收藏：100+HR关键指标（Top 100+ HR Metrics）
人力资源的数字化和数据驱动管理，已成为企业在新商业环境中制胜的关键。根据最新的调查显示，超过80%的企业领导者表示，在过去几年充满挑战的环境中，如果没有HR科技工具和数据分析的有力支持，他们的企业很难实现有效运转。
深入理解并有效运用HR指标，可以帮助我们在人才招聘、员工保留、敬业度提升、继任规划、多元化与包容性建设、培训发展等领域作出更加智慧且精准的决策，为组织创造显著的战略价值。
为此，我们特别整理出“100个HR关键指标（Top 100 HR Metrics）”，全面涵盖指标定义及计算公式，助您精准掌握组织的人才状况，制定切实可行的战略决策。希望这份指标指南，能帮助您及所在组织释放人力资源数据分析的全部潜力，提升HR工作的战略影响力。
无论您是HR新手还是资深从业者，相信本指南都能助您更精准地将数据转化为行动，驱动组织成功。
下面，让我们一起探索这些关键指标，开启数据驱动的人力资源新篇章！
Workforce Metrics（人员结构指标）
Headcount（员工总数）
Headcount Growth（员工增长率）
FTE Growth（全职员工增长率）
Average Age（员工平均年龄）
Aged 60+%（60岁以上员工占比）
Average Years in Position（平均在职年数）
Average Years in Service (Tenure)（平均任职年限）
% Full-Time Employees（全职员工占比）
% Part-Time Employees（兼职员工占比）
% Contingent Workers（合同工占比）
Talent Acquisition Metrics（人才招聘指标）
Number of Hires（招聘人数）
Hire Rate（招聘率）
Failed Hires（失败招聘人数）
Hire Fail Rate（失败招聘率）
Time to Hire（招聘时间）
Time to Fill（职位填补时间）
Time to Start（入职周期）
Recruitment Costs（招聘成本）
Hiring Costs（入职成本）
Cost per Hire（每次招聘成本）
Source Channel Cost（招聘渠道成本）
Average Hire Pay（平均入职薪资）
Average Hire Age（平均入职年龄）
Number of Vacancies（职位空缺数量）
Vacancy Fill Rate（职位填补率）
Retention Metrics（员工保留指标）
Number of Leavers（离职人数）
Overall Turnover Rate（整体离职率）
Voluntary Turnover Rate（主动离职率）
Involuntary Turnover Rate（非自愿离职率）
Retention Rate（员工保留率）
Stability Index（稳定指数）
Average Tenure at Exit（离职员工平均任职时间）
% Regrettable Loss（遗憾流失比例）
Cost to Replace Employees（替代员工成本）
Cost of Turnover（离职成本）
Retention (Flight) Risk Score（离职风险评分）
Impact of Loss Score（员工离职影响评分）
Internal Mobility Metrics（内部流动指标）
Number of Promotions（晋升人数）
Promotion Rate（晋升率）
Time to Promotion（晋升所需平均时间）
Lateral Moves（横向调动数量）
Lateral Move Rate（横向调动率）
Time to Lateral Move（横向调动所需时间）
Demotions（降职数量）
Demotions Rate（降职率）
Time to Demotion（降职所需时间）
Build Rate（内部填补职位比例）
Buy Rate（外部招聘比例）
Performance Metrics（绩效表现指标）
% High Performers（高绩效员工比例）
% Low Performers（低绩效员工比例）
% High Potentials（高潜人才比例）
% Talent（人才比例）
Learning and Development Metrics（培训与发展指标）
Learning Completion Rate（培训完成率）
Total Training Hours（培训总时长）
Total Training Cost（培训总成本）
Cost per Employee for Training（人均培训成本）
Time to Productivity（员工达成生产力的时间）
Skill Gap Percentage（技能差距百分比）
Organizational Structure Metrics（组织结构指标）
Reporting Layers（报告层级数量）
% Managers（经理比例）
Direct Span of Control（直接管理幅度）
Indirect Span of Control（间接管理幅度）
Rewards Metrics（薪酬激励指标）
Total Base Pay（总基本薪酬）
Total Bonus（奖金总额）
Total Fully Loaded Labor Cost（员工完全负担成本）
Average Base Pay (Full-time)（全职员工平均基本薪酬）
Average Base Pay (Part-Time)（兼职员工平均基本薪酬）
Target Bonus（目标奖金）
Actual Bonus（实际奖金）
% Bonus Achieved（奖金达成比例）
Fully Loaded Cost per Employee（每名员工的综合成本）
Relative Salary Position（相对薪资水平）
Compa Ratio（薪酬比率）
Time to Salary Raise（薪资提升所需时间）
Diversity and Inclusion Metrics（多元与包容性指标）
Diverse Employees（多元员工数量）
% Diverse Workforce（多元化员工比例）
% Diverse Managers（多元化经理比例）
% Diverse Leadership Team（多元化领导团队比例）
% Diverse Promotions（多元化晋升比例）
% Diverse Hires（多元化招聘比例）
% Diverse Turnover（多元化员工流失比例）
Inclusion Index（包容指数）
Inclusion Net Promoter Score (iNPS)（包容性净推荐值）
Pay Gap Across Diverse Groups（不同群体间的薪酬差距）
Absenteeism Metrics（缺勤指标）
Absence Rate（缺勤率）
Absence Cost（缺勤成本）
Absence Frequency（缺勤频率）
Absence Duration（缺勤时长）
Bradford Factor（布拉德福德系数）
Succession Management Metrics（继任管理指标）
Coverage Ratio（继任候选人覆盖比例）
Listed Successors（列出继任候选人数）
Available Successors per Position（每职位可用继任者数量）
Succession Readiness（继任准备度）
Employee Engagement Metrics（员工敬业度指标）
Employee Net Promoter Score (eNPS)（员工净推荐值）
Employee Engagement Participation Rate（员工敬业度活动参与率）
其他重要指标（Other HR Metrics）
Average Revenue per Employee（人均创造收入）
Time to Productivity（员工达到生产力的平均时间）
Skill Gap Percentage（技能差距比例）
Total Training Cost per Employee（每位员工培训成本）
Time to Salary Raise（获得薪资提升的时间）
Build Rate（内部培养率）
Buy Rate（外部招聘率）
Number of Listed Successors（被列为继任者的员工数量）
Available Successors per Position（每个职位的可用继任者数量）
Promotion Rate（晋升率）
Demotion Rate（降职率）
Reporting Layers（组织结构报告层级）
Direct Span of Control（管理人员直接管辖人数）
Indirect Span of Control（管理间接范围）
Skill Gap Percentage（技能缺口比例）
Total Training Cost per Employee（每名员工的培训成本）
% Absenteeism（缺勤率）
Average Bonus Percentage（平均奖金比例）
Training Cost per Employee（每名员工的培训成本）
上述总结涵盖了HR领域最关键的100项指标，提供清晰定义与作用，便于快速查阅与决策参考。
【HR术语】嘉奖是什么意思？（What does kudos mean?）
嘉奖是什么意思？
当你给某人嘉奖时，你是在肯定他所取得的成就，并表示你的赞赏。
嘉奖的含义来自古希腊语kydos，意思是荣誉、荣耀或名声，尤其是在战斗中。
尽管 “嘉奖 ”的定义已不再与战争相关，但它仍然意味着对某人的尊敬--因其取得的成就、付出的努力或表现出的品格而对其表示尊敬。
嘉奖是对员工的一种认可。你给了他们当之无愧的荣耀和名声。这也是一种表示感谢的方式。
定期给予嘉奖，并将其作为公司工作文化的核心部分，会对公司业务的各个方面产生巨大的影响。
如今，许多公司都在使用 “嘉奖”，并取得了令人印象深刻的效果。
嘉奖有哪些用途？
在工作场所，您可以通过多种方式对他人表示嘉奖。您可以
当面感谢他们，对他们的辛勤工作表示赞赏，或肯定他们实现的目标，或肯定他们体现的公司价值。
在公司的交流平台上给他们发送私人信息或电子邮件。
在公司内网或全公司范围的电子邮件中表扬他们。
给他们一张写有手写信息的贺卡。
奖励他们一张礼品卡、一天额外年假或其他奖品。
给他们颁发嘉奖奖杯（每周颁发给值得嘉奖的人的奖杯）。
给他们和他们辛勤工作的团队一顿免费午餐。
在公司颁奖典礼上表彰他们的成就、努力和品格。
把他们放在公司的嘉奖墙上（在这面墙上，每周你都会用他们的照片和嘉奖字条给团队中的某个人一个惊喜）。
给他们加薪或晋升。
嘉奖有什么好处？
给员工嘉奖看似简单平常，却能对公司产生重大影响。
毕竟，众所周知，表彰是员工敬业度的首要驱动因素。
除了敬业度，表彰计划的好处还包括:
平均利润提高 27%
员工留任率提高，自愿离职率降低 31%
提高公司忠诚度
营造积极的环境，吸引有才华的专业人士成为新员工
提高员工满意度
提高生产力
健康的企业文化
增强信心，推动团队的创新和新创意
嘉奖对公司文化有什么影响？
确保嘉奖成为工作场所的惯例，公司可以从中获益良多。它有可能彻底改变公司文化。
但是，要产生最大的影响，公司中的每个人都需要给予嘉奖：从首席执行官和管理团队到最基层的专业人员。
无论职位高低或资历深浅，当人们互相称赞时，就会创造出一种积极健康的工作文化。这种文化能促进身心健康，帮助专业人员发挥最佳水平。
充满赞誉的工作场所能提升员工的体验。员工不仅能提高工作效率、参与度和满意度，还能相互激励，追求卓越，帮助公司发展。
仅仅是一个简单的持续性赞赏或认可行为，就能让整个公司变得更好。
以下为文章原文：
What does kudos mean?
When you give someone kudos, you’re recognizing what they’ve achieved and showing your appreciation.
Kudos’ meaning comes from the ancient Greek kydos, which means honor, glory, or fame—especially in battle.
Even though kudos’ definition isn’t tied to war anymore, it still means honoring someone— honoring them for what they’ve achieved, the effort they’ve put in, or for the character that they’ve shown.
Giving a person kudos is a form of employee recognition. You’re giving them their moment of well-deserved glory and fame. It’s a way of saying thank you too.
Giving kudos regularly, and making it a central part of your company’s work culture, can have a dramatic effect on various aspects of your business.
Many companies today use kudos—with impressive results.
What are the uses of kudos?
People often say “kudos to you” as a way of expressing praise and admiration to someone who’s really earned it.
But kudos can be much more than a few spoken words.
It could also be a formal event which recognizes deserving professionals in front of the whole company, a written message of appreciation, or even a prize in the form of money or a free lunch.
Kudos can take many forms, with many companies still discovering new and creative ways to express their appreciation even now.
Examples of kudos in the workplace
There are many ways that you can give someone kudos in the workplace. You can:
Simply thank them in person and say you appreciate their hard work, or recognize a goal they’ve achieved, or a company value that they’ve embodied.
Send them a private message on your company’s communication platform, or in an email. Praise them on your company intranet, or in a company-wide email.
Give them a greeting card with a handwritten message.
Award them a gift card, an extra day of annual leave, or another prize.
Give them a kudos trophy (a trophy that gets awarded to someone deserving each week).
Give them, and their hardworking team, a free lunch.
Recognize their achievements, efforts, and character in a company awards ceremony.
Put them on your company’s wall of kudos (a wall where, each week, you surprise one of your team with their photo and a note of recognition).
Give them a raise or a promotion.
What are the benefits of kudos?
Giving people kudos might seem simple and ordinary, but it can have a significant impact on your company.
After all, recognition is known to be a top driver of employee engagement.
Along with engagement, a recognition programme’s benefits include:
An average of 27 percent higher profits
Greater retention rates with 31 percent less voluntary turnover
Increased company loyalty
A positive environment that attracts talented professionals as new hires
Increased employee satisfaction
Improved productivity
A healthy company culture
Confidence that drives more innovation and new ideas from teams
What impact does kudos have on company culture?
Companies can gain a lot from ensuring kudos-giving is an established practice in the workplace. It has the potential to completely transform company culture.
But to have the greatest impact, kudos needs to be given by everyone in the company: from the CEO and management teams right through to the most junior professionals.
When people give kudos to each other, regardless of position or seniority, it creates a positive and healthy work culture. A culture that promotes wellbeing and helps professionals to perform at their best.
A kudos-filled workplace elevates the employee experience. People are not only more productive, engaged, and satisfied, but also inspire each other to pursue excellence and help the company grow.
Just a simple act of appreciation or recognitionon an ongoing basis can transform an entire company for the better.
术语表
2024年10月30日
术语表
【HR术语】什么是公司的核心价值观？（What are core company values?）
什么是公司的核心价值观？
公司核心价值观是指导公司不断优先考虑其使命、愿景和目标的主要原则。从首席执行官到成功的客户服务代表，核心价值观是每个人的锚，引导他们做出一致的、以目标为导向的决策。
为什么核心价值观对公司很重要？
确立核心价值观似乎是一种不必要的形式。但核心价值观是公司身份、精神、文化和品牌的源泉。
核心价值观以一种核心的、基本的理念将不同部门团结在一起。虽然每个部门可能都有特定的目标和优先事项，但核心价值观将所有部门整合为一个具有凝聚力的整体。
人体的核心支撑并稳定臀部、腹部和背部的肌肉，使站立、行走、弯腰等简单动作或空翻、回旋等高难度动作成为可能。
公司的核心价值观也有类似的作用，可以让公司作为一个统一的整体发挥作用，做出简单和复杂的决策，朝着目标前进，建立强大的企业文化，实现业务增长和成功。
公司应该有多少核心价值观？
过多的核心价值观会导致概念模糊，鱼龙混杂。取而代之的是，把你的想法缩减到五到十个核心价值观。优先考虑基本的核心价值观，可以为每个人提供清晰的方向。
公司核心价值观有哪些好的范例？
公司核心价值观应准确、全面地反映公司独特的使命、愿景和目标。让我们来看两个公司核心价值观的例子。
成长于我们所经历的一切
打造卓越
以我为主，赢在我们
我们说到做到
互动透明公开
相互信任、相互支持
换位思考
礼貌
蓬勃发展
工匠精神
嬉戏
团结
如何为公司创建核心价值观？
可以通过研究其他公司的核心价值观来点燃头脑风暴。但是，当需要撰写自己的核心价值观时，请向内审视自己的公司和员工。
确立核心价值观就像剥洋葱： 通过回答一些基本问题，你可以剥开一层层的洋葱，找到公司的核心价值。以下几个问题可以帮助团队发现并确定公司的核心价值观。
贵公司提供什么？为什么？
是什么促使你创办公司？
你的个人价值观是什么，它们如何与你的企业价值观保持一致并为之提供支持？
想象一下您的目标客户。他们欣赏什么价值观，希望从贵公司获得什么？
专业人员需要具备哪些价值观才能在公司发展壮大并帮助公司发展壮大？
您希望求职者具备哪些价值观？
为什么公司核心价值观应成为现代人力资源战略的一部分？
如今，人们寻找的不仅仅是一份能赚钱的工作。他们希望实现自己的潜能和目标。通过建立和坚持核心价值观，公司可以确定自己的身份，从而吸引和吸引那些寻求更有意义工作体验的人。
以下为文章原文：
What are core company values?
Core company values are the main principles that guide companies in continuously prioritizing their mission, vision, and goals. Core values serve as an anchor for everyone, from CEOs to customer service success reps, steering them to make aligned, goal-oriented decisions.
Why are core values important to a company?
Establishing core values may seem like an unnecessary formality. But core values are the source of a company’s identity, ethos, culture, and brand.
Core values unite the different departments with a central, underlying philosophy. While each department may have specific objectives and priorities, core values integrate all departments into one cohesive body.
The human body’s core supports and stabilizes the hip, stomach, and back muscles, enabling simple movements such as standing, walking, and bending or challenging ones like flips or pirouettes.
A company’s core values have a similar purpose, allowing the company to function as a unified body, make simple and complex decisions, progress towards goals, establish a strong culture, and achieve business growth and success.
How many core values should a company have?
Too many core values result in a mixed salad of vague concepts. Instead, trim down your ideas to five to ten core values. Prioritizing the essential core values provides everyone with clarity and direction.
What are some good examples of core company values?
Core company values should accurately and holistically reflect the company’s unique mission, vision, and goals. Let’s take a look at two examples of core company values.
HiBob:
Grow to what we go through
Build the exceptional
Bring me, win as we
We do what we say
Interact with transparency and openness
Trust and empower each other
Slack:
Empathy
Courtesy
Thriving
Craftsmanship
Playfulness
Solidarity
How can you create core values for your company?
It’s okay to ignite the brainstorming process by studying other companies’ core values. But when it’s time to write your own, look inwards to your company and people.
Establishing core values is like peeling an onion: By answering some essential questions, you can peel off the layers to get to the core of what your company is all about. Here are several questions to help teams discover and define their core company values.
What does your company offer? Why?
What drove you to start your company?
What are your personal values, and how do they align and support your business values?
Imagine your targeted customer. What values do they appreciate, and what do they want to receive from your company?
What values do professionals need to thrive in the company and help it thrive?
What values do you look for in job candidates?
Why should core company values be part of modern HR strategy?
Today, people are looking for more than just a job that pays. They’re looking to fulfill their potential and purpose. By establishing and adhering to core values, companies can define their identity and thus attract and engage people looking for a more meaningful work experience.
术语表
2024年10月14日
术语表
【HR术语】什么是租赁员工？（What are leased employees?）
什么是租赁员工？
租赁员工是指从人事代理公司领取报酬，为接收公司工作的人员。接收公司一般会聘用租赁员工来完成临时职位或特定项目。
谁是租赁员工的雇主？
雇用租赁员工并为其提供工资和福利的通常是租赁代理公司，而不是接收公司。租赁机构通常会雇用技术人才为接收公司工作，这些行业包括：
医疗保健
金融业
咨询
房地产
法律
员工租赁与共同雇佣
在雇员租赁中，人事代理公司为您的企业提供人员并管理其人力资源行政工作。共同雇佣，也称为 PEO（专业雇佣组织），意味着合作雇佣。例如，PEO 可以处理人力资源行政工作，而贵公司则负责招聘和录用。
根据共同雇佣协议，公司可以以不同的方式分担责任。然而，更令人困惑的是，由于共同雇佣是从雇员租赁演变而来的，因此在美国的一些州，雇员租赁和共同雇佣这两个词被交替使用。
何时应使用雇员租赁？
无论大公司还是小公司，在需要季节性招聘、处理特定项目或缺乏适当的招聘和管理工作资源时，都可以依靠租赁员工。
人力资源领导为什么要关注租赁员工？
员工租赁使公司能够更快地招聘和雇佣员工，从而提高生产力和效率。人才中介公司可以接触到许多合格的人才，并拥有安置这些人才的专业知识，他们可以将有技能的个人与空缺职位相匹配，同时承担人力资源行政负担。
租赁员工的好处
使用优质租赁公司可以：
缩短填补空缺的时间
简化并改进招聘和录用工作
临时提供高绩效工作
人力资源领导者如何才能将租赁员工成功纳入团队？
为您和您的员工提供顺利的员工租赁体验：
评估公司需求。进行需求评估，确定您希望租赁员工履行的职责和职位，以及您需要中介机构承担的行政工作。
遵守法律。员工租赁法律非常复杂。聘请就业律师有助于确保遵守州和联邦法律。
做好调查。为确保您与一流的租赁公司合作，请确保该公司信誉良好并持有执照。
确保员工了解相关政策。除了实施有效的入职流程外，还应在租赁员工手册中加入一个章节，解释他们和你在福利、薪资、退休、公司文化和适当的工作场所行为等方面的义务。
一视同仁。为了让租赁员工感到自己受到重视并成为团队的一员，应通过与他们建立关系、满足他们的需求并为他们提供公平的工作条件，对他们一视同仁。
为什么租赁员工应成为现代人力资源战略的一部分？
将租赁员工纳入人力资源战略有助于提高灵活性--这是当今多变的工作世界所必须的。将租赁员工无缝纳入整个组织的团队中，即使在工作场所趋势和业务需求不断变化的情况下，人力资源部门和公司也能保持生产力。
以下为文章原文：
What are leased employees?
Leased employees are people who receive compensation from a staffing agency to perform work for a recipient company. Recipient companies generally bring in leased employees to fulfill a temporary position or complete a specific project.
Who is the employer of a leased employee?
Leasing agencies, not recipient companies, typically employ leased employees and provide them with salaries and benefits. Leasing agencies often hire skilled people to work for recipient companies in industries such as
Health care
Finance
Consultancy
Real Estate
Law
Employee leasing vs. co-employment
In employee leasing, a staffing agency provides your business with people and manages their HR admin work. Co-employment, also known as PEO (Professional Employment Organization), implies collaborative employment. For example, PEOs may handle HR admin while your company manages recruitment and hiring.
Depending on the co-employment agreement, companies can split the responsibilities differently. However, to make things more confusing, because co-employment has evolved from employee leasing, in some US states, the terms employee leasing and co-employment are used interchangeably.
When should employee leasing be used?
Large and small companies can rely on leased employees when they need to hire seasonally, handle specific projects, or lack the resources for proper recruitment and admin work.
Why should HR leaders care about leased employees?
Employee leasing enables companies to recruit and hire faster for increased productivity and efficiency. With access to many qualified people and expertise in placing them, staffing agencies can match skilled individuals with vacant positions while shouldering the HR admin burden.
Benefits of leased employees
Using a quality leasing company can:
Improve time to fill
Streamline and improve recruitment and hiring
Offer high-performance work for a temporary period
What can HR leaders do to incorporate leased employees into their teams successfully?
To facilitate a smooth employee leasing experience for you and your people:
Evaluate company needs. Conduct a needs assessment to determine the duties and positions you want the leased employees to fulfill and the admin work you need the agency to take care of.
Comply with the laws. Employee leasing laws are complex. Hiring an employment lawyer can help guarantee compliance with state and federal laws.
Do your research. To ensure you collaborate with a top-of-the-line leasing firm, make sure it’s reputable and licensed.
Ensure employees know the policies. In addition to running an effective onboarding process, include a section in the employee handbook for leased employees that explains their and your obligations regarding benefits, payroll, retirement, company culture, and proper workplace conduct.
Treat everyone equally. To help leased employees feel valued and part of the team, treat them the same as everyone else by building a relationship with them, addressing their needs, and providing them with fair work conditions.
Why should leased employees be part of the modern HR strategy?
Including leased employees in the HR strategy contributes to agility–a must in today’s dynamic world of work. The ability to seamlessly include leased employees in teams throughout the organization enables HR and the company to maintain productivity, even amidst fluctuating workplace trends and business needs.
术语表
2024年09月11日
术语表
【HR术语】什么是人才招聘？（What is talent acquisition?）
什么是人才招聘？
人才招聘是一个人力资源流程，涉及为公司当前和未来的劳动力需求寻找和聘用合适的候选人。
人才招聘通常包括：
制定和维护公司品牌
起草准确的职位描述
与候选人建立联系
招聘应聘者
面试候选人
挑选新员工
入职
人才招聘是人才管理的垫脚石。人才招聘强调寻找和聘用人才，以组建一支强大的员工队伍，而人才管理则关注员工的参与度、保留率和最佳工作绩效。
人力资源领导为什么要关注人才招聘？
人才招聘阶段使人力资源领导者能够通过寻找、吸引和聘用具备相应能力的人员来填补职位空缺和人才梯队，从而降低招聘成本。人才招聘为建立一支高效、敬业、投入的员工队伍奠定了基础，从而推动公司的发展。
人力资源领导者如何才能成功实施人才招聘计划？
作为一个多维度的过程，人才招聘需要一个结构化的方法。人力资源领导者可以通过以下方式带头实施最佳的人才招聘计划：
制定战略。战略的类型取决于公司的规模。大型企业需要建立人才库，大量招聘人才，并依靠自动化处理简历。相比之下，小型企业通常不需要人才库或批量招聘。人力资源领导者还可以将内部招聘和拥有紧缺技术技能者的招聘方法纳入其中。
了解就业法律。熟悉当地和国家的就业法律可以让人力资源领导者自信地做出决策，并知道何时需要求助专家。例如，在美国，各州以及联邦政府和地方政府的平等就业机会法各不相同。了解相关的就业法规能让人力资源领导者做出符合法律规定的招聘决定，保护公司的法律地位。
培训招聘经理。招聘经理扮演着至关重要的角色--他们负责与应聘者沟通并对其进行面试。解释整个招聘流程可以帮助经理们理解他们的角色在组织大环境中的重要性。此外，尽管招聘经理可能具备必要的能力，但提供日常学习机会可以帮助他们提高能力。职位描述撰写、候选人识别、面试和招聘礼仪等方面的培训，可以让经理们掌握将优秀候选人引入公司的技能。
整合提升技能。科技推动着快节奏的工作世界，人力资源领导者可能会发现，在公司内部招聘更有利于经济和文化发展。通过识别具有高潜力的团队成员，并为技能磨砺和进步基准创建一个 L&D 计划，人力资源领导者可以帮助员工获得晋升和职位空缺所需的技能。
为什么人才招聘应成为现代人力资源战略的一部分？
在当今瞬息万变的市场中，人才招聘，尤其是大公司的人才招聘，是必须要做的事情。通过将人才招聘纳入人力资源战略，人力资源领导者可以填补职位空缺，同时为突发情况做好准备。人力资源领导者不需要临时寻找合适的候选人，即使面临内部或外部挑战，也能促进人才的持续流动和稳定的生产力。
以下为文章原文：
What is talent acquisition?
Talent acquisition is an HR process that involves sourcing and hiring suitable candidates for a company’s current and future labor needs.
Talent acquisition typically involves:
Formulating and maintaining the company brand
Drafting accurate job descriptions
Building a connection with candidates
Recruiting candidates
Interviewing candidates
Selecting new hires
Onboarding
Talent acquisition is a stepping stone to talent management. Acquisition emphasizes finding and hiring individuals to form a robust workforce, while management focuses on employee engagement, retention, and optimal work performance.
Why should HR leaders care about talent acquisition?
The talent acquisition stage enables HR leaders to reduce hiring costs by sourcing, attracting, and hiring people with appropriate competencies to fill job openings and the talent pipeline. Talent acquisition lays the foundation for building a productive, committed, and engaged staff who fuel company growth.
What can HR leaders do to implement a successful talent acquisition program?
As a multi-dimensional process, talent acquisition demands a structured approach. HR leaders can spearhead an optimal talent acquisition program through:
Creating a strategy. The type of strategy depends on the company’s size. Large organizations need to build a talent pool, hire a lot of people, and rely on automation for resume processing. In contrast, smaller businesses often don’t need a talent pool or bulk hiring. HR leaders can also include methods for hiring internally and those with in-demand tech skills.
Understanding employment laws. Familiarity with local and national employment laws allows HR leaders to make decisions confidently and know when to turn to an expert. In the US, for example, EEO laws differ from state to state and from federal to local government. Understanding the pertinent employment regulations enables HR leaders to make hiring decisions that align with the law and protect the company’s legal standing.
Training hiring managers. Hiring managers play a crucial role–they communicate with and interview candidates. Explaining the entire recruitment process can help managers understand the significance of their roles within the greater context of the organization. Moreover, while hiring managers may have the necessary competencies, offering routine learning opportunities can help them enhance their abilities. Training in job description writing, candidate identification, interviewing, and job offering etiquette will equip managers with the skills to bring excellent candidates into the company.
Integrating upskilling. With tech driving a fast-paced work world, HR leaders may find it more financially and culturally beneficial to hire within the company. By identifying team members with high potential and creating an L&D program for skill sharpening and progress benchmarking, HR leaders can help people gain desirable skills for promotions and job openings.
Why should talent acquisition be a part of modern HR strategy?
Talent acquisition, especially for large companies, is a must in today’s rapidly changing market. By integrating talent acquisition into the HR strategy, HR leaders can fill vacant positions while preparing for unexpected circumstances. Rather than ad-hoc searching for suitable candidates, HR leaders can facilitate a constant flow of talent and consistent productivity, even when facing internal or external challenges.
术语表
2024年09月02日
术语表
【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.
术语表
2024年08月27日
术语表
【HR术语】什么是核心人力资源？（What is core HR?）
什么是核心人力资源？
核心人力资源是一个总括术语，用来指三个不同的方面：
人力资源部门的主要职能
员工的基本数据
用于实现上述两项功能的软件
核心人力资源有哪些优势？
核心人力资源软件可为企业带来许多好处，包括
作为存储和查看与人员、薪资、注册、合规性等相关的重要数据的集中位置
简化核心人力资源流程并使之自动化
通过数字化文书工作节省时间
改善内部沟通
通过员工自助服务提高生产力
保持重要文件和信息的组织性
提供隐私和安全
通过数据分析收集有价值的见解
核心人力资源包括哪些功能？
虽然每款核心人力资源软件都不尽相同，但软件通常包括以下一些功能：
存储人员数据
员工名录和组织结构图
员工自助服务，用于更新详细信息、申请休假、登记福利等
文件发送和签署
存储合同、手册和政策等人力资源文件
数据可视化仪表盘
核心人力资源通常包括哪些信息？
核心人力资源平台最关键的功能之一是存储重要信息，供人力资源专业人员用来完成各种任务，包括人才管理、劳动力规划、学习管理等。
核心人力资源软件通常存储的信息包括
员工个人信息，如职位名称、工作描述、出生日期、社会保险号等
预扣税款和工资等工资信息
福利注册数据
培训文件
病假和休假日
员工人口统计数据
合规信息
工时和缺勤
核心人力资源软件应包括哪些内容？
如果您想投资核心人力资源软件，我们建议您寻找以下要素：
易于使用、界面友好
实施支持
有用、可用的客户服务
高安全标准
随着公司发展而扩展的能力
可满足您最需要的所有核心人力资源功能，如员工信息、薪资数据、合规性和分析等功能
为什么要将核心人力资源纳入现代人力资源战略？
随着人力资源部门不断发展，并在现代企业中扮演着更具战略性的角色，简化更基本、重复性的人力资源任务和流程并使之自动化，从而释放人力资源专业人员的时间和带宽，变得越来越重要。核心人力资源软件对于尽可能高效、有效地完成薪资和合规性等核心人力资源任务至关重要。
以下为文章原文：
What is core HR?
Core HR is an umbrella term used to refer to three distinct things:
The primary functions of a human resources department
Basic data captured about employees
The software used to enable the above two
What are the advantages of core HR?
Core HR software offers organizations many benefits, including:
Serving as a centralized location for storing and viewing essential data related to people, payroll, enrollment, compliance, and more
Streamlining and automating core HR processes
Saving time by digitizing paperwork
Improving internal communication
Increasing productivity by enabling employee self-service
Maintaining the organization of important documents and information
Offering privacy and security
Gathering valuable insights through data analytics
What functions does core HR include?
Although every core HR software is different, some functions the software typically includes are:
Storage of people data
Employee directory and organization chart
Employee self-service for updating details, requesting time off, enrolling in benefits, etc.
Document sending and signing
Storage of HR documents such as contracts, handbooks, and policies
Dashboards for visualizing data
What information does core HR typically include?
One of the most critical functions of a core HR platform is to store important information HR professionals can use to complete various tasks, including talent management, workforce planning, learning management, and more.
Some of the information core HR software usually stores includes:
Individual employee information such as job title, job description, birth date, social security number, and more
Payroll information such as tax withholding and salary
Enrollment data for benefits
Documentation for training
Sick days and vacation days
Employee demographics
Compliance information
Work hours and absences
What should core HR software included?
If you’re looking to invest in core HR software, we recommend looking for the following elements:
Easy-to-use, user-friendly interface
Implementation support
Helpful, available customer service
High security standards
The ability to scale as your company grows
Features addressing all of the core HR functions you need most such as employee information, payroll data, compliance, and analytics
Why should core HR be incorporated into modern HR strategy?
As HR departments evolve and take on a more strategic role in the modern organization, it becomes increasingly important to streamline and automate the more basic, repetitive HR tasks and processes to free up HR professionals’ time and bandwidth. Core HR software is essential for keeping up with core HR tasks such as payroll and compliance as efficiently and effectively as possible.
术语表
2024年08月20日
术语表
【HR术语】什么是亲和偏见？（What is affinity bias?）
什么是亲和偏见？
亲和力偏差，也被称为相似性偏差，是人类无意识地倾向于其他具有相似背景、兴趣和信仰的人的一种倾向。虽然我们可能会认为自己会根据他人的性格来有意识地选择与之相处，但事实上，我们在选择自己喜欢的人和希望与之相处的人时，并不善于保持客观。更多时候，人们倾向于亲近他人，只是因为他们会让自己联想到自己。
是什么导致了亲和力偏见？
我们可能会倾向于与自己相似的人，这有几个原因。
首先，与自己相似的人在一起是一种肯定。我们更有可能听到自己的观点和想法得到回应和支持，给我们一种被肯定的感觉。
同样，亲缘偏好让我们避免与其他不同的观点发生冲突，因为我们可能会觉得接受这些观点具有挑战性。
认识到亲缘偏见本质上是一种捷径也是很有帮助的，它可以让我们的大脑跳过真正的批判性思考，简单地将 "与我相似 "与 "好 "和 "值得纳入我的生活 "联系起来，从而节省宝贵的能量。
亲和偏差的影响
不幸的是，有时捷径会让我们迷失方向，而亲缘偏好也会带来一定的负面影响。由于不自觉地倾向于与我们相似的人，我们错过了认识许多迷人的、有价值的人的机会。
我们最终会反复强化自己的观点和文化信仰。缺乏差异或挑战会导致我们无法看清自己的世界观，使我们缺乏同理心和理解力，有时甚至会对与我们 "不同 "的人产生恐惧。
招聘中的亲和偏见
亲和偏见最隐蔽、最有害的地方之一就是招聘。毕竟，招聘人员、招聘经理和人力资源领导者也难免会受到无意识偏见的影响。
因此，尽管招聘团队可能认为他们在客观地选择最佳候选人，但他们可能在不知不觉中选择了那些与他们长相和思维相似、背景相似的人。这在最好的情况下有可能造成同质化的工作场所，在最坏的情况下有可能造成非包容性、歧视性的工作场所。
亲和偏见有哪些例子？
亲缘偏见会以多种方式偷偷出现在你的思维中。例如，你可能会因为某人和你上同一所大学，就认为他受过良好教育；或者因为某人曾在你工作过的同一家公司工作过，就认为他胜任某个职位。
这种思维方式会以多种方式影响组织。工作场所亲缘偏见的一些例子包括：
聘用不符合特定职位要求的候选人
放弃值得晋升的人
领导者否定不同的新想法
忽视对员工的表扬和奖励
亲和力偏见最终会损害组织的员工、公司文化和生产力。
亲和偏见与多样性和包容性之间有什么联系？
需要考虑的一个重要问题是，亲和力偏见会如何影响贵组织的 DEI&B。因为当招聘人员和领导者总是聘用、晋升和培养与自己相似的人时，就会造成员工队伍中充斥着相同背景的人，从而破坏了多样性。这种无意识的偏见是包容性的障碍之一，它使少数群体身份的人无法在各级劳动力队伍中享有平等的代表权。
如何避免亲和偏见？
由于亲和偏见的危害性很大，人力资源领导者必须意识到并积极预防和扭转亲和偏见。有几种方法可以做到这一点：
公开谈论亲和偏见，以便人们在工作中更容易识别亲和偏见
让不同背景的多人参与招聘和晋升决策
在招聘过程中采用匿名和随机的方式
为包括 C 级、人力资源、经理和团队成员在内的所有人举办无意识偏见培训
为什么现代人力资源团队应该意识到亲和偏见？
我们无法控制作为人类自然持有的无意识偏见。但是，当这些偏见会对我们组织的文化、包容性和成功产生负面影响时，我们就有责任学习如何减少亲和偏见。采取积极措施，消除我们自己的内部偏见，最终将使决策更具战略性，工作场所更加公平。
以下为文章原文：
What is affinity bias?
Affinity bias, also referred to as similarity bias, is the unconscious human tendency to gravitate toward other people with similar backgrounds, interests, and beliefs. While we may think that we actively make conscious choices to surround ourselves with people based on their character, the reality is that we aren’t very good at being objective when choosing who we like and want to be around. More often than not, people tend to gravitate towards others simply because they remind them of themselves.
What causes affinity bias?
There are several reasons why we might gravitate toward people like us.
First, being around others like ourselves is affirming. We’re more likely to hear our opinions and thoughts echoed and upheld, giving us a sense of validation.
Similarly, affinity bias allows us to avoid confrontation with other, different points of view that we may find challenging to accept.
It’s also helpful to realize that affinity bias is essentially a shortcut, allowing our brains to save valuable energy by skipping real critical thinking and simply associating “similar to me” with “good” and “worth including in my life.”
Effects of affinity bias
Unfortunately, sometimes shortcuts get us lost, and affinity bias comes with its fair share of negative impacts. By unconsciously gravitating toward people similar to us, we miss out on the opportunity to get to know many fascinating, worthwhile people.
We end up reinforcing our opinions and cultural beliefs repeatedly. The lack of difference or challenge can lead to an inability to see past our own worldview, making us less empathetic and understanding and sometimes even leading to a fear of others who are “different” from us.
Affinity bias in hiring
One of the places where affinity bias is most insidious and harmful is in hiring. After all, recruiters, hiring managers, and HR leaders are not immune to unconscious bias.
So while hiring teams may think they’re objectively choosing the best candidates, they may be picking people who look and think like them and come from similar backgrounds without even realizing it. This risks creating a homogenous workplace at best and a non-inclusive, discriminatory workplace at worst.
What are some examples of affinity bias?
There are many ways in which affinity bias can sneakily show up in your thinking. For example, you might assume that a person is well-educated because they went to the same university as you or that somebody is qualified for a role because they previously worked at the same company you did.
This type of thinking can affect an organization in multiple ways. Some examples of affinity bias in the workplace include:
Hiring candidates who are not the most qualified for a given role
Passing over deserving people for promotions
Leaders dismissing new, different ideas
Overlooking people for praise and rewards
Ultimately, affinity bias can harm your organization’s people, your company culture, and your productivity.
What’s the connection between affinity bias and diversity and inclusion?
One important thing to consider is how affinity bias can affect your organization’s DEI&B. Because when recruiters and leaders are always hiring, promoting, and nurturing people similar to themselves, it creates a workforce full of people of the same backgrounds, destroying diversity. This unconscious bias is one of the barriers to inclusivity that keeps people of minority identities from equal representation in the workforce on all levels.
What can you do to avoid affinity bias?
Because it can be so harmful, HR leaders must be aware of and actively work toward preventing and reversing affinity bias. There are several ways to do this:
Speak openly about affinity bias, so people can more easily identify it at work
Involve multiple people of different backgrounds in hiring and promotion decisions
Introduce anonymity and randomization to the recruitment process
Hold unconscious bias training for everyone, including C-levels, HR, managers, and team members
Why should modern HR teams be aware of affinity bias?
We can’t control the unconscious biases we naturally hold as human beings. But when they can negatively impact our organization’s culture, inclusivity, and success, it becomes our duty to learn how to mitigate affinity bias. Taking active steps toward dismantling our own internal biases will ultimately make for better, more strategic decision-making and a more equitable workplace.
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