【HR术语】什么是企业文化？（What is company culture?）
什么是企业文化？
企业文化是一个组织将其核心价值观和特性融入社会习俗和规范、商业惯例和氛围的表现形式。组织就像宗教或种族群体一样，会自然而然地形成自己的工作文化、劳动力管理策略和鲜明特点。
健康的工作文化包括以下基本要素：
可获得的学习机会
工作与生活的和谐
积极的工作环境
有意义的工作经验
激发员工积极性的领导力
企业文化的类型
有多少家公司，就有多少种企业文化。也就是说，企业文化是复杂的，无法简单分类。不过，现代企业文化的发展趋势还是可以描述的。定义公司文化的一些不同方法包括
宗族文化： 氏族文化也称为协作文化，具有高度的协作性和沟通性，以人为本，努力打破高管与个人贡献者之间的壁垒。
民主文化： Adhocracy 文化（源于 "ad hoc"）将灵活性、创新性和适应性放在首位，奖励冒险精神和创造力。
市场文化： 市场文化注重结果，强调实现目标、达成指标和取得成果。高管与个人贡献者之间往往存在隔离，最优先考虑的是底线。
等级文化： 等级文化是一种较为传统的文化，它喜欢稳定、统一和明确的流程。这里有明确的指挥系统，通常很少有改变的余地。
公司文化为何重要？
健康的文化能推动成功，并能直接促进以下方面:
工作绩效
员工参与
留住员工
生产力
缺勤率
利润
聘用顶尖人才
作为工作文化的守护者，人力资源领导者在影响员工和管理者、塑造公司文化方面发挥着至关重要的作用。在 HiBob 的一项调查中，77% 的受访者表示，在寻找新工作时，企业文化是一个重要的考虑因素。同样，在 SHRM 的一份报告中，20% 的人表示因对企业文化不满而离职。
如何创建公司文化？
公司文化的独特之处在于，无论企业是否主动尝试，它都在日复一日地不断变化。领导者通过各种态度、行为和价值观来打造企业文化。从领导者的语气到他们选择的奖励方式，都会对工作场所的文化产生影响。
因此，了解和学习如何创建企业文化至关重要。人力资源领导者必须把握组织的脉搏，了解现有文化，判断其是否积极有效，并据此进行塑造。
如何改善企业文化？
人力资源领导者可以培育公司文化，并引导其朝着积极的方向发展。结合这些如何改变公司文化的要素，可以帮助人力资源部门保持公司文化的正确方向：
让员工有发言权。人力资源部门的领导者可以营造一种环境，让管理层和领导层重视员工，并鼓励他们感到自在。当员工感到自己受到重视时，他们就会更有动力完成高质量的工作并实现目标。人力资源领导者可以促进一种接收、评估和实施相关员工反馈意见的方法。
加强良好氛围。正能量是会传染的。人力资源领导者可以通过肯定员工的成就、直接感谢员工的具体贡献以及对同事表示同情等方式，营造一个更加快乐的工作环境。
使企业文化与公司形象保持一致。人力资源领导者可以与高管合作，确定他们希望传达的精神以及他们希望蓬勃发展的文化类型。例如，如果企业希望促进员工的自主性，就可以提供灵活的工作时间，实行员工与管理者合作制定目标，并将员工的反馈纳入流程和决策中。人力资源领导者可以通过调查员工，了解他们希望如何在工作中发挥更大的自主性，从而进一步提高员工的自主性。
如何衡量企业文化？
每个组织对其理想文化的定义可能不同。但是，当人力资源领导者实施必要的计划时，他们可以提升企业文化，并引导其朝着理想的方向发展。通过跟踪以下系统的进展和成功情况，可以衡量公司文化。
行为准则
学习与发展计划
绩效管理流程
教练或导师制
协作平台
员工表彰
核心流程和系统可以创建统一、稳定、社区和不断发展的企业文化，从而直接促进员工的参与、保留和激励。
有哪些企业文化范例？
为了帮助说明人力资源领导者如何利用各种有意识的流程和系统建立公司文化，让我们来看看多年来公司文化屡获殊荣的谷歌。
谷歌的企业文化强调许多因素，从有趣的工作环境到鼓励创新，再到允许开放式沟通的扁平化组织结构。除了丰厚的薪酬和福利外，公司还为员工提供流动性、强大的财务支持和灵活的工作安排。
谷歌还通过其 "十条真理 "宣言来宣传公司的价值观。该宣言宣扬了公司的核心理念："不作恶也能赚钱"。
从这个例子可以看出，谷歌的企业文化是非常用心的，它将员工的幸福感与一系列明确的价值观放在首位。该公司为建立有目的的企业文化所做的深思熟虑的努力，有助于吸引顶尖人才，并因提供良好的员工体验而屡获殊荣。
为什么公司文化应成为现代人力资源战略的一部分？
一旦了解了企业文化的重要性，以及每个组织都有自己的企业文化（无论是否有目的），那么建立积极的企业文化就会成为人力资源专业人员的首要任务。通过有意识地建立公司文化，并努力发展一种能够反映公司目标、价值观和信念的文化，人力资源部门可以改善从招聘、留任到生产率等各个方面的工作。
以下为文章原文：
What is company culture?
Company culture is an organization’s expression of its core values and identity into social customs and norms, business practices, and vibe. Organizations, like religious or ethnic groups, naturally develop their own work cultures, workforce management strategies, and distinct characteristics.
A healthy work culture includes these essential components:
Accessible learning opportunities
Work-life harmony
Positive work environment
Meaningful work experience
Leadership that ignites employee motivation
Types of company culture
There are as many types of company culture as there are companies. That is to say, company culture is complex and defies simple taxonomies. However, it is possible to describe trends in modern companies’ cultures. Some examples of different ways to define company culture include:
Clan culture: Also called a collaborative culture, the clan culture is highly collaborative and communicative, with a focus on people and an effort to break down barriers between executives and individual contributors.
Adhocracy culture: Adhocracy culture (from “ad hoc”) prioritizes agility, innovation, and adaptability, rewarding risk-taking and creativity.
Market culture: Market culture is all about results, emphasizing meeting goals, reaching targets, and getting results. Often separating executives and individual contributors, the top priority is the bottom line.
Hierarchy culture: A more traditional culture, hierarchy culture loves stability, uniformity, and well-defined processes. There is a clear chain of command and often little room for change.
Why is company culture important?
A healthy culture drives success and can directly promote:
Work performance
Employee engagement
Retention
Productivity
Presenteeism
Profit
Hiring top talent
As guardians of the work culture, HR leaders play a crucial role in influencing people and managers and shaping the company culture. In a HiBob survey, 77 percent of respondents said that culture was an essential aspect to consider when looking for a new job. Similarly, in an SHRM report, 20 percent of people reported leaving their jobs due to dissatisfaction with the culture.
How can you create a company culture?
The unique thing about company culture is that—whether or not an organization is proactively trying to—it is constantly changing, day in and day out. Leaders build company culture through various attitudes, actions, and values. Everything from a leader’s tone of voice to what they choose to reward contributes to the culture in the workplace.
This is why it is essential to be aware of and learn how to create a company culture. HR leaders must take their organization’s pulse, understand the existing culture, determine whether or not it’s positive and effective, and mold it accordingly.
How can you improve company culture?
HR leaders can nurture their company culture and navigate it in a positive direction. Incorporating these elements of how to change a company’s culture can help HR keep the culture on track:
Give people a voice. HR leaders can foster an environment where management and leadership value people and encourage them to feel comfortable. When people feel valued, they are more motivated to perform high-quality work and achieve goals. HR leaders can facilitate a method for receiving, evaluating, and implementing relevant employee feedback.
Strengthen the good vibes. Positive energy is contagious. HR leaders can cultivate a happier workplace by recognizing people’s achievements, directly thanking individuals for specific contributions, and demonstrating empathy towards colleagues.
Align culture with company identity. HR leaders can collaborate with executives to identify the ethos they want to convey and the type of culture they want to thrive. If, for instance, an organization seeks to promote employee autonomy, it can offer flexible work hours, implement employee-manager collaboration for establishing goals, and include employee feedback in processes and decision-making. HR leaders can further increase employee autonomy by surveying people to discover how they’d like to take greater ownership of their work.
How can you measure company culture?
Each organization may define its desired culture differently. But, when HR leaders implement essential programs, they can enhance the culture and guide it in the desired direction. By tracking the progress and success of the following systems, it is possible to measure company culture.
The code of conduct
Learning and development initiatives
The performance management process
Coaching or mentorship
Collaboration platforms
Employee recognition
Core processes and systems can create a unified, stable, community, and growing culture, which directly nurtures employee engagement, retention, and motivation.
What are some examples of company culture?
To help illustrate how HR leaders can build a company culture using various intentional processes and systems, let’s take a look at Google, whose company culture has received multiple awards over the years.
Google’s culture emphasizes many factors, from a fun work environment to encouraging innovation to allowing open communication with a flat organizational structure. In addition to great compensation and perks, the company gives people mobility, robust financial support, and flexible work arrangements.
Google also makes it a point to communicate its values through its “ten things we know to be true” manifesto. The manifesto promotes the company’s core belief that “you can make money without doing evil.”
This example shows that Google’s culture is highly intentional, prioritizing employee happiness alongside a set of clear values. The company’s deliberate effort to build a purposeful culture helps it attract top talent and consistently receives awards for providing a great employee experience.
Why should company culture be a part of modern HR strategy?
Once you understand why company culture is important and the reality that—purposeful or not—every organization has one, building a positive culture emerges as a top priority for HR professionals. By being intentional with your company culture and putting in the effort to develop a culture that reflects your goals, values, and beliefs, HR can improve everything from hiring to retention to productivity.
企业文化
2024年05月28日
企业文化
【HR术语】什么是人才管理？（What is talent management?）
什么是人才管理？
人才管理是一种为实现公司目标而招聘、雇用和吸引高绩效人才的综合方法。作为人力资源管理的一个分支，人才管理提供了一种战略性的综合方法来吸引高素质的专业人才并优化他们的能力。
人才管理的演变
人力资源影响者 Josh Bersin 解释了人才管理的演变。20 世纪 70 年代，该部门被称为人事部，主要负责招聘、支付薪酬和提供基本福利等基本职能。20 世纪 90 年代，该部门转变为更具战略性的人力资源部门，旨在吸引和聘用理想的专业人才。1997 年，麦肯锡公司创造了 "人才管理 "一词。
人才管理涉及哪些方面？
如今，人才管理通过强化战略并将人力资源流程与业务职能相结合，努力提高效率和生产力。人才管理包括：
寻找和招聘
继任规划
绩效管理
学习与发展
薪酬和福利
人才管理为何重要
人才管理使人力资源领导者和管理者能够培养一支优秀的员工队伍，从而促进和加强公司业绩。有效的人才管理有助于：
招聘
参与
激励
留住人才
人力资源专业人员是人才管理流程的领导者。人力资源顾问 Sharlyn Lauby 解释说，人力资源领导者可以通过研究公司的行业、业务流程和劳动力实践来制定有价值的战略。作为企业的利益相关者，人力资源部门有责任确保公司的人才管理战略与业务战略保持一致。
人才管理最佳实践
发展和维护人才管理是一个持续的过程。人力资源从业者可以结合这些实践，推动建立一个强大、动态、灵活的人才管理系统：
制定战略。使人才管理与公司的使命、愿景、目标和业务战略保持一致，以提供战略方向。其中一个关键部分是确定推动公司目标所需的能力和角色，并确定招聘、雇用和吸引人才的方法。
投资于员工的成长。学习与发展计划可以为团队成员提供所需的资源，帮助他们继续向上发展，推动业务成就。发展员工的能力可以提升他们的职业生涯，并促进参与度和留任率。对管理人员进行投资也是有益的，因为他们可以利用自己的重要作用来指导团队成员、激发参与热情和激励积极性。
建立积极的企业文化。人力资源部门的领导者可以通过制定热情洋溢的入职计划、定期表彰员工的成就以及提供有吸引力的员工发展机会，来鼓励蓬勃发展的工作文化。在工作中加强支持、学习和感恩，可以培养一个健康的工作社区。
做出数据驱动的决策。利用关键的人力资源指标来做出明智的决策，可以支持有效的招聘、提高留用率并提升参与度。此外，人力资源主管和首席财务官应开展合作，将人才管理指标与财务数据相结合，为制定更好的人才管理措施提供有力的见解。
全球人才管理挑战
跨国组织必须制定在全球各地分支机构都行之有效的人力资源人才管理策略。
全球人才管理面临一系列独特的挑战。特别是，跨国组织必须驾驭其业务运营所在地的多元文化环境。管理分散在全球各地的团队需要深入了解文化的细微差别、沟通方式、工作偏好和愿望。
此外，管理全球人才的人力资源领导者还必须确保人力资源流程符合各国的法规。
在 "大辞职 "之后，吸引和留住优秀专业人才的竞争变得更加激烈。虽然全球招聘提供了更大的人才库可供选择，但世界各地都在争夺顶尖人才，这使得人才招聘和留住人才成为一项艰巨的挑战。
尽管这些挑战是全球人才管理所独有的，但解决之道却始终如一：实施关爱人才的战略，帮助他们发挥最佳水平。然而，人力资源领导者如何在不同的文化背景下实施人才管理计划可能会有所不同。
人才管理如何改善企业文化？
健全的人才管理系统为健康的企业文化提供了生长和繁荣的沃土。开发战略性人才管理系统是培养高绩效、工作满意度和员工幸福感的关键。当你的员工感到快乐时，他们就更有可能为公司文化注入热情和动力，从而形成一个由参与型个人组成的蓬勃发展的社区。
人才管理趋势
一些现代趋势正在影响着企业吸引、培养和留住人才的方式。对于希望在人才管理领域取得成功的组织而言，紧跟这些趋势至关重要。
其中最主要的趋势是员工体验的重要性与日俱增。随着员工开始寻求有意义、有成就感的工作，企业开始注重营造以员工福利、成长机会和积极向上的工作场所文化为重点的环境。
在大流行病之后，这也与远程和混合工作的兴起不谋而合。公司正在适应团队成员不断变化的期望，提供随时随地工作的灵活性，并制定新举措，以帮助在这些变化中保持生产力和协作。提供灵活的工作方式也是吸引和留住顶尖人才的关键。
人才分析也越来越受到重视，它可以深入了解员工的绩效、参与度和潜在的发展领域。这种分析方法使组织能够在人才招聘、培训和继任规划方面做出数据驱动型决策。
此外，多样性、公平性和包容性现已成为人才管理和招聘专业人员不可或缺的一部分，尤其是年轻一代。各组织正在认识到团队中不同观点的价值，并正在培养包容性的工作场所，以推动创新和工作场所的满意度。
人才管理与人力资源技术
人力资源技术提供高效的人才管理工具，影响员工生命周期的每个阶段。这些解决方案包括：
人才管理系统。人才管理系统为人力资源专业人员提供工具，从招聘到离职，一站式解决人才管理周期的不同方面问题。
申请人跟踪系统。应聘者跟踪系统可提高招聘流程的效率，使招聘人员能够迅速识别和吸引顶尖人才。
绩效管理平台。这些平台利用数据分析实时了解员工的绩效，促进持续反馈和发展。
学习管理系统。学习管理系统为团队成员提供培训和提高技能的机会，使个人成长目标与组织目标保持一致。
员工体验平台。员工体验平台为人力资源领导者提供了创造积极的工作场所文化和快乐员工的工具。
人工智能。从预测候选人的成功率到识别留住人才的模式，人工智能目前在人力资源技术中发挥着核心作用。
随着企业越来越多地接受数字化转型，人才管理与人力资源技术之间的关系对于培养一支能推动成功的充满活力和敏捷的员工队伍至关重要。
以下为文章原文：
What is talent management?
Talent managementis a holistic method of recruiting, hiring, and engaging high-performing people to achieve company objectives. An offshoot of HR management, talent management offers a strategic, integrated approach to attracting quality professionals and optimizing their competencies.
Talent management evolution
HR influencer Josh Bersin explains the evolution of talent management. Known as the Personnel Department in the 1970s, it focused on the rudimentary functions of hiring, paying, and offering basic benefits. In the 1990s, the department transformed into a more strategic form of HR, aiming to attract and engage desirable professionals. In 1997, McKinsey & Company coined the term “talent management.”
What does talent management involve?
Today, talent management strives to increase efficiency and productivity by sharpening its strategies and blending HR processes with business functions. Talent management encompasses:
Sourcing and recruiting
Succession planning
Performance management
Learning and development
Compensation and benefits
Why talent management is important
Talent management enables HR leaders and managers to nurture a stellar workforce to promote and strengthen company performance. Effective talent management contributes to:
Recruitment
Hiring
Engagement
Motivation
Retention
HR professionals are the leaders of the talent management process. HR advisor Sharlyn Lauby explains that HR leaders can develop a valuable strategy by studying the company’s industry, business processes, and workforce practices. As stakeholders in the business, it’s HR’s responsibility to ensure the company’s talent management strategy aligns with business strategy.
Talent management best practices
Developing and maintaining talent management is a continuous process. HR practitioners can integrate these practices to fuel a robust, dynamic, and agile talent management system:
Develop a strategy. Align talent management with the company’s mission, vision, objectives, and business strategy to provide strategic direction. A key part of this is determining the competencies and roles necessary to drive company objectives and identifying methods to recruit, hire, and engage people.
Invest in people’s growth. A learning and development program can provide team members with the resources they need to continue their upward journey and drive business achievements. Developing people’s competencies enhances their careers and promotes engagement and retention. Investing in managers is also beneficial, as they can leverage their crucial roles to coach team members, inspire engagement, and spur motivation.
Build a positive culture. HR leaders can encourage a thriving work culture by incorporating a welcoming onboarding program, regularly recognizing people’s achievements, and offering attractive employee development opportunities. Increasing support, learning, and gratitude at work can nurture a healthy work community.
Make data-driven decisions. Using key HR metrics to make educated decisions can support effective recruitment, increase retention, and boost engagement. Additionally, the heads of HR and the CFO should collaborate—combining talent management metrics with finance data can provide powerful insights into developing better talent management practices.
Global talent management challenges
Multi-national organizations have to develop HR talent management strategies that are effective throughout their branches around the world.
Global talent management presents a unique set of challenges. In particular, multi-national organizations have to navigate the diverse cultural landscapes where their businesses operate. Managing a globally dispersed team requires a deep understanding of cultural nuances, communication styles, work preferences, and aspirations.
Additionally, HR leaders who manage global talent will have to ensure HR processes are compliant with each country’s regulations.
In the wake of the Great Resignation, the competition for attracting and retaining talented professionals has become even fiercer. While recruiting globally provides a larger talent pool to choose from, the competition for top talent is present around the world, making talent acquisition and retention a formidable challenge.
Although these challenges are unique to global talent management, the solution remains the same: implementing strategies that take care of people and help them perform at their best. Nevertheless, how HR leaders apply a talent management program in each cultural context may vary.
How does talent management improve company culture?
A robust talent management system provides fertile soil for a healthy company culture to grow and flourish. Developing a strategic talent management system is key to nurturing high performance, job satisfaction, and employee wellbeing. When your people are happy, they’re more likely to infuse the company culture with enthusiasm and motivation, leading to a flourishing community of engaged individuals.
Talent management trends
Several modern trends are shaping the way organizations attract, nurture, and retain their people. Staying attuned to these trends is crucial for organizations seeking to navigate the realm of talent management successfully.
Chief among them is the increasing importance of employee experience. As the workforce seeks meaningful and fulfilling work, organizations are focusing on creating environments that prioritize wellbeing, growth opportunities, and a positive workplace culture.
In the aftermath of the pandemic, this also coincides with the rise in remote and hybrid work. Companies are adapting to the changing expectations of team members, providing the flexibility to work from anywhere and creating new initiatives that contribute to maintaining productivity and collaboration, despite these changes. Offering flexible work styles is also key to attracting and retaining top talent.
Talent analytics is also gaining prominence, offering insights into people’s performance, engagement, and potential areas for development. This analytical approach enables organizations to make data-driven decisions about talent acquisition, training, and succession planning.
Additionally, diversity, equity, and inclusion are now integral to talent management and recruiting professionals, especially from the younger generations. Organizations are recognizing the value of diverse perspectives among their teams and are fostering inclusive workplaces to drive innovation and workplace satisfaction.
Talent management and HR tech
HR tech offers efficient talent management tools that affect every stage of the employee lifecycle. These solutions include:
Talent management systems. A talent management system provides HR professionals with the tools to address the different aspects of the talent management cycle in one place—from recruitment to offboarding.
Applicant tracking systems. An ATS makes the hiring process more efficient, allowing recruiters to identify and attract top talent swiftly.
Performance management platforms. These platforms use data analytics to provide real-time insights into people’s performance, facilitating continuous feedback and development.
Learning management systems. An LMS provides opportunities for team members to train and upskill, aligning individual ambitions for growth with organizational objectives.
Employee experience platforms. An employee experience platform gives HR leaders the tools to create a positive workplace culture with happy people.
Artificial intelligence. AI is now playing a central role in HR tech, from predicting candidate success to identifying patterns for retention.
As organizations increasingly embrace digital transformation, the relationship between talent management and HR tech is pivotal in cultivating a dynamic and agile workforce that drives success.
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