【HR术语】什么是性别薪酬差距？（What is a gender pay gap?）
什么是性别薪酬差距？
性别薪酬差距是指男性和女性平均工资之间的差异。
要计算薪酬差距，可取一组男性工资和一组女性工资，然后比较两者的中位数。
自 1963 年《同工同酬法》颁布以来，美国女性的收入已从男性每挣 1 美元时的 0.59 美元增至 0.82 美元。目前的数据显示，18-39 岁女性的工资差距很小，而 40 岁及以上女性的工资差距则有所扩大。
人力资源领导为什么要关注男女薪酬差距？
公平地支付薪酬是道德待人的一部分。平等的薪酬机会还能吸引优秀的专业人才，并使他们保持敬业精神。此外，按照相同的标准支付男女薪酬可以显示出透明度，并有助于树立良好的品牌声誉。
由于来自性别薪酬差距公式的数据可能有限，人力资源领导者必须深入挖掘，以确定是否存在性别薪酬差距以及存在差距的原因。
人力资源领导者该如何缩小性别薪酬差距？
缩小公司潜在的性别工资差距：
考虑相关因素。1963 年的《同工同酬法》规定，雇主不得基于性别对员工进行歧视。雇主必须根据 "需要同等技能、努力和责任，且在类似工作条件下完成的工作......"，向男女员工支付同等报酬。
为父母双方提供育儿假。一般来说，女性在生育或领养孩子后会比男性花费更多的时间来恢复身体并与孩子建立亲子关系。然而，通过为男性和女性提供平等的休假机会，女性可以选择如何平衡事业与家庭生活。
制定透明的政策。择优加薪和晋升有助于提高透明度。对员工的成就、贡献和奉献进行评估，以鼓励公平对待。
进行内部审计。分析工资单，检查是否存在性别薪酬差距。如果存在，请考虑是否涉及任何关键因素。职位是什么？员工是全职还是兼职？他们在公司工作了多久？
调查你的员工。通过调查确定薪酬差距存在的原因。女性是否从事收入较低的工作，如果是，原因是什么？女性是否喜欢较少的工作时间或偏爱某些职位？或者，您是否可以帮助她们从事高薪工作？或许，L&D 计划可以为她们提供提升技能和获得高薪职位的机会。
为什么消除性别薪酬差距应成为现代人力资源战略的一部分？
在当今竞争激烈、以互联网为基础的商业世界中，道德实践和积极的公司品牌至关重要。在员工和客户中拥有良好声誉的企业更受青睐。透明的薪酬实践反映了一种人力资源战略，即鼓励每个人因其才能、技能、干劲和奉献精神而出类拔萃，而不是因为其性别。
以下为文章原文：
What is a gender pay gap?
A gender pay gap is a difference in pay between men’s and women’s average salaries.
To calculate the pay gap, take a group of men’s wages and a group of women’s wages, and compare the median of each.
Since the Equal Pay Act of 1963, women’s earnings in the US have increased from $0.59 for every $1.00 a man earns to $0.82. Current data shows that the wage gap is minimal between ages 18-39, while it widens for women 40 and older.
Why should HR leaders care about the gender pay gap?
Paying people fairly is part of treating them ethically. Equal compensation opportunities can also attract talented professionals and keep them engaged. Moreover, paying men and women according to the same criteria shows transparency and contributes to a positive brand reputation.
Because the data from the gender pay gap formula can be limited, HR leaders must dig deep to determine if and why there’s a gender pay gap.
What can HR leaders do to reduce the gender pay gap?
To reduce a potential gender wage gap in your company:
Consider relevant factors. The Equal Pay Act of 1963 states that employers must not discriminate between employees based on sex. Employers must pay members of both sexes equally based on the “performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions …”
Offer parental leave for both parents. Generally, women take more time off than men following birth or adoption to recover and bond with the child. However, by providing equal opportunities for men and women to take leave, women can choose how to balance their careers with family life.
Create transparent policies. Merit-based raises and promotions support transparency. Evaluate people’s accomplishments, contributions, and dedication to encourage unbiased treatment.
Run an internal audit. Analyze payroll to check if a gender pay gap exists. If it does, consider if there are any crucial factors involved. What’s the position? Are the employees working full-time or part-time? How long have they been at the company?
Survey your people. Determine why the pay gap exists through a survey. Are women working in lower-paying jobs, and if so, why? Do women prefer fewer hours or gravitate towards certain positions? Or is there something you can do to help them pursue higher-paying jobs? Perhaps an L&D program can give them the opportunity to upskill and land higher-paying positions.
Why should eliminating the gender pay gap be a part of modern HR strategy?
Ethical practices and a positive company brand are essential in today’s competitive, internet-based business world. People are attracted to working at organizations with good reputations among employees and customers. Transparent compensation practices reflect an HR strategy that encourages everyone to excel because of their talents, skills, drive, and dedication, not because of their gender.
【HR术语】什么是人才招聘专家？（What is a talent acquisition specialist?）
什么是人才招聘专家？
人才招聘专家是一种人力资源专业人员，专门负责寻找合适的人才来填补空缺职位，尤其是那些需要专业技能的职位。人才招聘专家通常在竞争高技能人才的快速发展行业工作。
人才招聘专家做什么？
他们参与招聘流程的每一个步骤，包括：
在招聘网站上发布招聘信息
在 LinkedIn 和其他网站上寻找潜在员工
制定申请人筛选流程
审核简历和申请
选择面试者
进行面试
推荐聘用人选
处理入职事宜
人才招聘专家与招聘人员有什么区别？
上述职位描述听起来可能与招聘人员非常相似，这可能会让您想知道这两个职位之间有什么区别。
招聘人员侧重于为特定职位寻找和筛选合适候选人的短期过程。
而人才招聘则更注重持续战略和提前规划，以确保空缺职位得到填补，并为新员工在组织中的长期成功和成长做好准备。此外，人才招聘专家通常专注于招聘高技能人才，如专家、领导者和未来的高管。
人力资源领导为什么要关注人才招聘专家？
优秀的人才招聘专家是现代人力资源团队的宝贵补充。在竞争激烈的市场中，雇主们都在努力用高素质的人才填补职位空缺，而合格且经验丰富的人才招聘专家往往是分担人力资源团队其他成员招聘压力的必要人选。
虽然科技和医疗保健等竞争激烈行业的公司通常需要人才招聘专家，但人才招聘专家可以帮助任何领域各种规模的组织。他们可以帮助你招聘到拥有合适技能和经验、适合公司文化的人才，并帮助你实现招聘目标，比如拥有一支多元化的员工队伍。
人力资源领导者如何才能招聘到合格的人才招聘专家？
人才招聘专家可以极大地影响企业的未来。要找到合适的人才招聘专家并让他们获得成功，建议寻找具备以下资质的候选人：
至少五年的人力资源和/或招聘行业经验
人力资源学位和/或专业人力资源认证
掌握当前就业法的最新知识
具有申请人跟踪系统和人力资源信息系统方面的经验
具有战略思维和前瞻能力，能够规划个人的职业发展轨迹；这也有助于填补未来的职位空缺
了解公司品牌形象
为什么人才招聘专家应成为现代人力资源战略的一部分？
如果您曾经为寻找合适的人才填补对企业成功有重大影响的重要空缺职位而苦恼，那么您就已经知道为什么人才招聘专家这一职位必不可少了。聘用有能力的人才招聘专家可以帮助您实现招聘目标，为空缺职位引入高技能的候选人，并为组织的长期成功奠定基础。
以下为文章原文：
What is a talent acquisition specialist?
A talent acquisition specialist is an HR professional who specializes in finding the right people to fill open roles, especially those that require specialized skill sets. Talent acquisition specialists often work in fast-moving industries that compete for highly-skilled talent.
What does a talent acquisition specialist do?
They’re involved at every step of the hiring process, including:
Posting on job boards
Sourcing potential employees on LinkedIn and other sites
Developing applicant screening processes
Reviewing resumes and applications
Selecting interviewees
Conducting interviews
Making recommendations for whom to hire
Handling onboarding
What is the difference between a talent acquisition specialist and a recruiter?
The above job description may sound pretty similar to that of a recruiter, which may lead you to wonder what the difference between these two roles is.
Recruiters are focused on the short-term process of identifying and screening suitable candidates for a specific position.
Talent acquisition is more focused on ongoing strategy and planning ahead to ensure that open positions are filled and that new hires are set up for long-term success and growth in the organization. Additionally, talent acquisition specialists often focus on hiring highly-skilled people such as specialists, leaders, and future executives.
Why should HR leaders care about talent acquisition specialists?
A good talent acquisition specialist can be an invaluable addition to the modern HR team. In a highly competitive market where employers struggle to fill vacancies with high-quality talent, qualified and experienced talent acquisition specialists are often necessary to take the stress of hiring off the rest of the HR team.
Although companies in competitive industries like tech and health care typically require talent acquisition specialists, TA specialists can help organizations of all sizes in any field. They can help you hire people with the right skills and experience who are a fit for your company culture and help you meet hiring goals like having a diverse workforce.
What can HR leaders do to hire qualified talent acquisition specialists?
A talent acquisition specialist can significantly influence your organization’s future. To find the right talent acquisition specialists and set them up for success, it is recommended to look for candidates with the following qualifications:
At least five years of industry experience in HR and/or recruiting
A degree in HR and/or a professional HR certification
Up-to-date knowledge of current employment law
Experience with applicant tracking systems and HRIS
Strategic thinking and the ability to look ahead and plan a person’s career trajectory; this also helps fill future vacancies
Understanding of company brand identity
Why should talent acquisition specialists be a part of the modern HR strategy?
If you’ve ever struggled to find the right people to fill critical open positions with a significant influence on your organization’s success, you already know why a talent acquisition specialist role is essential. Bringing on capable talent acquisition specialists can help you meet hiring goals, introduce highly-skilled candidates for open positions, and set up your organization for long-term success
【HR术语】什么是临时员工？（What are temporary employees?）
什么是临时员工？
临时员工是指公司在有限时间内或为完成特定项目而聘用的人员。公司可以直接雇用临时员工，也可以通过临时工中介机构雇用临时员工。
虽然临时员工没有资格享受医疗福利、带薪休假或退休金，但他们可以享受失业救济。他们的资格取决于各种因素，如之前的工作完成特定项目而聘用年限、之前的工资和失业原因。
人力资源领导为什么要关注雇用临时员工？
雇佣临时员工可以让公司保持一支蓬勃发展的员工队伍。根据行业的不同，人力资源领导者需要临时员工的原因也不尽相同，例如：
在旺季加强员工队伍
顶替休产假或伤残假的长期员工
执行耗时或需要特定技能的项目
临时员工还有助于提高灵活性--正式员工可以在必要时延长休息时间，而企业则可以保持生产率。
此外，临时雇员就像一段约会期，在此期间，雇主和雇员可以在没有承诺的情况下熟悉起来。如果公司对临时员工的工作表现感到满意，可能会向其发出长期聘用的邀请。
人力资源领导者如何才能成功管理临时员工？
要有效管理临时员工，人力资源领导者可以参考以下建议：
回归本质。临时员工需要具备相应的软硬件技能，才能顺利上岗。在寻找临时员工时，要注意寻找经验丰富、自信、足智多谋、具有良好沟通技巧的人。此外，还要确保了解当前的工作要求，并确保工作描述准确无误。
概述工作参数。让临时员工签署一份合同，说明雇用期限、工资以及休息时间（如果是长期雇用）。向新员工解释协议内容，以帮助他们遵守协议并顺利度过雇佣期。
指定专业人员管理失业申请。 了解哪些团队成员负责管理失业申请。此外，如果贵公司雇用了临时工中介，则应确定是由临时工中介管理申请，还是由贵公司负责申请。
签订保密协议。临时员工可能对公司并不忠诚，因此让他们签署保密协议以保护公司的敏感信息至关重要。
做好背景调查。与法律团队合作，进行透明、合法的背景调查，以符合职位和行业的要求。制定背景调查政策，确保应聘者没有不良记录、不会泄露机密信息或以危险行为危害同事。
为什么要将临时员工纳入现代人力资源战略？
有策略地雇佣临时员工可以保持业务顺利运行。无论您是因为工作量波动还是团队成员长期休假而缺少人手，临时员工都能让您管理员工的工作量、支持员工的福利并保持健康的公司文化。
以下为文章原文：
What are temporary employees?
Temporary employees are people a company hires for a limited period of time or to complete a particular project. Companies can hire temporary employees directly or through a temp agency.
While temp employees aren’t eligible for health-care benefits, paid time off, or retirement funds, they can qualify for unemployment. Their eligibility depends on various components, such as the length of their previous employment, their previous salary, and the reason for unemployment.
Why should HR leaders care about hiring temporary employees?
Hiring temporary employees enables companies to maintain a thriving workforce. Depending on the industry, HR leaders may need temp employees for different reasons, such as:
Beefing up the staff during peak seasons
Replacing a permanent team member on maternity leave or disability leave
Carrying out a time-consuming or skill-specific project
Temporary employees also contribute to greater agility–permanent employees can take extended time off when necessary, and the business can maintain productivity.
Moreover, temporary employment is like a dating period, during which the employer and employee can become acquainted without commitment. If the company is satisfied with the temp employee’s work performance, it might extend an offer for permanent employment.
What can HR leaders do to manage temporary employees successfully?
To effectively incorporate temporary employees, HR leaders can integrate these tips:
Get back to basics. Temp employees need the appropriate hard and soft skills to hit the ground running. When sourcing temp employees, keep an eye out for experienced, confident, resourceful individuals with good communication skills. Also, ensure that you know the current job requirements and that the job description is accurate.
Outline the job parameters. Have temp employees sign a contract that explains the length of employment, the salary, and the protocol for time off–if the temp employment is long-term. Explain the agreement to new hires to support compliance and a smooth employment period.
Appoint a professional to manage unemployment claims. Know which team members manage unemployment claims. Moreover, if your company hired a temp agency, determine if just the temp agency is managing the claims or if your company is also responsible for the claims.
Include a confidentiality agreement. Temp employees may not feel loyal to the company, so it’s crucial to have them sign a confidentiality agreement to protect sensitive company information.
Do your background checks. Collaborate with the legal team to run a transparent and legal background check that’s appropriate for the position and the industry. Create a background check policy to ensure that candidates have a clear record, won’t disclose confidential information, or endanger their co-workers with dangerous behavior.
Why should integrating temporary employees be a part of modern HR strategy?
Strategically hiring temp employees can keep the business running smoothly. Whether you’re short on staff because of workload fluctuations or team members being on extended leave, temp employees allow you to manage people’s workloads, support employee wellbeing, and preserve a healthy company culture.
【英国】技术平台提供商Care Hires获得170万英镑融资，用于推进社会护理领域AI驱动的机构人员招聘工作
Care Hires 是一家总部位于英国伦敦的技术平台提供商，致力于改变社会护理领域的机构劳动力管理，公司宣布完成了由 West Hill Capital 领投的 170 万英镑融资。这笔重大投资标志着 Care Hires 在加强和扩展其人工智能驱动服务的征程中迎来了关键时刻，巩固了其作为英国护理服务提供商安置中介员工的首选解决方案的地位。
Care Hires 联合创始人兼联合首席执行官Nizam Bata表达了他的热情： "在我们继续创新和扩展平台的过程中，能得到 West Hill Capital 的支持，我们感到无比兴奋。这笔资金将使我们能够进一步实现我们的使命，即为英国各地的护理服务提供商提供范围最广、完全合规的高质量中介员工。我们致力于为我们的客户提供卓越的服务和支持，这笔投资将帮助我们实现在社会护理领域转变机构人员配置的目标。
Care Hires 目前拥有 19,000 多名员工，与 1,000 多家机构建立了合作关系，已经处理了超过 200 万小时的护理服务，在 2023 年为护理服务提供商节省了超过 1,870 万英镑。该平台为护理提供商提供了一整套人工智能增强工具，包括实时分析、合规跟踪和劳动力优化算法，以高效管理机构劳动力。Care Hires 首席运营官 Ashley Haveloch-Jones 阐述了公司的扩张计划： "我们的目标是扩大我们在社会护理领域的影响力，确保服务提供商能够在一个地方获得管理机构员工所需的一切。这笔资金将使我们能够加强我们的平台，推出新的功能，支持更多的机构提供高质量的护理服务。"
"Care Hires 首席技术官 Tharaka De Alwis 表示："通过新一轮融资，Care Hires 将在成人社会护理领域应用最新的人工智能发展成果，从而彻底改变这一行业。Care Hires 首席技术官 Tharaka De Alwis 说："我们相信，这些人工智能的进步是解决该行业关键挑战的关键，尤其是在提高护理提供商的能见度、合规性和对临时劳动力支出的控制方面。这项投资将加速我们的研发工作，使我们能够为护理对象提供个性化、高效的护理体验和更好的护理结果。我们对未来以及我们的创新将对无数人的生活产生的积极影响感到兴奋。
West Hill Corporate Finance 合伙人 Edward Williams 评论说： "我们很高兴能主导 Care Hires 的本轮融资。该平台的创新方法和改善社会护理行业的奉献精神与我们的投资理念不谋而合。我们相信 Care Hires 已经做好了大幅增长的准备，并很高兴能支持他们改变社会护理机构劳动力管理的愿景。
关于Care Hires
Care Hires 致力于为护理服务提供商和机构提供支持，通过提供一个平台，让他们能够实时获得经过全面审核的高素质员工。通过 Care Hires 平台，护理服务提供商可以高效地管理机构员工队伍，确保合规和卓越运营。该平台的人工智能驱动功能使护理服务提供商能够监控劳动力支出，提高能见度，并为有需要的人提供高质量的护理服务。
随着 Care Hires 不断扩大其产品和服务范围，它将继续致力于为护理服务提供商提供最可靠、最多样化的机构员工。有了这笔新资金，Care Hires 必将对社会护理行业产生深远影响，确保护理服务提供者能够为最需要的人提供卓越的护理服务。
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