstone OnDemand和Wilson Sonsini跟投。
Rallyteam联合创始人兼CEO David Somers表示，他们所合作的都是员工人数超过5000的企业。
该公司拥有一套软件，能够利用公共数据来为内部员工建立档案，然后办起“媒人”的角色，帮员工寻找工作机会和特殊项目。
Somers说，他们希望“找到拥有相应技能，并正在寻求新挑战的人”。
以下为官方宣布新闻：
我们很高兴地宣布Workday通过收购Rallyteam不断投资于机器学习的努力再次迈出了一步！
通过Rallyteam，我们获得了令人难以置信的团队成员，他们创建了一个人才流动平台，使用机器学习，通过将员工的兴趣，技能和关系与相关工作，项目，任务和人员进行匹配，帮助公司更好地理解和优化员工队伍。
随着工作世界继续向人才和技能市场迈进，该团队将利用其深厚的专业知识为Workday的产品提供更强大的智能，帮助客户发现组织内外最优秀的人才，以满足业务需求。
对于Workday和我们的客户来说，这是一个激动人心的时刻，所以请加入我们，欢迎我们的新同事们，并在未来的一年中继续关注更多细节！
We’re excited to announce another step in Workday’s efforts to continually invest in machine learning with the acquisition of Rallyteam!
With Rallyteam, we gain incredible team members who created a talent mobility platform that uses machine learning to help companies better understand and optimize their workforces by matching a worker’s interests, skills, and connections with relevant jobs, projects, tasks, and people.
As the world of work continues moving toward a marketplace for talent and skills, this team will apply its deep expertise to power Workday’s products with even more intelligence that will help customers uncover the best talent—inside and outside of their organizations—to meet business needs.
It’s an exciting time for Workday and our customers, so please join us in welcoming our new colleagues, and stay tuned for more details in the coming year!
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2018年06月09日
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Workday和Slack达成合作，为客户集成Workday and Slack: Building Integrations for Our Shared Customers
workday宣布与Slack建立独特的合作伙伴关系，这是我们不断将人放在企业中心的使命所驱动的。
考虑一下：Slack和Workday都希望能够与他们在哪里见面 - 帮助他们以最直观的方式连接并完成任务。更重要的是，我们都希望为客户提供更智能，更丰富，更高效的工作方式。作为云计算公司，我们的合作伙伴关系为我们的客户提供了一个独特的机会，将合作和联系转化为更好的业务成果
我们正处于企业软件的转折点。我们的工作方式正在经历一场深刻的变革，其原因在于电子邮件日益增多，迈向最佳解决方案以及文化工作规范发生变化。在工作变得更加透明和协作的同时，团队的分布比以往更加分散。鉴于这些变化，Workday和Slack通过提供更智能，更丰富，更高效的方式完成工作，在塑造未来工作方面发挥着核心作用。
我们一起可以让人们更直观地工作，减少摩擦，让工作更容易完成。
对于客户来说，这种战略合作伙伴关系意味着他们将能够从Slack界面中使用Workday来获取上下文和可操作数据以完成任务。最初，员工将能够通过会话语言与Workday进行互动，以获取同事信息，随时向同事提供反馈或请求休假，而无需离开Slack。
随着时间的推移，我们将在Workday应用套件中添加更多功能。随着这些新功能的添加，使用Workday / Slack集成的客户将自动接收这些更新，进一步增强用户在Slack中可以直接执行的操作。
我们认为，Workday和Slack的整合将成为赋予员工权力的游戏规则。员工将能够以前所未有的方式与人力资源部门进行接洽。无需迁移到其他应用程序，他们将能够以直观和熟悉的方式解决他们的许多问题和问题。Slack和Workday是人们喜欢使用的工具，并从中获得显着的日常价值。因此，我们可以共同让人们更直观地工作，减少摩擦，让工作更轻松完成。
在Workday，创新一直是我们的核心价值观之一，并在开放的理念和协作的基础上为客户的利益尽力而为。我们相信，未来属于专注于“我们”的公司，我们像Slack这样的合作伙伴在帮助我们的客户实现Workday投资价值最大化方面非常重要。
以上由AI翻译完成，供参考。HRTechChina 倾情奉献
Workday发布2018年人力资源展望：新技能和更多人员数据 2018 Outlook for HR: New Skills and More People Data随着我们开始新的一年，帮助读者面对业务挑战，我们请Workday高管和合作伙伴提供对未来一年的深刻见解。我们发现，领导层正在重新关注人才管理和招聘，员工经验以及2018年技术和数据在推动工作场所多元化等举措方面的重要作用。
首先是人才竞赛。
寻找和留住高级人才在一个增加工作选择性和竞争的时代将继续成为许多人力资源领导者的首要考虑，许多人力资源领导者，更多的仔细看看需要支持其业务目标的具体技能。
IBM全球工作日实践组长Richard McColl表示：“新技术，尤其是工作和生活的数字化正在推动新技能人才的需求。“人力资源部门必须评估发展中的内部人才与外部雇佣人员之间的平衡，才能使他们获得最快的人才。例如，像学士学位这样的传统要求已经不再是工作的先决条件 - 技能是优先的。事实上，在过去的几年里，在美国雇用的IBM员工中大约有15％没有获得学士学位。“
Alight Solutions Workday产品战略副总裁Nelson Egurrola对此表示赞同，重申公司在内部看待员工的重要性，并确定他们需要填补的具体技能差距，以帮助改善招聘流程。
“我们必须更多地关注有针对性的招聘，以确定真正的人才需求和具体工作所需的基本技能。我们可以使用Glassdoor和LinkedIn等社交媒体网站，将公司需求与候选技能相结合，实现候选人渠道流程的自动化。“
Workday首席人事官员Ashley Goldsmith表示，到2018年，技术和数据将在工作场所多样性方面发挥重要作用。她说：“组织将采用人力资本管理技术，因为它们可以更深入地了解多元化数据，帮助揭示模式和趋势，突出成功和不足之处，并有效跟踪目标。”
“这些工具将帮助企业聚焦多元化和包容性趋势，这对于职场文化和商业成功至关重要。”
随着组织努力在2018年建立尽可能最好的团队并留住最优秀的员工，员工将成为驾驶员的座位。人员经理将需要担任辅导角色，以帮助团队成员发展自己的技能 - 不仅是为了业务的需要，而且是为了进一步实现个人的职业目标。
“如果您能为您的客户和员工创造最佳的体验，那么您的组织更有可能在新的数字时代取得成功。” -
IBM全球Workday实践领导者 - 理查德·麦科尔
Workday公司领导和组织效能副总裁Greg Pryor解释说：“员工将要求选择性，反过来，雇主将依靠技术来提高内部流动性，交叉培训和职业发展机会的透明度，以鼓励和引导员工对新的或不同的角色和职业路线感兴趣“。
行业分析师认为，今年的雇主经验应该是雇主的重中之重，即使这意味着人力资源领导者的转变。IBM的McColl说：“在数字时代，进步是由人和经验驱动的。“换句话说，如果你能为你的客户和你的员工创造最好的体验，你的组织就更有可能在新时代取得成功。经验的重要性意味着我们可能需要重新思考CHRO的作用。CHRO现在处于数字化人员体验业务，无论他们喜欢与否。“
有一件事是肯定的，那就是我们进入2018年：技术将成为更好地洞察员工的关键，这将有助于创建一个更多元化，更有参与性的员工队伍。
以上为AI自动翻译，查看原文请看下面
As we start a new year of helping our readers face their business challenges, we asked Workday executives and partners for their insights on the year ahead. We found that people leaders are renewing their focus on talent management and recruiting, the employee experience, and the important role technology and data will play in driving initiatives like workplace diversity in 2018.
First up is the talent race. Finding and retaining top talent in an era of increased job optionality and competition will continue to be top of mind for many HR leaders, with many taking a closer look at the specific skills needed to support their business goals.
“New technology and, in particular, the digitization of work and life, is driving a need for new types of talent with new skills,” says Richard McColl, IBM’s global Workday practice leader. “HR must assess what balance of developing internal talent and hiring externally will get them there the quickest. For example, traditional requirements like a bachelor’s degree are no longer the prerequisites for a job—skills are prioritized. In fact, over the past few years, about 15 percent of IBMers hired in the United States haven’t had a bachelor’s degree.”
Nelson Egurrola, vice president of Workday product strategy from Alight Solutions, agreed with this sentiment, reiterating how important it will be for companies to look internally at their workforce and identify the specific skill gaps they need to fill to help improve the recruiting process.
“We must focus more on targeted recruiting in order to identify the true talent need and which underlying skills are required for specific jobs. We can use social media sites like Glassdoor and LinkedIn to intersect company needs with candidate skills to automate the candidate funnel process,” he said.
Workday Chief People Officer Ashley Goldsmith said that in 2018, technology and data will play an important role when it comes to workplace diversity. “Organizations will embrace human capital management technologies because they provide deeper insights into diversity data, help reveal patterns and trends, highlight successes and shortfalls, and enable effective tracking of goals,” she said.
“Such tools will help organizations keep a spotlight on diversity and inclusion trends, which is critical to workplace culture and business success.”
As organizations strive to build the best teams possible and retain their best workers in 2018, employees will be in the driver’s seat. People managers will need to take on coaching roles to help team members evolve their skill sets—not only for the business’s needs but to further their personal career goals as well.
“Your organization is more likely to succeed in the new digital era if you can create the best experiences for your customers and your employees.”
—Richard McColl, IBM’s global Workday practice leader
Greg Pryor, vice president of leadership and organizational effectiveness at Workday, explains, “Employees will demand optionality and in turn, employers will rely on technologies that enable more transparency around internal mobility, cross-training, and career development opportunities to encourage and guide employees interested in new or different roles and career paths.”
Industry analysts agree that the employee experience should be a high priority for employers this year, even if that means a shift for HR leaders. “In the digital age, progress is driven by people and experience,” says IBM’s McColl. “In other words, your organization is more likely to succeed in the new era if you can create the best experiences for your customers and your employees. The importance of experience means we may need to rethink the role of the CHRO. The CHRO is now in the digital people experience business, whether they like it or not.”
One thing is for sure as we head into 2018: Technology will be the key to unlocking better insights into our employees that will help create a more diverse, engaged workforce.
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