【HR术语】什么是绩效奖金？（What is a performance-based bonus?）
什么是绩效奖金？
绩效奖金是给予团队成员的额外报酬，作为对达到预先设定的目标和基准的奖励。
领导层通常会在对杰出项目或高质量工作表现进行评估后，用绩效奖金奖励团队。
绩效奖金的类型和示例
每个组织都会制定并遵循自己的政策来奖励出色的工作。最常见的绩效奖金类型包括
现场奖金。当场奖金是一种 “当场 ”决定，是对高绩效的一种补偿。管理者通常从自由支配基金中提取即期奖金，领导层可设定即期奖金的指定发放时间。
佣金奖金。佣金奖金通常用于销售部门，是销售利润的一个预定百分比，通常颁发给团队成员，以表彰他们在确保销售中所发挥的作用。
任务奖金。这是在团队成员实现预定的具体目标后给予的补偿。这些目标可以是整个团队的标准化目标，也可以是根据每个人的技能组合和工作职责制定的个性化目标。
利润分享奖金。如果组织的利润高于预期，他们可能会用利润分享奖金来奖励业绩超出预期的员工。
收益分享奖金。收益分享奖金通常在制造业发放。通常在产品需求量大的季节发放，收益分享奖金支付给帮助提高生产效率和质量的员工。
人力资源领导为什么要关注绩效奖金？
基于公平标准而精心设计的绩效奖金制度可以激励团队成员完成高质量的工作，达到既定目标，并保持积极性和生产力。
绩效奖金还能帮助人力资源领导层实现以下目标:
让团队成员参与并为公司的长远发展感到兴奋
留住优秀员工，提高他们对公司的忠诚度
吸引新的人才加入公司
激励员工发挥潜能
绩效奖金：优点与缺点
虽然绩效奖金是激励员工和奖励出色表现的好方法，但也并非没有挑战。如果企业没有明确的战略来监控绩效奖金的发放频率、范围和对象，那么企业的底线和企业文化都会受到影响。
让我们来看看绩效奖金的优点和挑战。
绩效奖金如何计算？
虽然每家公司都采用自己的模式来计算绩效奖金，但许多组织都选择在员工完成预定目标后，每年按工资的一定比例给予奖励。
如果绩效奖金是按季度、按月，甚至是临时性的发放，那就比较麻烦了，因为奖金总额要在全年中进行分配。
平均绩效奖金是多少？
平均而言，绩效奖金约占年薪的 2.5%-7.5% 左右。
根据 Ceic 的数据，美国的平均年薪为 55,020 美元，因此平均每年的绩效奖金在 1,375.50 美元到 4,126.50 美元之间。抛开全国平均水平不谈，某些职业也能带来不菲的收入。如果你有幸在 2014-2020 年间为巴塞罗那足球俱乐部效力，那么你的合同中就包含了 11,000,000 欧元的奖金，只要你在一个赛季中至少参加了球队一半的比赛。足球生涯失败了，为什么不试试投资或成为商业巨头呢？据报道，特斯拉董事会同意向首席执行官埃隆-马斯克支付550亿美元的10年奖金，相当于1100万块卡地亚手表。
如何确保有效实施绩效奖金？
人力资源领导者可以领导管理者与员工之间的合作，制定绩效奖金标准，有效激励团队，并与公司预算和目标保持一致。人力资源领导者可以结合以下步骤，创建一个动态的绩效奖金系统：
确定标准。人力资源领导者应制定绩效奖金的评估标准，并确保管理人员及其团队对此有所了解。向双方解释标准可为他们提供必要的信息，以便尽最大努力做好本职工作。人力资源部门还可以实施绩效衡量系统，最大限度地挖掘员工潜力，确保客观公正。
培训管理者指导团队。根据 Zippia 于 2022 年发布的研究报告《30 项平均奖金统计》，“总体而言，奖金可使员工在工作场所的参与度提高八倍”。由于管理者在员工敬业度方面发挥着至关重要的作用，因此教育他们成为有效的教练，可以直接提高员工的工作绩效，进而推动公司的发展。
邀请团队参与目标设定。人力资源领导可以邀请团队成员帮助制定可实现的绩效奖金目标。如果员工参与目标制定过程，他们就更有可能更好地把握未来的任务，并有动力完成这些任务。
持续发放绩效奖金。绩效奖金应按照统一的时间表发放。这样，员工就能制定相应的计划，在截止日期前完成任务，增加获得绩效奖金的机会。
让绩效奖金目标与公司目标保持一致。人力资源领导者可以通过整合促进个人和公司成功的目标来增强员工的能力。这能让员工更加投入，知道自己的工作具有意义和重要性。
绩效奖金如何改善公司文化？
绩效奖金制度可以奖励专业人员的成就，并公平、准确地衡量工作绩效，从而给员工带来成就感。他们可以体验到职业成长，从为公司的整体成功做出贡献中获得满足感，并更有可能为公司文化带来积极的能量和良好的态度。
以下为文章原文：
What is a performance-based bonus?
A performance-based bonus is an extra compensation granted to a team member as a reward for reaching pre-established goals and benchmarks.
Leadership often rewards their teams with performance bonuses after evaluating outstanding projects or high-quality work performances.
Types and examples of performance bonuses
Every organization creates and follows their own policy to reward exceptional work. The most common types of performance bonuses include:
Spot bonuses. A spot bonus is an “on the spot” decision, a form of compensation awarded in recognition of high performance. Managers often draw spot bonuses from a discretionary fund and leadership may set designated times for spot bonuses.
Commission bonuses. Commonly utilized by sales departments, commission bonuses are a predetermined percentage of sales profit, usually awarded to a team member in recognition for their role in securing a sale.
Mission bonus. This is compensation awarded to team members after the achievement of specific, predetermined goals. These goals can be standardized for the whole team or personalized for each individual, based on their skill set and job responsibilities.
Profit-sharing bonus. If an organization turns a higher profit than expected, they may reward people who exceeded performance expectations with profit-sharing bonuses.
Gain-sharing bonus. Gain-sharing bonuses are commonly awarded in the manufacturing sector. Usually given during seasons where their products are in high demand, gain-sharing bonuses are paid to the people who help improve efficiency and quality of production.
Why should HR leaders care about performance bonuses?
A well-designed performance bonus system based on fair criteria can stimulate team members to deliver quality work, reach set targets, and maintain motivation and productivity.
Performance bonuses can also help HR leadership to:
Keep team members engaged in–and excited about–the company’s longevity
Retain top performers and drive company loyalty
Attract new talent towards the organization
Motivate people to achieve their potential
Performance bonuses: advantages vs disadvantages
While performance bonuses are a great way to motivate your workforce and incentivize exceptional performance, they’re not without challenges. If an organization has no clear strategy in place to monitor the frequency, scope, and recipients of performance bonuses, both their bottom line and company culture can be affected.
Let’s consider both the strengths and challenges associated with performance bonuses.
How are performance bonuses calculated?
While every company adopts its own model to calculate performance bonuses, many organizations choose to reward their people annually with a percentage of their salary, upon the completion of predetermined targets.
It gets a little trickier if performance bonuses are paid quarterly, monthly, or even on an ad hoc basis, as the total bonus amount is divided throughout the year.
How much is the average performance bonus?
On average, performance bonuses amount to around 2.5 percent-7.5 percent of an annual salary.
According to Ceic, the average annual salary in the United States was $55,020, making the average annual performance bonuses stand between $1,375.50 and $4,126.50 per year. Forget national averages, certain careers can yield the big bucks. If you were lucky enough to play for FC Barcelona between 2014-2020, your contract included an €11,000,000 bonus for playing at least half of the team’s games during a season. Failing a football career, why not try investment or becoming a business magnate? The Tesla board reportedly agreed to pay CEO Elon Musk a 10-year bonus of $55 billion, the equivalent of 11 million Cartier watches.
How can you ensure effective implementation of performance bonuses?
HR leaders can lead a collaboration between managers and their people to establish performance bonus criteria that effectively motivate the team and align with the company budget and goals. HR leaders can incorporate these steps to create a dynamic performance bonus system:
Define criteria. HR leaders should establish the criteria they’ll be using to assess for performance bonuses, and ensure that managers and their teams understand it. Explaining the criteria to both provides each with the necessary information to do their jobs to the best of their ability. HR can also implement a performance metric-system to maximize employee potential and ensure objectivity and fairness.
Train managers to coach their teams. According to Zippia’s 2022 research, 30 average Bonus Statistics, “Overall, bonuses lead to workers being eight times more engaged in the workplace”. Because managers play such a vital role in employee engagement, educating them to become effective coaches can directly enhance employee work performance and in-turn advance the company.
Invite teams to take part in target-setting. HR leaders can invite team members to help establish attainable performance bonus goals. There is a higher probability that people will better grasp the tasks ahead of them and have the motivation to accomplish these tasks if they participate in the goal-setting process.
Offer performance bonuses consistently. Performance bonuses should be granted according to a consistent timeline. This way, people can plan accordingly to meet deadlines and increase their chances of qualifying for a performance bonus.
Align performance bonus goals with company goals. HR leaders can empower their people by integrating goals that promote both individual and company success. This allows their people to feel more engaged, knowing that their work holds meaning and importance.
How can performance bonuses improve company culture?
A performance bonus system that rewards professionals for their achievements and measures work performance fairly and accurately gives people a sense of accomplishment. They can experience professional growth, satisfaction from contributing toward the overall success of their company, and are more likely to bring positive energy and a good attitude to the company culture.
员工体验
2024年05月29日
员工体验
【HR术语】什么是入职前培训，为什么它很重要？（What is preboarding and why is it important?）
什么是入职前培训，为什么它很重要？
在我们快速发展的工作环境中，人力资源部门不得不发展一种全新的语言：一种能够准确反映我们日益复杂的角色和工作条件的语言。
在招聘方面，"入职前培训 "就是这一新语言中你应该牢记的词汇之一。在这个员工敬业度决定一切的时代，让自己在竞争中脱颖而出的一个重要方法就是精心策划（并妥善实施）有效的入职前培训计划。
在此，我们不对员工入职进行定义，相信你已经知道什么是入职以及何时入职，无论是亲自入职还是远程入职。
内容：
什么是入职前培训？
入职前培训为何重要？
入职前培训如何让新员工有宾至如归的感觉？
入职前培训应包括哪些内容？
入职前培训的技巧和最佳实践
入职前培训与入职前培训
利用入职前培训提高留任率
什么是入职前培训？
入职前培训是入职前的一个步骤，新员工在入职前要与组织见面并处理一些官僚细节。
入职前流程通常包括一些简单的事项：税表、健康声明、保险文书以及其他任何可以通过电子邮件处理的事项。在新员工入职第一天之前完成这些任务，人力资源部门就可以规划出更有效、更简化的入职体验。
以下是确保新员工经历有效的入职前体验如此重要的原因。
入职前培训为何重要？
俗话说，给人的第一印象不会有第二次机会。
即使你的候选人可能还没有为你工作，你也应该以一种让他们知道他们很重要并且他们做出了正确决定的方式来对待他们。
以下是您应该认真对待入职前培训的一些原因：
培养忠诚度。受到公司善待的人更有可能感受到与工作场所的联系。这有助于培养忠诚度，意味着他们有更多理由留在这里。
确保人才。新员工接受了你的聘用，并不意味着你就完全摆脱困境了。他们可能会利用你的提议来吸引其他地方的人才，或者在其他公司获得更好的工作机会。但是，高质量的入职前流程可能会让他们相信你的提议是最好的。
防止员工流失。员工流失既费钱又费时，总成本约占离职员工基本工资的 33%。入职培训和留住员工密不可分，而入职前培训则是确保防止员工流失的额外步骤。
入职前培训如何让员工有宾至如归的感觉？
尽管您为企业招募到了优秀的候选人，但当今的顶尖人才争夺战仍在激烈进行。这场争夺战并不会在候选人接受贵公司职位的那一刻结束。
您的竞争对手非常了解最优秀的人才。因此，可以肯定的是，招聘人员和竞争对手的组织已经将您的新员工纳入他们的视线，甚至在他们加入您的组织后，还在与他们联系有关职位的事宜。
活跃的劳动力市场上出现了一种新的招聘趋势：员工 "幽灵化"，美联储将其定义为 "美联储将其定义为："员工在没有通知的情况下停止上班，然后就无法联系。
因此，如今您的首要责任之一就是确保您的新员工对您的组织做出长期承诺，而不是上竞争对手的当。
入职前培训应包括哪些内容？
在入职前培训计划中，您必须提供让新员工熟悉组织的信息，这样他们才能在新的工作岗位上抢占先机。
以下是入职前培训应包括的一些内容：
结构化路线图。提供一个结构化的路线图，有助于让新员工明确在未来几天或几周内，他们在贵公司应该做些什么。
常见问题列表。您的新团队成员一定会有一长串问题希望得到解答。准备一份常见问题解答文档，解答常见问题，将有助于新员工了解情况，增强信心。
深入了解公司文化。公司文化在现代员工体验中扮演着重要角色。借此机会分享公司的传统、成就，甚至内部笑话，确保新员工对加入您的团队感到融入和兴奋。
分享公司手册。如果您有公司手册，应与新员工分享，这样他们就能了解公司的所有内幕。
基本的行政工作。新员工加入公司后，需要完成大量的行政工作。其中一些任务可以在入职前阶段完成，这意味着他们第一天的工作不会是纯粹的行政事务。
入职前培训的技巧和最佳实践
由于许多优秀人才在几乎没有提前通知的情况下就选择放弃新工作，因此企业的新员工入职准备期必须快如闪电。
这是因为大多数人不会立即开始新工作。而这种停工期可能会让他们对自己接受组织新职位的决定产生怀疑。
不过，您可以通过一些有效的入职前想法来消除这种焦虑：
向整个组织发送一封电子邮件，介绍新员工，并鼓励新同事做自我介绍。
邀请新员工到工作场所与 C 级团队成员进行非正式交谈。
带领新员工参观公司。
为新员工和直属团队成员安排校外社交活动。
在新员工第一天上班之前，发送一封电子邮件询问他们是否有任何问题或顾虑。提醒他们组织里的每个人都对他们的到来感到非常兴奋！
充分利用新员工入职前的空闲时间，你就能让他们感受到初次加入组织时的兴奋。
而一个积极进取的团队成员更有可能坚持工作一段时间。
入职与入职前培训
入职培训和入职前培训经常被混淆或交替使用。
但实际上，这两个流程在很多关键方面是不同的。以下是界定入职培训和入职前培训的主要因素。
如果您希望改进入职流程，我们的员工入职模板和入职电子邮件模板可以帮助您快速入职。
利用入职前培训提高留任率
如今，员工，尤其是千禧一代，加入和离开组织的速度之快令人咋舌。近 20% 的新员工会在入职前 45 天内辞职。
招聘不仅仅是寻找和录用： 要使招聘过程取得成功，新员工需要坚持下去。但好消息是，正确的入职前培训可以迅速加强新员工与组织的联系，大大降低离职率和自然减员率。
入职前培训是入职培训的好帮手，因此可以肯定的是，有了强有力的入职前培训，就会有强有力的入职培训--我们知道，强有力的入职培训会带来快乐的员工。
投资入职前培训应该是让新员工参与并与组织保持联系的重中之重。
以下为文章原文：
What is preboarding and why is it important?
In our rapidly evolving workplace, HR has been forced to develop a whole new language: one that accurately reflects all of our increasingly complicated roles and work conditions.
When it comes to hiring, one of the words in this new vocabulary that you should be keeping top of mind is “preboarding.” In an era when employee engagement is everything, a crucial way to set yourself apart from the competition is a well-planned (and well-implemented) effective preboarding program.
We won’t define employee onboarding here—we’re sure you know what it is and when it happens, whether that’s in person or via remote onboarding.
Contents:
What is preboarding?
Why is preboarding important?
How does preboarding make hires feel at home?
What should be included in preboarding?
Tips and best practices for preboarding
Onboarding vs preboarding
Use preboarding to increase retention
What is preboarding?
Preboarding is the step before onboarding, when new hires get to meet the organization and take care of some bureaucratic details before their first day.
The preboarding process usually covers simple things: tax forms, health declarations, insurance paperwork, and anything else that can be handled over email. Knocking out these tasks before day one allows HR to plan a more effective and streamlined onboarding experience.
Here’s why making sure your new hires go through an effective preboarding experience is so important.
Why is preboarding important?
As the saying goes, you never get a second chance to make a first impression.
Even though your candidate may not even be working for you yet, you should still treat them in a way that lets them know that they matter and that they’ve made the right decision.
Here are some reasons why you should take preboarding seriously:
It fosters loyalty. People who are treated well by their company will be more likely to feel a connection with their place of work. This can help to foster loyalty—meaning they’ll have more reason to stick around.
It secures talent. When a new hire has accepted your offer, it doesn’t mean that you’re completely out of the woods. They may be using your offer to gather interest elsewhere or secure a better offer at another company. But a quality preboarding process may convince them that your offer is best.
It prevents turnover. Employee turnover is costly and time-consuming, with costs totaling approximately 33% of the exiting employee’s base pay. Onboarding and employee retention are inextricably linked, and preboarding is that extra step toward making sure you can combat attrition.
How does preboarding make hires feel at home?
Even though you recruited a great candidate for your organization, there’s a fierce and ongoing battle today for top talent. That battle doesn’t end the second a candidate accepts a role in your organization.
Your competitors are well aware of the most talented people out there. That’s why it’s a safe bet that recruiters and rival organizations have your new hires on their radars and are reaching out to them about positions even after they’ve joined your organization.
The active labor market has seen a new trend in hiring: employee ghosting, which The Federal Reserve has defined as: “a situation where a worker stops coming to work without notice and then is impossible to contact.”
As such, one of your primary responsibilities today is to make sure your new hires make a long-term commitment to your organization, and not take the bait from one of your competitors.
What should be included in preboarding?
In your preboarding program, it’s vital that you include information that familiarizes your new hire with your organization so that they can get a head start on their new job.
Here are some things that your preboarding should include:
A structured roadmap. Providing a structured roadmap will help give your new hire clarity on what they should expect in the upcoming days and weeks with your company.
A list of FAQs. Your new team member is bound to have a long list of questions that they’d like answered. Preparing an FAQ document addressing common questions will help your new hire feel informed and confident.
Insights into your company culture. Company culture plays a large role in the modern employee experience. Take this opportunity to share company traditions, achievements, and even inside jokes to make sure your new member feels included and excited about joining your team.
Share your company handbook. If you’ve got a company handbook, this should be shared with your new hire so they can be in the know about all of the ins and outs of your company.
Basic admin tasks. When a new hire joins the company, there is a fair amount of admin to get done. Some of these tasks can be ticked off in the preboarding stage—meaning their first day won’t be purely administrative.
Tips and best practices for preboarding
With so many talented people opting out of new jobs with little or no notice, your organization’s new hire ramp-up period needs to be lightning-fast.
This is because most people don’t start a new job right away. And this downtime can cause them to second-guess their decision to accept a new role in your organization.
However, you can eliminate a lot of this anxiety with some effective preboarding ideas:
Send an email to the entire organization introducing a new hire and encouraging new colleagues to introduce themselves in return.
Invite a new hire to pop by the workplace for informal chats with C-level team members.
Give your new hire a grand tour of the organization.
Set up social events off campus between a new hire and immediate team members.
Before a new hire’s big first day, send an email asking if they have any questions or concerns. Remind them how excited everyone at your organization is about their arrival!
By making the most of the downtime before a new hire’s first day you’ll be able to build on the excitement they felt when they first signed up to join your organization.
And a motivated team member is much more likely to stick around for a while.
Onboarding vs preboarding
Onboarding and preboarding can often be mixed up or used interchangeably.
But in reality, these two processes differ from one another in a number of key ways. Here are the main factors that define both onboarding and preboarding.
If you’re looking to improve your onboarding process, our employee onboarding templates and onboarding email templates can help you get a head start.
Use preboarding to increase retention
Employees today, especially millennials, are joining and leaving organizations at a rate that’ll make your head spin. Close to 20% of new hires will quit their jobs within the first 45 days.
Hiring is about more than finding and hiring: To be a successful process, new joiners need to stick around. But the good news is that preboarding done right can quickly strengthen your new hires’ connection to your organization, greatly reducing turnover and attrition rates.
Preboarding is onboarding’s sidekick, so it’s safe to assume that with strong preboarding comes strong onboarding—and we know that strong onboarding leads to happy employees.
Investing in your preboarding should be a top priority for keeping your new hires engaged and connected to your organization.
员工体验
2024年05月13日
员工体验
汇聚全球优秀员工体验企业与实践—2024年员工体验大奖(EXAwards®）评选提名进行中，诚邀参与EX Awards
2024 Employee Experience Awards
提名正式启动
EX Awards 奖项介绍
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在过往的几年中，我们一直面临着各种大环境因素下的挑战，对于我们影响深远，工作和生活都已经变得不同。当下员工体验在中国的落地与创新比以往任何时候都更为迅速和重要。当然，我们一直在针对员工体验话题进行潜心研究，以推动企业不断提高员工体验为其战略导向--以推动企业绩效增长为最终目标，企业通过优化和增强员工体验，致胜不确定的未来！
员工体验大奖Employee Experience Awards是由HRTech及员工体验研究院联合发起，从2021年发起至今，每年都会评选出在员工体验工作中颇有建树的优秀企业及HR团队，以及优秀HR服务机构2024年员工体验大奖设立，是为了发掘和表彰持续在员工体验方面做出创新和卓越成就的组织及团队，因为其着眼于员工本身，纵览员工生命周期的不同阶段，不论是通过数字化的科技工具提升工作效率及体验、还是提供充满人性的员工关怀和福利举措、又或者创造健康安全及包容共生的职场。无论企业的实践是否贯穿员工体验旅程或只是部分、也可能是提升员工关键时刻的体验实践，都欢迎积极加入本次评选活动。
我们深信，通过发掘行业中正在为落实员工体验而用心改革的优秀中国企业，使其员工体验实践中的成功故事成为行业风向标，那么这将会起到极大的示范效应，也会促进行业的积极交流、学习借鉴、共同进步。最终，我们将共同打造属于中国独特的员工体验创新实践之路！
马上参与提名：http://hrnext.cn/Bgicz2（复制链接到浏览器打开或扫描上方图片二维码）
EX Awards 奖项设置
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员工体验最佳实践奖- EX Practice Award
·入职体验奖 Onboarding Experience Award
·员工福利体验奖 Employee Benefits Experience Award
·员工健康管理体验奖 Employee Health Experience Award
·员工关爱奖 Employee Caring Award
·员工认可与激励奖 Employee Recognition&Appreciation Award
·员工成长体验奖 People Growth Experience Award
·数字化员工体验实践奖 Digital EX Practice Award
·最佳工作场所奖 Best Workplace Award
·最具社会责任奖 Most Socially Responsible Award
·最佳ESG实践奖 Best ESG Practice Award
·最佳混合办公实践奖 Best Mixed-Office Practice Award
·最佳学习实践奖 Best Learning Practice Award
·最佳领导力体验奖 Best Leadership Experience Award
·最佳AI应用体验奖 Best AI Application Experience Award
员工体验最佳团队奖 -BEST Team Award:
·员工体验最佳团队奖 Best EX Team
·数字化体验最佳团队奖 Best Digital Experience Team Award
最佳员工体验产品奖 -BEST Product Experience Award:
·最佳员工体验产品奖 Best Product Award
·最佳AI创新体验产品奖 Best AI Innovation Experience Product Award
·最佳UI设计奖 Best UI Award
·最佳员工福利产品奖 Best Employee Welfare Product Award
·最佳员工健康产品奖 Best Employee Health Product Award
·最佳学习发展产品奖 Best Learning and Development Product Award
最佳员工体验服务机构 -Best Employee Service Providers（可细分如员工福利、员工关爱、员工健康、数字化体验等）
马上参与提名
2024年员工体验大奖参与提名地址：http://hrnext.cn/Bgicz2
EX Awards参评对象
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企业：在员工体验旅程的关键时间点利用技术或创新的管理实践来提升员工体验、促进员工和企业欣欣向荣的实践案例的企业HR或HR团队。
人力资源科技机构：陪伴员工生命周期各个阶段、如在招聘入职、员工福利健康、学习发展、核心人力资源数字化系统、职场办公空间等提供数字化的员工体验的供应商和产品服务。
EX Awards评选流程
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企业和HR
通过奖项报名链接或二维码提交报名信息（更早的提名可以早一步推进评选流程）
收到提名后会进入内部初步审查，预计3-5个工作日
内部审查通过后会进入【员工体验指数测评】环节
测评环节通过后，需要提交参选案例介绍
评审通过后，提交参评视频（视频不少于15分钟）和详细案例介绍（不少于300字）
专家评审和工作人员回访
大众评审
综合评审
线下颁奖典礼，现场表彰及留念
相关服务及科技机构
1.通过奖项报名链接或二维码提交报名信息（更早的提名可以早一步推进评选流程）
2.内部初步审查，预计3-5个工作日
3.初审通过后，产品的话需要提交产品UI截图、设计理念等案例；其他需要提供参选案例介绍（不少于300字）
4.工作人员客户回访
5.大众评审
6.综合评审
EX Awards参评收益
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我们引领企业转变发展理念，由业务增长重新关注到人本身。我们表彰那些关心员工感受、员工发展、员工互动、员工福祉的企业和团队。我们希望通过此次评选挖掘那些在员工生命周期的不同阶段中关注并增强员工体验，创造出员工的关键时刻和巅峰体验的优秀案例、举措、产品或服务的团队、企业。
卓越表彰
您的组织在员工体验领域做出的行动和努力将获得一个实际的且有分量的奖项和有形的行业认可，所有为之付出贡献的团队可以共享这个荣誉。
卓越的雇主品牌
您的组织所践行的员工体验成功故事将在我们的网站和其他相关媒体平台和线上线下研讨会等发布，作为广泛宣传的成功典范，大大助力您的组织提高雇主品牌，吸引更多优秀人才。
EX系列空中研讨会
您将受邀参与2024EX系列空中研讨会（10月开始），和行业同仁们突出您的组织在员工体验领域的成功故事，成为这一领域杰出的人力资源引用参考，相互学习交流共进。
EX论坛案例展示
2024员工体验论坛的现场最佳案例分享活动，您还可以同时向其他优秀企业学习最佳实践和成功因素，还将特别举办获奖企业案例闭门交流活动。
实践案例出版
获奖案例在许可范围内将受邀参与权威出版物的章节和案例
员工体验专业指数测评
可以通过员工体验指数测评，了解目前所在位置以及行业水平。参与评选受益多多，部分内容仅限参与评选企业，所以是一次极佳的机会！
马上参与提名2024年员工体验大奖
参与提名地址：http://hrnext.cn/Bgicz2
企业奖项申请咨询：小科
微信 ：hrtech-china
邮件地址：ex@hrtechchina.com
机构奖项申请咨询：奈斯
微信：HRTechNice
邮件地址：nice@hrtechchina.com
主办方简介
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关于HRTech
HRTech是中国首家领先的专注人力资源科技商业服务平台，作为HR领域唯一深度垂直独立的第三方专业服务机构，致力于推动中国人力资源科技进步与发展，持续引领行业新科技新趋势新产品新方向。
HRTech核心报道中国HR科技创新企业与产品，关注并实时分享全球的人力资源科技资讯。定期发布行业市值榜单和HR科技云图，持续举办高品质的专业前沿峰会论坛，表彰认可业内先进。
关于员工体验研究院(EXInstitute®)
成立于2020年，旨在链接全球智慧与灵感，推动员工体验在组织中的进一步落地实践，提升组织绩效。员工体验研究院以开放的平台汇聚中国最优秀的员工体验专家顾问，面向组织提供调研、测评、指数、出版、咨询、培训、会议、表彰认证等落地支持服务。
【巴西】工作空间管理平台提供商Neowrk获得1000万雷亚尔融资，改变企业空间管理方式
Neowrk 是一家开发了先进独特的硬件、软件和人工智能技术以优化工作空间管理的初创公司，公司获得了1000万雷亚尔的投资，本轮投资由 Indicator Capital 领投800万雷亚尔，现有合作伙伴和房地产市场投资者 Daniel Cherman 跟投。
这笔投资旨在帮助公司应对企业环境中的一个重大挑战：优化工作场所投资和占用，同时在数据和技术支持下为员工提供更好的体验，为公司创造更好的业绩。
Neowrk 公司提供的解决方案的主要与众不同之处在于，它无需使用企业数据网络进行操作，即可轻松高效地提供有关任何空间的使用情况、行为识别以及是否达到空间目的的真实信息。它依靠即插即用的小工具和嵌入式人工智能软件，提供最佳的信息控制性能。通过 API 与其他市场平台的集成也是其与众不同之处。
“Neowrk 首席执行官 Flávio Pimentel 评论说：”我们希望彻底改变工作场所管理，为组织带来人员和团队动态的可见性，促进运营的敏捷性和智能化，并使环境与人员管理战略保持一致。
有了这笔投资，Neowrk 的业务重点将集中在增长和商业扩张上，具体做法是与基础设施生态系统合作，不断改进硬件和软件，扩大与其他平台、新模块和预测模型的集成范围。
“Neowrk 的 DNA 非常注重技术和软件开发，但同时也带来了改善人类环境的资产。所开发技术的质量代表了国内和国际市场的巨大潜力"，Indicator Capital 的联合创始人 Fabio Iunis de Paula 评论道。
Indicator Capital 将利用自己的经验和 Building Value Together® 方法推动 Neowrk 的发展。管理公司打算在技术提升方面增加价值，并提供支持，包括本地和国际商业拓展。
如今，Neowrk 可以为各行各业提供服务，主要集中在拥有 250 多名员工的大中型公司。公司通过实施其安全政策，对 20 多万名员工产生了积极影响，管理和优化了全球 300 多个办事处的 7 万多平方米，并为 100 多名管理人员提供了支持，从而通过提高使用率节省了 1400 万雷亚尔。
员工体验
2024年04月28日
员工体验
【HR术语】什么是员工授权？（What is employee enablement?）
什么是员工授权？
员工能力提升是指为员工提供有效开展工作和充分发挥潜能所需的工具、资源和知识。
它可以对组织及其绩效和利润产生积极影响。
提高员工能力为何重要？
员工培训之所以重要，是因为它能对企业产生强大的影响。
如果忽视了这一点，员工就无法有效地工作。他们会感到沮丧，更有可能辞职。
但如果加以推广，则会带来许多好处，包括：
提高生产力。当员工拥有工作所需的资源时，他们的工作效率会更高，工作质量也会更高。
增加收入。由于员工参与能提高绩效，因此自然会带来收入的增加。事实上，将员工敬业度与员工能力提升相结合，可使收入增加 4.5 倍。
创新。在促进员工能动性的工作场所，员工被鼓励自己做决定、提出想法并坦诚交流。这将带来有助于公司发展的更大创新。
留住和吸引人才。鼓励员工的公司拥有更高的员工满意度和留任率。此外，它们也更有可能吸引顶尖人才。
如何衡量员工能力？
衡量员工能力的最佳方法之一是使用员工调查。通过定期调查收集反馈意见，可以深入了解企业在提高员工能力方面是否走在正确的轨道上。
您还可以使用生产率、工作质量和保留率等指标来衡量员工能力。
如何提高员工能力？
您可以通过以下方式提高员工能力：
确立明确的期望。向员工明确传达工作期望、目标和目的。这种明确性有助于他们了解自己的角色和职责，从而达到这些期望。
询问员工需要什么。询问员工需要什么才能胜任工作，或者什么能帮助他们更好地完成工作，并提供给他们。
提供培训和发展。通过发展计划、研讨会和辅导，帮助员工提高技能。
鼓励开放式沟通。创建一种鼓励开放式沟通、反馈和协作的文化。这样，员工就会感到自己受到重视，也更乐于分享自己的建议，帮助公司进步。
赋予员工权力。促进员工授权也能提高员工的能力。你可以通过向员工展示你对他们及其能力的信任来做到这一点。让他们有机会承担更大的责任，并有权做出与工作相关的决定。
员工赋能与员工敬业度之间有何区别？
员工敬业度的重点在于创造积极、充实的员工体验，帮助员工在工作中感受到全力以赴的动力。
而员工授权则是为员工提供有效开展工作所需的实用工具和资源。
尽管员工赋能和员工敬业度有所不同，但两者都需要，才能达到最佳效果。
人力资源技术如何帮助提高员工能力？
人力资源技术可以让员工能力提升变得更容易。您可以使用一些工具来提供帮助：
员工激励平台。有些人力资源软件附带有数字化的员工激励工具，如指标分析和培训资源，可帮助您确保员工拥有一切所需的资源，从而发挥出最佳水平。
学习管理系统。使用学习管理系统（LMS），让员工轻松获取培训材料和职业发展资源。这有助于他们提高技能，从而更有效地开展工作。
绩效管理系统。员工能力提升与绩效之间存在密切联系。通过绩效管理系统衡量员工绩效，再结合其他方法，可以很好地评估员工能力。
协作与沟通工具。项目管理平台、即时通讯应用程序和内联网门户网站等工具可让员工轻松实现协同工作、沟通和知识共享，从而更好地开展工作。
员工反馈工具。反馈平台能让员工轻松地告诉你哪些工作进展顺利，哪些工作需要改进，这样你就能清楚地知道该如何改善现状。
制定员工激励战略是让组织发生更好变化的有力方法。通过专注于此，您将提高绩效、员工保留率和利润。通过将其与员工参与战略相结合，您将拥有一个能激发每个人最佳潜能的工作场所。
以下为文章原文：
What is employee enablement?
Employee enablement means empowering employees with the tools, resources, and knowledge they need to do their jobs effectively and reach their full potential.
It can have a positive impact on an organization and its performance—as well as its profits.
Why is employee enablement important?
Employee enablement is important because it can have such a powerful effect on a business.
If it’s ignored, then employees won’t be able to work effectively. They’ll feel frustrated and may be more likely to resign.
But if it’s promoted, then it can bring a number of benefits, including:
Increased productivity. When employees have the resources they need to do their jobs, they’re more productive and deliver higher-quality work.
Boosted revenue. Because employee enablement improves performance, it naturally leads to an increase in revenue. In fact, the combination of employee engagement and enablement results in a 4.5x increase in revenue.
Innovation. In a workplace that promotes employee enablement, employees are encouraged to make their own decisions, contribute their ideas, and communicate openly. This leads to greater innovation that helps the company grow.
Retention and talent attraction. Companies that enable employees have greater employee satisfaction and higher retention rates. Plus, they’re also more likely to attract top talent.
How do you measure employee enablement?
One of the best ways to measure employee enablement is to use employee surveys. Gathering feedback with regular surveys can provide insights as to whether or not your business is on the right track when it comes to employee enablement.
You can also use metrics like productivity, work quality, and retention rates as indicators for employee enablement.
How do you improve employee enablement?
You can improve employee enablement by:
Establishing clear expectations. Clearly communicate job expectations, goals, and objectives to employees. This clarity helps them understand their roles and responsibilities, so they can meet those expectations.
Asking what employees need. Ask what employees need to be able to do their jobs, or what could help them perform better—and provide it to them.
Providing training and development. Help employees grow their skills through development programs, workshops, and coaching.
Encouraging open communication. Create a culture that encourages open communication, feedback, and collaboration. That way, employees feel valued and more comfortable with sharing their suggestions to help the company improve.
Empowering employees. Promoting employee empowerment also improves employee enablement. You can do this by showing employees that you trust them and their abilities. Give them the chance to take on greater responsibilities and the authority to make decisions related to their work.
What is the difference between employee enablement and engagement?
Employee engagement focuses on creating a positive and fulfilling employee experience that helps employees feel motivated to do their best at work.
Employee enablement, on the other hand, is about providing employees with the practical tools and resources they need to carry out their work effectively.
Even though employee enablement and engagement are different, both are needed for the best results.
How can HR tech help with employee enablement?
HR technology can make it easier to promote employee enablement. There are a number of tools you can use to help:
Employee enablement platform. Some HR software comes with digital employee enablement tools, like metric analysis and training resources, that help you ensure that your employees have everything they need to perform at their best.
Learning management system. Use a learning management system (LMS) to give employees easy access to training materials and professional development resources. This helps them to be more effective in their work by growing their skillsets.
Performance management system. There’s a close link between employee enablement and performance. Measuring employee performance with a performance management system, combined with other methods, can be a good way to assess employee enablement.
Collaboration and communication tools. Tools such as project management platforms, instant messaging apps, and intranet portals make it easy for people to work together, communicate, and share knowledge—enabling employees to work better.
Employee feedback tools. Feedback platforms make it easy for employees to let you know what’s going well and what needs improvement, so you know exactly what to do to improve the situation.
Creating an employee enablement strategy is a powerful way to change your organization for the better. By focusing on it, you’ll improve performance, retention rates, and profits. And by combining it with employee engagement strategies, you’ll have a workplace that brings out the best in everyone.
【HR术语】什么是预测性人力资源分析？（What is predictive HR analytics?）
什么是预测性人力资源分析？
预测性人力资源分析是人力资源部门用来分析过去和现在的数据以预测未来结果的一种技术工具。预测性人力资源分析以数字化方式挖掘数据，提取、剖析和归类信息，然后识别模式、不规则性和相关性。通过统计分析和预测建模，分析可实现有关人力资源职能的数据驱动决策。
预测性人力资源分析系统让人想起蚯蚓。蚯蚓吸收天然废料和残渣，排出营养丰富的肥沃土壤。预测性分析也是如此，它吸收未使用的原始数据，并将其转化为适用的信息，为更明智的业务决策提供支持。
人力资源预测分析实例
以下是当今组织如何应用人力资本预测分析的一些示例：
招聘。预测分析可帮助人力资源专业人员确定最有效的顶尖人才来源。通过分析成功招聘的历史数据，企业可以将招聘工作重点放在能产生最佳效果的平台和渠道上。
留住员工。预测模型可以分析员工数据，如绩效考核、缺勤率和任期，以识别有离职风险的员工。这样，人力资源部门就可以采取积极措施，如提供职业发展机会或解决工作场所的问题，留住有价值的人才。
劳动力规划。预测分析可以通过考虑退休率、人员流动和新兴行业趋势等因素，预测公司未来的技能缺口。然后，人力资源部门可以制定培训和发展计划，弥补这些差距，确保员工队伍保持竞争力。
员工绩效管理。预测性人力资源分析可根据历史绩效数据预测团队成员的未来绩效。这有助于人力资源团队识别可能成为关键职位潜在接班人的高绩效人员，并帮助他们发现其他人可能落后的原因。
员工参与和福利。预测分析能够发现影响员工敬业度的问题。人力资源专业人员可以通过监控工作量和工作时间等因素，识别可能面临职业倦怠或其他心理健康问题风险的人员。然后，人力资源部门可以为有需要的人提供有针对性的支持和资源。
预测性分析如何帮助人力资源部门？
预测性人力资源分析可以帮助组织预测挑战，从而可以：
避免风险
减少人为错误
预测将在组织中茁壮成长的典型员工情况
加强招聘实践
鼓励实现最佳工作绩效
最终，预测性人力资源分析可帮助人力资源领导者做出清晰明确的决策，从而增加整体利润，提高员工的积极性、忠诚度、参与度和工作效率。
预测性和描述性人力资源分析有何不同？
描述性人力资源分析包括检查历史人力资源数据，以全面了解组织内发生了什么及其原因。
而预测性人力资源分析则不局限于此，而是通过分析历史数据和过去的趋势来预测未来会发生什么，从而使组织有机会采取预防措施或抓住出现的机遇。同时使用预测性和描述性两种人员分析形式的组织，都能为自己带来最大的影响。
如何成功实施预测性人力资源分析系统？
人力资源领导者可以利用以下技巧率先实施有效的预测性人力资源分析：
确定业务目标。人力资源领导者可以与团队合作，确定公司的长期目标，团队成员也可以帮助确定支持实现这些目标的相关指标。
确保透彻理解。预测性人力资源分析是一个复杂的领域，不熟悉数据科学的人力资源专业人员可能会对此感到畏惧。然而，为整个人力资源团队提供一致且多样化的学习选择，可以减轻他们对这一主题的不适感，加深理解，并鼓励员工持续发展。方法之一是鼓励人力资源团队熟悉每种分析算法的基本推理。人力资源部门还可以让数据科学家或人力资源数据分析师参与进来，以确保预测分析流程的最佳运作。
解决道德问题。为了避免对员工的不公平歧视待遇，预测分析团队可以预先防范可能出现的道德问题。公司可能会有意或无意地虐待员工中的特定人群，或者由于不正当的数据驱动推理而偏袒某些团队成员。因此，透明地遵守公司的行为准则和人力资源道德准则至关重要。员工需要知道他们的雇主是公平对待他们的，这样他们才会有参与感，才会有茁壮成长的动力。
利用预测分析的力量。人力资源领导者可以通过将预测分析应用于特定目标，最大限度地发挥其作用。例如，人力资源领导者可以结合预测分析来设计有效的职业发展计划，以解决能力差距和未来的能力需求问题，从而按照员工所希望的学习轨迹对其进行培训。
预测性人力资源分析如何改善企业文化？
预测性人力资源分析提供了一种方法，可帮助领导者做出明智的决策，从而培养一支充满热情和高绩效的员工队伍。有效、合乎道德地使用人力资源分析，可以使公司有能力识别、雇佣、吸引和留住符合公司文化并乐于为公司发展做出贡献的高素质专业人才。
为企业选择合适的预测性人力资源分析工具
选择合适的人员分析软件是人力资源专业人士和企业必须迈出的关键一步，这样他们才能收获人力资源预测分析的所有回报。
工具的选择应符合具体的业务需求、资源和目标。要做出明智的决定，有几个关键点需要牢记：
集成。工具能否与现有人力资源系统无缝集成？兼容性和数据传输的便捷性对于准确的预测建模至关重要。
可扩展性。合适的工具能够随着企业的扩张而扩展人力资源预测分析工作。
用户友好界面。寻找能够提供直观的仪表盘、可视化和报告功能的工具，使人力资源专业人员能够轻松访问和解释洞察力。
可解释性。确保工具对其预测做出解释。这样，您的人力资源团队就能理解为什么会做出某些预测，并采取适当的行动。
数据安全性和合规性。人力资源数据通常包括敏感和机密信息。确保工具遵守数据隐私法规，并有保护数据的安全措施。
支持和培训。考虑工具供应商提供的支持和培训水平。充分的培训和持续的支持对人力资源团队有效使用工具并最大限度地发挥其优势至关重要。
成本和投资回报率。评估总体拥有成本，包括许可费用、实施成本和持续维护费用。通过估算工具的洞察力如何对人力资源成果和组织绩效产生积极影响，计算潜在的投资回报。
用户反馈和评论。向使用过该工具的人力资源专业人士征求反馈意见，并阅读行业内其他组织的评论。他们的经验可以为了解工具的优缺点提供宝贵的见解。
通过仔细考虑这些因素，您可以为您的人力资源团队提供一个预测性劳动力分析工具，从而增强决策能力，推动人力资源战略，促进整体业务成功。
以下为文章原文：
What is predictive HR analytics?
Predictive HR analytics is a tech tool that HR uses to analyze past and present data to forecast future outcomes. Predictive HR analytics digitally digs through data to extract, dissect, and categorize information and then identify patterns, irregularities, and correlations. Through statistical analysis and predictive modeling, analytics enables data-driven decisions regarding HR functions.
Predictive HR analytics systems are reminiscent of the earthworm. The worm ingests natural waste material and residue and excretes nutrient-rich, fertile soil. Predictive analytics, too, intakes unused, raw data and transforms it into applicable information that supports wiser business decisions.
Predictive HR analytics examples
Here are some examples of how organizations today apply human capital predictive analytics:
Recruitment. Predictive analytics helps HR professionals identify the most effective sources of top talent. By analyzing historical data on successful hires, organizations can focus their recruitment efforts on the platforms and channels that yield the best results.
Employee retention. Predictive models can analyze employee data, such as performance reviews, absenteeism, and tenure, to identify people at risk of leaving the company. This allows HR to take proactive measures, such as offering career development opportunities or addressing workplace concerns, to retain valuable talent.
Workforce planning. Predictive analytics can forecast future skill gaps within a company by considering factors like retirement rates, turnover, and emerging industry trends. HR can then develop training and development programs to fill these gaps and ensure the workforce remains competitive.
Employee performance management. Predictive HR analytics can forecast a team member’s future performance based on historical performance data. This helps the HR team identify high-performing people who could be potential successors for critical roles, and can help them discover why others may be lagging behind.
Employee engagement and wellbeing. Predictive analytics has the ability to uncover issues that affect employee engagement. HR professionals can identify people who may be at risk of burnout or other mental health issues by monitoring factors like workload and working hours. HR can then provide targeted support and resources to those in need.
How does predictive analytics help human resources?
Predictive HR analytics assists organizations in anticipating challenges so they can:
Avoid risk
Reduce human error
Forecast the typical employee profile that’ll thrive in the organization
Enhance recruitment practices
Encourage optimal work performance
Ultimately, predictive HR analytics helps HR leaders make crystal-clear decisions that can increase overall profit and nurture employee motivation, retention, engagement, and productivity.
What is the difference between predictive and descriptive HR analytics?
Descriptive HR analytics involves examining historical HR data to get a thorough understanding of what has happened within an organization and why.
Predictive HR analytics, on the other hand, goes beyond this and analyzes historical data and past trends to predict what will happen in the future—giving an organization the chance to take preventive measures or to seize opportunities as they arise. Organizations that use both predictive and descriptive forms of people analytics set themselves up to achieve the greatest impact.
How do you implement a successful predictive HR analytics system?
HR leaders can spearhead effective predictive HR analytics using the following tips:
Define business objectives. HR leaders can collaborate with their teams to identify long-term company goals, with team members also helping determine the relevant metrics that support the achievement of these objectives.
Ensure a thorough understanding. Predictive HR analytics is a complex field, and HR professionals unfamiliar with data science can feel intimidated by it. However, providing consistent and diverse learning options for your entire HR team can mitigate their discomfort with the subject, elevate understanding, and encourage continual employee development. One way to do this is to encourage your HR team to familiarize themselves with the fundamental reasoning driving each analytics algorithm. HR can also involve a data scientist or bring an HR data analyst on board to ensure optimal functioning of the predictive analytics process.
Address ethical considerations. To avoid unfair discriminatory treatment of employees, predictive analytics teams can pre-empt possible ethical issues that may arise. Companies could intentionally or unintentionally mistreat specific demographics within the workforce or perhaps show favoritism to certain team members due to illegitimate data-driven reasoning. Thus, transparently adhering to the company’s code of conduct and the HR code of ethics is paramount. People need to know that their employers are treating them fairly to feel engaged and motivated to thrive.
Harness the power of predictive analytics. HR leaders can maximize predictive analytics by applying it to specific objectives. For example, HR leaders can incorporate predictive analytics to design an effective career development program that addresses competency gaps and future competency needs, allowing them to train people in their desired learning trajectory.
How can predictive HR analytics improve company culture?
Predictive HR analytics offers a way to help leaders make informed decisions that nurture an enthusiastic and high-performing workforce. Effective and ethical use of HR analytics can empower companies to identify, hire, engage, and retain quality professionals who align with the company culture and are excited to contribute to its growth.
Choosing the right predictive HR analytics tool for your business
Selecting the right people analytics software is a crucial step for HR professionals and organizations to take, so that they’re able to reap all the rewards of HR predictive analytics.
The choice of tool should align with specific business needs, resources, and objectives. There are a few key things to keep in mind to be able to make an informed decision:
Integration. Can the tool seamlessly integrate with your existing HR systems? Compatibility and ease of data transfer are essential for accurate predictive modeling.
Scalability. The right tool will be able to expand your predictive HR analytics efforts as your organization expands.
User-friendly interface. Look for tools that offer intuitive dashboards, visualizations, and reporting features, making it easy for HR professionals to access and interpret insights.
Explainability. Ensure that the tool provides explanations for its predictions. That way, your HR team can understand why certain predictions are made and take appropriate actions.
Data security and compliance. HR data often includes sensitive and confidential information. Make sure the tool adheres to data privacy regulations and has security measures to protect your data.
Support and training. Consider the level of support and training provided by the tool’s vendor. Adequate training and ongoing support are essential for HR teams to effectively use the tool and maximize its benefits.
Cost and ROI. Evaluate the total cost of ownership, including licensing fees, implementation costs, and ongoing maintenance expenses. Calculate the potential return on investment by estimating how the tool’s insights can positively impact HR outcomes and organizational performance.
User feedback and reviews. Seek feedback from HR professionals who have used the tool and read reviews from other organizations in your industry. Their experiences can provide valuable insights into the tool’s strengths and weaknesses.
By carefully considering these factors, you can empower your HR team with a predictive workforce analytics tool that enhances decision-making, drives HR strategies, and contributes to overall business success.
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