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术语表

【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.

术语表
2024年05月13日
术语表

【HR术语】什么是内部流动？（What is internal mobility?）什么是内部流动？内部流动是指员工在公司内部向新角色或职位的流动。这包括晋升（纵向流动）、调动和角色变化（横向流动）。目前，许多企业都在使用内部流动战略来应对日益增长的人员流动率。良好的内部流动可以培养员工的技能，提高他们的工作满意度，甚至可以为企业节省时间和金钱。为什么内部流动很重要？在当前人员流动率居高不下的趋势下，内部流动可以成为提高员工留任率的有力工具。通过为员工提供获得新经验的成长机会，可以提高整体工作满意度，从而降低员工离职另谋高就的可能性。除了提高工作满意度，内部流动还能最大限度地发挥员工的才能。让员工体验不同的角色或部门，有助于他们发展新技能，使公司更加自给自足。通过促进内部流动，你将拥有一支才华横溢、技能高超的团队，可以填补可能出现的大部分技能缺口--这样你就不必经常到公司外部寻找人才，从而节省了时间和金钱。内部流动的例子角色到角色的流动--员工在公司内部调动到相同资历的新角色。调动--员工在不同地点继续担任组织内的相同职务。晋升--团队成员晋升到公司更高级别的职位。基于项目的流动--由具有不同专长的员工组成的团队为某一特定项目工作。岗位轮换--员工在不同岗位或部门之间临时流动，以获得新的经验和学习新的技能。发展计划--组织提供培训或发展计划，帮助员工掌握新技能，为在公司内担任不同角色做好准备。内部流动的好处降低成本--招聘新人的成本可能很高。企业可以通过聘用已经了解企业文化和流程的内部候选人来填补空缺职位，从而降低成本。提高员工留任率--当员工感到自己有机会成长和晋升时，他们就更有可能长期留在公司。提高参与度--有了在公司内学习、成长和接受新挑战的机会，员工会感到更有参与感和动力。提高生产力--内部流动让员工接触到新的人员、流程和思维方式。这为团队成员提供了宝贵的知识，他们可以将这些知识运用到工作中。如何促进内部流动？您可以从建立内部流动计划开始。与每个部门的员工分享新的晋升或岗位轮换机会，明确表示欢迎每个人申请。您还可以提供培训、在线课程和会议，帮助员工获得新技能和新知识。通过招聘启事、内部通讯和定期的一对一交流，确保所有团队都了解这些机会，并激励员工去争取。给予他们追求发展目标所需的时间和支持。另一种促进内部流动的方法是鼓励不同部门和团队之间的合作。这可以让员工接触到他们可能不熟悉的公司领域，并帮助他们与那些能为他们提供职业发展指导的人建立关系。员工希望学习和成长。如果公司支持员工的发展和学习机会，那么最终也会帮助内部流动成为公司文化的一部分。内部流动最佳实践对于内部流动而言，重要的是为公司的每个职位制定清晰的职业发展路径。同时，要向所有员工开放机会，让他们可以尝试转换角色和传授技能。说到这些机会，可以尝试组建一个招聘团队，寻找内部人才并从内部提拔。为使这一做法行之有效，应在组织内部开展定期岗位轮换，以便对员工进行交叉培训，让他们在不同的岗位上积累经验，从而使他们具备所需的可转换技能，以便在他们愿意的情况下抓住这些机会。内部流动是一项长期投资。但从长远来看，促进内部流动的企业会从中获益，创造一个高效的工作场所，让员工更加快乐。以下为文章原文： What is internal mobility? Internal mobility is the movement of employees within a company to new roles or positions. This can include promotions (vertical mobility), as well as transfers and role changes (lateral mobility). Many businesses are now using an internal mobility strategy to address the increasing rates of turnover. Good internal mobility develops employees’ skills, increases their job satisfaction, and can even save an organization time and money. Why is internal mobility important? With the current trend of high turnover, internal mobility can be a powerful tool for boosting the retention rate for employees. By giving employees opportunities to grow with new experiences, it can increase overall job satisfaction—reducing the likelihood of them leaving for a new job elsewhere. Besides increasing job satisfaction, internal mobility makes the most of what employees have to offer. Giving employees experience in different roles or departments helps them develop new skills that can make your company more self-sufficient. By promoting internal mobility, you’ll have a talented, highly skilled team that can fill in most of the skills gaps that may appear—so you won’t have to regularly look outside the company for talent acquisition, saving you time and money. Examples of internal mobility Role-to-role mobility – When an employee moves to a new role at the same level of seniority within the company. Transfer – When an employee continues their same role for the organization, but at a different location. Promotion – When a team member is promoted to a higher-level position in the company. Project-based mobility – When a team of employees, with different kinds of expertise, is put together for a specific project. Job rotations – When an employee moves temporarily between different roles or departments to gain new experiences and learn new skills. Development programs – When an organization provides training or development programs to help employees acquire new skills and prepare them for different roles within the company. Benefits of internal mobility Reduced costs – Hiring new people can be expensive. Businesses can reduce costs by filling open positions with internal candidates who already understand the organization’s culture and processes. Improved employee retention rates – When employees feel that they have opportunities to grow and advance, they’re more likely to stay with the company long-term. Increased engagement – With opportunities to learn, grow and take on new challenges within a company, employees feel more engaged and motivated. Improved productivity – Internal mobility exposes employees to new people, processes, and ways of thinking.This gives team members valuable knowledge that they can apply to their work. How do you promote internal mobility? You can start by establishing an internal mobility program. Share new opportunities for promotions or job rotations with employees from every department, making it clear that everyone is welcome to apply. You can also offer training, online courses, and conferences to help employees gain new skills and knowledge. Make sure that all teams are aware of these opportunities through job postings, internal newsletters, and regular one-on-one check-ins—and inspire your people to go for them. Give them the time and support they need to pursue their development goals. Another way of promoting internal mobility is by encouraging collaboration between different departments and teams. This exposes employees to areas of the company they may be unfamiliar with, and helps them build relationships with people who can give them guidance on advancing their careers. Employees want to learn and grow. If a company supports employee development and learning opportunities, then it will also end up helping internal mobility to become an established part of company culture. Internal mobility best practices For internal mobility, it’s important to develop a clear career path for each role in your company. At the same time, keep opportunities open to all employees, so that they can try switching roles and transfer their skills. When it comes to these opportunities, try putting together a recruitment team to find internal talent and promote from within. For that to be effective, start regular job rotations within the organization so that you cross-train employees—giving them experience in different roles so that they have the transferable skills needed to take those opportunities, should they wish to. Internal mobility is a long-term investment. But the businesses that promote it in the long-run reap the benefits, creating a productive workplace with happier employees.

术语表
2024年05月11日
术语表

【HR术语】什么是工作场所的年龄歧视？(What is ageism in the workplace?) 什么是工作场所的年龄歧视？职场中的年龄歧视，又称年龄偏见，是指人们因年龄而歧视同事和其他专业人员。老龄歧视的形式多种多样，既可能发生在工作场所的年轻人身上，也可能发生在老年人身上。年龄歧视是建立在对与年龄有关的陈规定型观念的信念之上的，例如，年龄较大的专业人员工作效率较低，无法适应新技术，或者年轻的专业人员工作积极性较低。对这些刻板印象的相信会对公司及其文化产生破坏性影响。工作场所中的年龄歧视有哪些例子？年龄歧视可能以不同的形式出现，既有微妙的，也有明显的。一些年龄偏见的例子包括由于年龄原因，将专业人员排除在培训机会、加薪和晋升之外只解雇年龄较大的专业人员因为年龄而拒绝聘用合格的求职者在招聘启事中使用不鼓励某些年龄组的人申请的语言就某人的年龄开冒犯性的玩笑或发表冒犯性的言论粗暴对待反对年龄歧视的专业人士（即所谓的 "伤害"）因为某项任务涉及新技术，就认为老年人不具备处理该任务的技能因为团队成员 "太年轻 "或 "太老"，而忽视他们参与具有挑战性的项目因为专业人员的年龄而将他们排除在重要会议和决策之外，或将他们排除在工作聚会之外鼓励专业人员退休当年长或年轻的专业人员犯类似错误时，对他们的批评多于其他团队成员为什么要将避免年龄歧视作为人力资源战略的一部分？工作场所中任何形式的歧视都只会损害公司的成功和声誉。年龄歧视也不例外。一个提倡 DEI&B 并没有年龄歧视的工作场所不仅能赢得员工的青睐，还能提高员工留任率，降低离职成本。研究表明，多元化和包容性的工作场所也会带来更大的收入增长。通过制定避免老龄歧视的战略，您将确保您的工作场所更具生产力、参与性和创新性，并能做出更好的决策。这是因为各代人之间的平衡性很好；这为您提供了广泛的视角和技能，为公司的长期成功奠定了基础。如何防止职场中的年龄歧视？要防止职场中的年龄歧视，您可以查看你的 DEI&B 指标，全面评估你公司的情况。您可以使用 "DE&I 面板 "来检查人力资源数据，并确定哪些领域受到年龄偏见的影响（如果有的话）。检查公司政策和做法，确保它们具有包容性。制定反对年龄歧视的政策，明确规定团队成员在工作中应如何应对各种形式的年龄歧视。为招聘经理和主管提供培训，防止在招聘中出现年龄偏见。在招聘启事中避免使用与年龄相关的语言。确保所有合格的专业人员都能平等地获得晋升、加薪和培训机会。在工作聚会和团队建设会议上，让每个人都感到自己被接纳。为老年专业人员创造灵活的工作安排。鼓励代际辅导，打破陈规。这样可以让年长和年轻的团队成员相互学习，建立牢固的工作关系。年龄歧视如何影响企业文化？工作场所的年龄偏见会对公司文化产生负面影响。专业人士不会感到公司关心他们，因此工作满意度、生产力和参与度都会降低。年龄歧视也会造成士气低落、对公司忠诚度降低的怨恨氛围。在一个缺乏支持和包容性的环境中，人们不会愿意长久待下去，这意味着离职率会上升。这会形成一个负反馈循环，因为年轻或年长专业人员的不断流失会阻碍工作效率，增加与年龄有关的刻板印象。年龄歧视会造成一种抵制变革的停滞不前的工作环境。它限制了多元化思维，阻止公司迎接新的挑战和机遇。这意味着创新和创造力的减少，而创新和创造力对公司的长期成功至关重要。以下为文章原文： What is ageism in the workplace? Ageism in the workplace, also known as age bias, is when people discriminate against their colleagues and other professionals because of their age. Ageism takes various forms—it can happen to both younger and older people in the workplace. Ageism is founded on a belief in age-related stereotypes, such as older professionals being less productive and unable to adapt to new technologies, or younger professionals being less motivated. The belief in these kinds of stereotypes has a damaging effect on companies and their culture. What are some examples of ageism in the workplace? Ageism can appear in different forms, both subtle and obvious. Some age bias examples include: Excluding professionals from training opportunities, raises, and promotions because of their age Only firing older professionals Refusing to hire qualified candidates for a job opening because of their age Using language in job postings that discourages people from certain age groups from applying Making offensive jokes and remarks about someone’s age Treating professionals who speak up against ageism badly (known as victimization) Assuming an older person doesn’t have the skills to handle a task because it involves new technology Overlooking team members for challenging projects because they’re “too young” or “too old” Leaving professionals out of important meetings and decisions or excluding them from work gatherings because of their age Encouraging a professional to retire Criticizing an older, or younger, professional more than other team members when they make similar mistakes Why should avoiding ageism be part of your HR strategy? Discrimination of any kind in the workplace can only harm the success and reputation of a company. Ageism is no exception. A workplace that promotes DEI&B and is free from ageism not only gains the favor of its people but also increases retention rates—reducing turnover costs. Research shows that a diverse and inclusive workplace yields greater revenue growth too. By creating a strategy to avoid ageism, you’ll ensure that your workplace is more productive, engaged, and innovative with better decision-making. That’s because you’ll have a great balance between generations; this gives you a broad range of perspectives and skills that sets your company up for long-term success. How can you prevent ageism in the workplace? To prevent ageism in the workplace, you can: Look at your DEI&B metrics to thoroughly assess your company’s situation. You can use a DE&I dashboard to examine HR data and identify which areas arebeing influenced by age bias, if any. Examine company policies and practices to make sure that they’re inclusive. Establish policies against ageism which clearly outline how team members should deal with its various forms at work. Provide training for hiring managers and supervisors to prevent age bias in hiring. Avoid age-related language in job postings. Ensure that promotions, raises, and training opportunities are equally available to all qualified professionals. Make everyone feel included at work gatherings and in team-building sessions. Create flexible work arrangements for older professionals. Break down stereotypes by encouraging intergenerational mentoring. This will allow older and younger team members to learn from each other and create strong working relationships. How does ageism influence company culture? Age bias in the workplace has a negative influence on company culture. Professionals won’t feel that their company cares for them, so there’ll be less job satisfaction, productivity, and engagement. Ageism creates an atmosphere of resentment with low morale and less company loyalty too. People won’t want to stay for long in an environment that isn’t supportive and inclusive, meaning turnover rates will increase. This can create a negative feedback loop, since the constant loss of younger or older professionals will hinder productivity and increase age-related stereotypes. Ageism creates a stagnant work environment that is resistant to change. It limits diverse thinking and stops a company from embracing new challenges and opportunities. That means less innovation and creativity, which are essential for the long-term success of a company.

术语表
2024年05月06日
术语表

【HR术语】什么是工作充实？（What is job enrichment?）什么是工作充实？工作丰富化是一种激励策略，其重点是使人们从事的工作更有价值、更令人满意。更具体地说，工作丰富化为个人成就提供了更大的空间、更具挑战性的工作、更多的责任以及个人成长和发展的机会。我们都希望对自己所从事的工作感觉良好，但只有 15%的人对自己的工作感到投入。这就是工作丰富化发挥重要作用的地方，它能让团队成员更快乐、更有动力。工作丰富化的例子人们喜欢挑战、被接受和被重视的感觉。人力资源经理需要采取正确的工作充实策略来持续促进这种感觉，从而培养职场参与度。那么，该从哪里入手呢？有帮助的是，这些策略可分为四大类和技巧：增加职位的难度和责任。例如，可以让团队成员在日常工作中拥有更多的自主权或控制权。增加需要新技能的新任务。这将有助于增加角色的趣味性，促进团队成员的专业和个人发展。让团队成员参与决策过程。这应该与团队成员的工作或部门相关，能让他们感觉到自己在工作中更有价值、更投入。提供培训机会，促进职业发展。这样，员工就能在现有技能的基础上更上一层楼，避免停滞不前。工作丰富化和工作扩大化有什么区别？工作充实和工作扩展这两个词经常被混淆。我们知道，工作充实是指让工作变得更有趣、更有挑战性、更有回报--其中大部分涉及在工作中增加更有意义的任务。然而，工作扩大化是指增加工作的广度，增加更多难度或技能水平相似的任务。这被认为是纵向的工作扩展，即在某一技能范围内增加职责，从而减少无聊感，但并不一定能提高工作积极性。从本质上讲，这两种策略都是为了提高工作满意度，但工作丰富化是通过使工作更复杂、更有价值来实现的，而工作扩大化只是使工作更多样化。工作丰富化有哪些好处？以下是丰富工作内容能改善员工体验的好处：提高工作满意度当任务变得更加复杂、更有意义时，工作内容的丰富化会使工作更有满足感，从而使团队成员更加快乐，工作环境更加积极向上。成功留住人才对工作的满意度意味着你的优秀人才不太可能离开。这可以降低与高离职率相关的成本，也意味着企业在顶尖人才的掌舵下不断向前发展。减少缺勤美国雇主每年每小时员工的旷工成本为 3,600 美元。因此，当团队成员有参与感时，他们就会更加投入、更有动力，并随时准备投入最佳工作。继任规划和职业发展对员工提出挑战意味着你可以看到他们真正的潜力和能力。大家都知道，从公司内部招聘人才的成本效益要高得多，而丰富工作内容则是一种简便的方法，可以让你感觉到哪些人非常适合在未来担任更高级别的职位。授权带来生产力当人们感到自己有能力时，生产力就会开始飙升。授权有助于建立自尊，而自尊来自于自主、信任和责任。工作丰富化有哪些挑战？工作丰富化有很多好处，但与任何事情一样，它也伴随着潜在的挑战：技能组合错位。新的任务和职责必须与团队成员的职业目标相一致。如果团队成员对复杂的任务不感兴趣，或者根本就不在自己的技能范围内，就会导致不满情绪的产生。增加工作量。如果管理不当，工作丰富化可能会造成任务超负荷，从而导致倦怠。关键是要为员工提供资源和支持，以应对增加的责任。需要培训和支持。承担新的技能和复杂的任务可能意味着团队成员需要额外的培训和持续的支持。这就需要对预算和资源管理进行细致的前瞻性观察，以确保培训成本不会飙升。人力资源技术如何帮助丰富工作内容？人力资源技术可以成为工作丰富化道路上的盟友。它可以帮助识别员工的优势和能力，使他们更容易匹配具有挑战性和满足感的任务和角色。反过来，这也可以通过识别准备好进行角色转换的人员，支持继任规划和职业发展。提供反馈和认可空间的人力资源平台是工作丰富化的一个关键部分，尤其是在人们追求新技能和接受挑战的时候。为同事点赞是一种很好的激励方式，能让人们对自己的工作感到满意。与此同时，人力资源平台还可以提供反馈功能，如员工满意度调查。这可以让您监测工作丰富化的效果如何，以及哪些方面需要改变。以下为文章原文： What is job enrichment? Job enrichment is a motivational strategy that focuses on making the work people do more rewarding and satisfying. More specifically, job enrichment gives greater scope for personal achievement, more challenging work, more responsibility, and the opportunity for personal growth and development. We all want to feel good about the work we’re doing, yet only 15% of people feel engaged with their work. This is where job enrichment plays a vital role, leading to happier, more motivated team members. Examples of job enrichment People like to feel challenged, accepted, and valued. HR managers need to adopt the right job enrichment strategies to facilitate this on an ongoing basis, so they can nurture workplace engagement. So, where to start? Helpfully, these strategies fall into four main categories and techniques: Increasing the level of difficulty and responsibility of a role. This could involve giving a team member more autonomy or control over their day-to-day tasks, for example. Adding new tasks that require new skills. This will help make the role more interesting and add to the team member’s professional and personal development. Making team members part of the decision-making process. This should be related to their job or department and can help people feel more valued and invested in their work. Offering training opportunities to propel career development. So people can build on their existing skillset and stop stagnation from creeping in. What’s the difference between job enrichment and job enlargement? Job enrichment and job enlargement are terms that often get confused. We know that job enrichment is about making a job more interesting, challenging, and rewarding—and much of this involves adding more meaningful tasks into the mix. However, job enlargement involves ramping up the breadth of a job and adding more tasks of a similar level of difficulty or skill. It’s thought of as vertical job expansion, where adding responsibilities within a skillset reduces boredom but doesn’t necessarily increase motivation. In essence, both strategies aim to increase job satisfaction, but job enrichment does it by making a job more complex and rewarding, while job enlargement simply makes a job more varied. What are the benefits of job enrichment? Here are the benefits of job enrichment that will improve the employee experience: Greater job satisfaction When tasks are more complex and meaningful, job enrichment makes the job more satisfying—and you get happier team members and a more positive working environment as a result. Success with retaining talent Satisfaction in a job means your top talent will be less likely to leave. This can reduce the costs that are linked with high turnover rates, and also means that the business keeps moving forward with top talent at the helm. Reduced absenteeism Absenteeism costs U.S. employers $3,600 per hourly employee per year. It makes sense that when team members feel engaged they will be more present, more motivated, and turn up ready to do their best work. Succession planning and career pathing Challenging people means you can see their true potential and capabilities emerge. As you know, it’s far more cost-effective to recruit from within your company—and job enrichment is an easy way to sense-check who would be a great fit for higher-level roles in the future. Empowerment leads to productivity When people feel empowered, productivity starts to soar. Empowerment helps to build self-esteem, which springs from autonomy, trust, and responsibility. What are the challenges with job enrichment? Job enrichment comes with many benefits, but—like everything—it comes with potential challenges: A misalignment of skillsets. It’s important that new tasks and responsibilities are in line with a team member’s career goals. Loading on complex tasks that aren’t of interest, or simply aren’t within a person’s skillset can actually lead to dissatisfaction. Increased workload. When not managed properly, job enrichment can cause an overload of tasks that could result in burnout. It’s key that employees are given the resources and support to handle the increased responsibility. A need for training and support. Taking on new skills and complex tasks may mean a team member needs extra training and ongoing support. This will need careful foresight to watch over budget and resource management to make sure training costs don’t spiral. How can HR tech help with job enrichment? HR tech can be an ally on the road to job enrichment. It can help identify the strengths and abilities of employees, making it easier to match them with tasks and roles that are challenging and satisfying. In turn, this can also support succession planning and career pathing by identifying the people who are ready for a role shift. An HR platform that gives space for feedback and recognition is a key part of job enrichment, especially as people are reaching for new skillsets and taking on challenges. Giving kudos to colleagues can be a great way to motivate and make people feel good about their work. Alongside this, HR platforms can offer a feedback feature such as an employee satisfaction survey. This lets you monitor how well job enrichment is working—and what needs to change.

术语表
2024年03月19日
术语表

【HR术语】什么是员工忠诚度？（What is employee loyalty?）什么是员工忠诚度？员工忠诚度是指员工选择长期为公司工作，因为他们喜欢这样做。他们对工作环境感到满意，积极进取，为实现公司目标而努力工作，并相信企业的使命。如果忠诚的员工发现了其他地方的机会，他们就不太可能跳槽。如果能提高员工忠诚度，不仅能提高员工保留率，还能对企业整体产生积极影响。为什么员工忠诚度对企业很重要？员工忠诚度对企业非常重要，因为它对有效的人力资本管理以及企业的整体成功有着巨大的影响。它能为企业带来诸多好处，包括：提高利润降低员工流失率提高生产力和员工参与度对客户产生积极影响提升品牌形象健康的企业文化--因为忠诚的团队成员会以积极的态度感染他人如何衡量员工忠诚度？衡量员工忠诚度的方法有：开展调查。定期开展员工敬业度调查和员工满意度调查，有助于了解员工的工作积极性，以及他们对为公司工作的感受。计算员工净促进者得分（eNPS）。这是一种评估员工忠诚度的方法，也是一种确定改进方法的方法。召开一对一会议。鼓励营造一种坦诚的工作环境，让员工能够自如地与经理或其他相关人员进行一对一谈话。这种形式可以是定期、有计划的会议，也可以是非正式的聊天。这是与专业人士沟通，了解他们感受的好方法。是什么保持了员工的忠诚度？员工满意度与忠诚度息息相关。人们会对关心他们并拥有积极工作文化的公司感到忠诚。但究竟是什么让员工保持忠诚呢？有几个共同的特点：有竞争力的薪酬专业成长、学习和职业发展的机会雇主认可员工的成就，并对他们的辛勤工作表示赞赏积极、友好、没有欺凌的社交办公环境专业人员可以灵活安排上班时间，也可以自由选择混合工作或远程工作雇主信任员工的专业知识，让他们有责任做出与工作相关的决定雇主尊重专业人员，关心他们的个人和职业发展良好的工作与生活平衡专业人员拥有有效开展工作所需的一切工具的环境鼓励员工诚实反馈和开诚布公的雇主管理团队在日常工作繁忙时提供帮助，让每个人都能感受到支持和站在同一条战线上忠诚员工如何表现？忠诚的员工真正关心他们为之工作的公司，因此他们会确保向你提供诚实的建议和反馈，以帮助你改进工作。他们会充满好奇心，寻找创新和帮助公司发展的方法，同时也愿意倾听和学习。忠诚的员工对工作充满热情，因此他们的工作效率会更高。他们以出色完成工作为荣，兢兢业业，并愿意在需要时努力工作--他们会付出额外的努力。忠诚的员工是快乐的，他们会对同事和公司文化产生积极影响，鼓励团队精神。事实上，他们的热情会激励团队的其他成员，帮助企业大步向前。拥有如此强大的影响力，忠诚的员工对企业的成功至关重要。如何提高公司员工的忠诚度？一旦您衡量了公司的忠诚度，请确定您可以在哪些方面加以改进。在员工满意度调查中，工作与生活的平衡是否多次作为建议出现？还是更具竞争力的薪酬？一旦您意识到可以通过哪些方式更好地支持员工，您就可以制定长期战略。想方设法开始实施保持员工忠诚度的共同特征。请记住，忠诚的基础是你与团队之间牢固、长期的信任关系。这种关系的建立需要时间，因此可能需要一段时间才能看到员工忠诚度的提高。毕竟，你要改变的是企业文化，这不可能一蹴而就。您制定的任何战略都可以包括每周为改善企业文化而采取的行动。一个很好的开始就是定期表彰员工，通过每周的奖品--甚至只是一次谈话--来表达你对员工辛勤工作的感激之情。通过每周的定期行动，你可以向员工表明，你在倾听他们的心声，你关心他们。因为，归根结底，真正重要的是，你和你的管理者要表现出对公司每个人的关心。这样才能培养长期的关系，让员工也关心你，这样才能建立员工的忠诚度。以下为文章原文： What is employee loyalty? Employee loyalty is when your people choose to continue working with you for a long time because they love doing so. They’re happy with the working environment, are motivated, work hard to achieve company goals, and believe in the business’s mission. Loyal employees are less likely to jump ship if they spot opportunities elsewhere. If you improve employee loyalty, you won’t just boost your employee retention rates—you’ll notice a positive effect on your business as a whole. Why is employee loyalty important to companies? Employee loyalty is very important to companies because it has a huge bearing on effective human capital management, as well as on their overall success. It can provide a number of benefits, including: Boosted profits Reduced employee turnover Increased productivity and employee engagement A positive impact on customers Improved brand image A healthy company culture—because loyal team members have a positive attitude that’s infectious go to promotion How do you measure employee loyalty? You can measure employee loyalty by: Running surveys. Regularly running employee engagement surveys and employee satisfaction surveys helps you understand how motivated your people are to do their work, and how they feel about working for you. Calculating your employee Net Promoter Score (eNPS). This is a way of assessing employee loyalty and identifying ways in which you can improve it. Having one-on-one meetings. Encourage an honest working environment where people feel comfortable having one-on-one conversations with their managers, or with other relevant people. This can be in the form of a regular, scheduled meeting or an informal chat. It’s a good way to connect with professionals to gauge how they feel. What keeps an employee loyal? Employee satisfaction is linked to loyalty. People feel loyal to companies that look after them and that have a positive work culture. But what exactly keeps an employee loyal? There are several common features: Competitive pay Opportunities for professional growth, learning, and career advancement An employer that recognizes people’s achievements, and shows appreciation for their hard work A positive, friendly, and social office environment that’s free from bullying The possibility for professionals to have flexible start times, as well as the freedom to choose between hybrid or remote work An employer that trusts their people’s expertise, giving them the responsibility to make decisions associated with their work An employer that treats professionals with respect, caring about them both personally and professionally A good work-life balance An environment where professionals have all the tools they need to carry out their work effectively An employer that encourages honest employee feedback and openness A management team that helps with the day-to-day tasks when it’s busy, so that everyone feels supported and on the same side How does a loyal employee behave? Loyal employees genuinely care about the company they work for, so they’ll make sure they give you honest advice and feedback to help you improve. They’ll be curious, and look for ways to innovate and help the company grow, but they’re also willing to listen and learn. Loyal employees are passionate about the work they do and will be more productive as a result. They take pride in a job well done, are dedicated, and are willing to work hard when needed—they’ll go the extra mile. A loyal employee is happy and will have a positive influence on their colleagues, and on the company culture, encouraging team spirit. In fact, their enthusiasm will inspire the rest of the team, helping your business to take great strides forward. With such a powerful influence, loyal employees are crucial to your success. How can you improve employee loyalty at your company? Once you’ve measured company loyalty, identify what areas in particular you could improve on. Did work-life balance repeatedly come up as a suggestion in an employee satisfaction survey? Or more competitive salaries? Once you’re aware of the ways in which you can better support your people, you can create a long-term strategy. Find ways to start putting in place the common features that keep people loyal. Remember that the foundation of loyalty is a solid, long-term relationship of trust between you and your team. This kind of relationship can take time to develop, so it may take a while before you see an increase in employee loyalty. After all, you’re changing the culture of the business, which is unlikely to happen overnight. Any strategy you put in place could include actions that you take every week to improve the culture. A great place to start is with regular employee recognition, showing how much you appreciate your people’s hard work through weekly prizes—or even just a conversation. By taking regular action each week, you’ll show your people that you’re listening, and that you care. Because, at the end of the day, what really matters is that you and your managers show that you personally care about each and every person at your company. That’s what nurtures a long-term relationship where your people care about you too, and that’s what will build employee loyalty.

术语表
2024年03月15日

术语表

【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.

术语表
2024年03月14日
术语表

【HR术语】什么是员工援助计划？（What is an employee assistance program？）什么是员工援助计划（EAP）？员工援助计划，简称 EAP，是以工作为基础的计划，旨在发现并帮助团队成员应对可能阻碍他们在工作中发挥最佳水平的个人挑战。从人际关系问题、心理健康问题到药物滥用问题，员工援助计划都是一个组织致力于营造健康、心理稳定和提高生产力氛围的象征。员工援助计划范例 EAP 可以根据每个工作场所的独特需求进行调整和定制。它们可以包括一系列服务，例如：保密咨询。为员工提供一个安全的避风港，让他们可以就个人和工作相关的问题和压力获得指导。法律指导。为从家庭法到财务问题等各种法律情况提供可靠的建议。健康计划。通过以健康为中心的举措（如健身房会员资格和营养咨询）提升员工的幸福感。转介服务。帮助您的团队成员找到有用的外部资源，如康复中心或托儿服务。财务咨询。允许员工获得财务规划方面的援助，尤其是在人生重大转折时期。员工援助计划的益处员工援助计划可为团队成员和组织带来多种益处：提高士气和工作效率。EAP 可以通过解决对员工的注意力产生负面影响的任何个人问题来提高工作效率。减少缺勤。有了 EAP，许多导致缺勤的问题都会得到解决，缺勤率也会大幅下降。增强工作场所的心理健康。EAP 通常会提供心理健康服务，营造一个更健康的工作空间，让员工认识到健康心理的重要性。减轻工作压力。EAP 提供压力管理资源，有助于营造更轻松的工作环境。留住员工。通过为个人问题提供支持，企业可以提高团队成员的忠诚度，降低员工流失率。员工援助计划的缺点尽管员工援助计划有很多好处，但它也有一些潜在的缺点：费用。实施和维护 EAP 可能会造成经济负担，尤其是对小型企业而言。利用率低。团队成员可能会因为缺乏认识、认为有污点或担心保密性而不使用该计划。有效性。EAP 的成功取决于服务质量。如果服务质量不佳或处理不当，该计划可能不会有效，反而会浪费时间和金钱。如何实施员工援助计划推出有效的 EAP 是一个精心策划的过程，涉及多个步骤：第 1 步：确定需求首先要对团队成员进行调查或组织焦点小组，以了解他们的需求以及造成他们压力的原因--无论是经济压力、工作与生活的平衡、人际关系问题还是心理健康问题。这有助于您定制 EAP，以应对团队面临的具体挑战。第 2 步：选择计划现在是时候选择一个能满足团队需求的 EAP 了。这可以是由人力资源部门管理的内部计划，也可以是由第三方专家提供的外包计划。第三步：沟通既然您已经选择了 EAP，下一步就是向您的团队成员介绍它。您可以通过电子邮件、通讯或团队会议等各种沟通渠道，让他们了解该计划的所有细节、服务和好处。营造鼓励使用的环境。其中至关重要的一点是向团队成员保证计划的保密性，减轻他们可能存在的任何潜在恐惧。第四步：培训除了沟通，提供培训课程或研讨会向团队成员介绍 EAP 也很重要。他们应该知道如何使用该计划，并了解该计划能为他们做些什么。第 5 步：监控和调整实施 EAP 并不是整个过程的最后一步；计划的成功取决于持续的监控和调整。定期收集团队成员的反馈意见，审查计划的使用率和成果。它是否有助于减少压力和缺勤？团队成员是否更满意，工作效率是否更高？根据这些信息，您可以做出或大或小的调整，帮助改进 EAP，确保它始终对每个人有益。 EAP 如何影响公司文化？ EAP 可以对公司文化产生积极影响。除了员工的职业贡献之外，EAP 还能传达企业对员工福祉的真诚关怀。通过提供管理个人和职业挑战的工具，EAP 营造了一个包容、支持的环境，其结果往往会提高团队的满意度、参与度和忠诚度，从而促进充满活力的公司文化。营造更快乐、更健康的工作环境通过全面了解什么是员工援助计划，我们可以利用它的益处创造更健康、更有弹性的工作环境。员工援助计划提醒我们，我们的团队成员不仅是员工，也是在复杂生活环境中摸爬滚打的真实的人。通过为他们提供支持，我们投资于组织的力量和整体幸福感，并帮助建立强大、持久的公司文化。以下为文章原文： What is an employee assistance program (EAP)? Employee assistance programs, or EAPs for short, are work-based programs designed to identify and assist team members in handling personal challenges that might be holding them back from performing their best at work. From relationship troubles and mental health issues to grappling with substance abuse, EAPs are a symbol of an organization’s dedication to cultivating an atmosphere of wellness, mental stability, and boosted productivity. Employee assistance program examples EAPs can be adapted and tailored to fit every workplace’s unique needs. They can include a range of services such as: Confidential counseling. Offering a safe haven for your people where they can get guidance for both personal and work-related issues and stresses. Legal guidance. Providing reliable advice for legal situations, from family law to financial issues. Wellness programs. Promoting employee happiness through health-centric initiatives such as gym memberships and nutritional counseling. Referral services. Helping to connect your team members to helpful external resources, like rehabilitation centers or childcare services. Financial advice. Allowing access to aid for financial planning, particularly during significant life transitions. Employee assistance program benefits EAPs provide a wide range of benefits for both team members and the organization: Boosted morale and productivity. EAPs can elevate productivity by addressing any personal issues that are negatively impacting an employee’s focus. Reduced absences. With access to EAPs, absenteeism can significantly drop as many issues leading to absence get resolved. Enhanced mental health in the workplace. EAPs often incorporate mental health services, fostering a healthier workspace that embraces the importance of a healthy mental state. Less workplace stress. Offering resources for stress management, EAPs can contribute to a more relaxed work environment. Employee retention. By providing support for personal issues, an organization can increase team member loyalty and reduce turnover. Disadvantages of employee assistance programs Despite the fact that EAPs come with multiple benefits, EAPs do come with a few potential downsides: Expense. Implementing and maintaining EAPs might be a financial burden, especially for smaller businesses. Under-utilization. Team members might not use the program due to a lack of awareness, perceived stigmas, or confidentiality concerns. Effectiveness. The success of an EAP depends on the quality of services. If subpar or mishandled, the program might not be effective and can be a waste of both time and money. How to implement an employee assistance plan Rolling out an effective EAP is a carefully planned process involving several steps: Step 1: Identifying needs Start with conducting surveys or hosting focus groups with team members to understand their needs and what is causing them stress—whether that’s financial stress, work-life balance, relationship troubles, or mental health concerns. This helps you to tailor your EAP to address the specific challenges facing your team. Step 2: Selecting a program Now it’s time to choose an EAP that caters to your team’s needs. This could be an in-house program managed by your HR department, or it could be an outsourced program provided by a third-party specialist. Step 3: Communication Now that you’ve selected your EAP, the next step is telling your team members about it. You can let them know all of the details about the program, its services, and its benefits through various communication channels like emails, newsletters, or team meetings. Create an environment that encourages its usage. A crucial aspect of this is to assure team members about the confidentiality of the program, alleviating any potential fears they may have. Step 4: Training In addition to communication, providing training sessions or workshops to introduce the EAP to your team members is important. They should know how to access the program and understand what it can do for them. Step 5: Monitoring and adjusting Implementing the EAP is not the final step of the process; the program’s success depends on continuous monitoring and adjusting. Regularly gather feedback from team members and review the usage rates and outcomes of the program. Is it helping to reduce stress and absenteeism? Are team members more satisfied and productive? Based on this information, you can make small or large adjustments that help to improve the EAP and ensure it remains beneficial for everyone. How do EAPs impact company culture? EAPs can positively influence a company’s culture. They communicate the organization’s genuine care about employee wellbeing, beyond their professional contributions. By offering tools to manage personal and professional challenges, EAPs cultivate an inclusive, supportive environment with the result often leading to increased team satisfaction, engagement, and loyalty—contributing to a vibrant company culture. Fostering a happier, healthier working environment Through a comprehensive understanding of what an employee assistance program is, we can harness its benefits to create healthier, more resilient workplaces. EAPs remind us that our team members are not just employees but real people navigating through complex life situations. By supporting them, we invest in the strength—and the overall happiness—of our organization and help build a strong, lasting company culture.

术语表
2024年03月12日
术语表

【HR术语】什么是通知期？（What is a notice period?）什么是通知期？通知期是指从通知某人离职或解雇到其最后一天上班之间的时间。通知期适用于雇员和雇主。打算辞职的人应提前通知雇主，而雇主则应在终止雇佣关系前通知团队成员。在美国，雇佣关系默认为任意雇佣关系：雇主和雇员可以以任何理由终止雇佣关系。由于 "随意 "制度会让人感觉不安全，因此大多数公司都使用雇佣合同来规定条款和条件。英国法律还要求雇员和雇主在离职或解雇时通知对方--通知期的长短取决于雇佣期的长短。不过，要确定通知期的正确程序，雇佣合同仍然必不可少。通知期有哪些不同类型？通知期有几种类型，因为它们根据雇用情况而有所不同：法定通知期。个人或组织在辞职或解雇前需要提前通知的法定最短期限。合同通知期。雇佣合同中规定的通知期，可以超过法定要求（如果有的话）。试用期。试用期内的人员往往会收到较短的通知期，或根本没有通知期。代通知金。组织可能不希望或不需要某人在通知期满后继续工作，允许其立即离职，并支付其在此期间的同等工资。花园假。支付员工正常工资，让其在通知期内不上班，暂时保留员工身份，使其无法在其他地方工作。雇佣通知期有多长？法定通知期是法定的最短通知期，但各国或各州的规定有所不同。有些国家，如丹麦或英国，根据雇用时间的长短要求更长的通知期，并可能规定具体的通知时间。通知期也因雇佣合同以及前团队成员是否有严重不当行为或是否在试用期而不同。通常情况下，通知期从至少两周到数月不等，但对于高级和专业职位，通知期可能会更长，以确保平稳过渡。确定通知期的注意事项在确定合适的通知期时，重要的是要考虑替换一名团队成员需要多长时间。尤其是高级职位，招聘过程可能需要更长的时间。此外，还应该考虑到离职人员在发出通知时可能参与的任何项目。通知期太短可能会让其他团队成员措手不及，从而影响工作表现和工作效率。新员工也可能需要一段时间来熟悉自己的角色。为即将离职的专业人员和新员工之间的顺利交接留出时间，可以减少影响工作效率的时间。合适的通知期可以平衡前团队成员的需求和公司的需求，确保成功交接，使每个人都能保持良好的关系。人力资源部门为什么要关注通知期？制定通知期政策有助于：持续的生产力高昂的士气健康的员工与雇主关系良好的工作场所声誉简而言之，通知期是一种公共礼仪：它能让人力资源人员寻找合适的人选来填补空缺，也能让即将离职的团队成员在精神上和情感上为职业生涯的下一阶段做好准备。人力资源领导者如何才能落实通知期制度？人力资源领导者可以通过以下策略培养一种有效利用通知期的文化：提供雇佣合同。雇佣合同应以简单的语言解释通知期政策，并明确概述雇员和雇主的义务。提出激励措施。公司可以考虑提供遣散费或酌情奖金，以激励团队成员提前通知雇主。在推出任何激励措施之前，请务必让人力资源和法律专业人士对计划进行审查，以确保符合当地政府的遣散费法律规定。利用绩效考核。在绩效考核中记录不令人满意的职业行为，可以让管理者跟踪负面行为模式。在问题升级之前加以解决，可以让员工改善自己的行为，将突然辞职或解雇的可能性降至最低。磨练管理人员的沟通技巧。为管理人员配备解决问题的工具，有助于他们解决问题并确定问题的根源。找出对工作场所不满的原因，可以帮助团队成员判断自己是否真的想离职，从而减少人员流失，提高留任率。在通知期内展示善意。人力资源领导者可以在准备通知时采取移情方法。在通知专业人员解雇时表现出礼仪，可以使雇主和员工之间的离职过程更加友好。什么是求职申请中的通知期？在求职申请中，通知期指的是你需要为当前雇主工作多长时间，才能与公司断绝关系，到其他组织担任新职务。了解自己的可用时间或通知期，就有时间结束正在进行的项目、移交职责，并尽量减少对当前工作场所的干扰。这也为雇主提供了找到合适替代者的机会。实施通知期如何改善公司文化？通知期为终止程序设定了时间表，使双方都能更顺利地过渡到下一阶段。遵守通知期规则体现了对另一方的相互尊重，这是健康雇佣关系的重要组成部分，也是繁荣公司文化的必要条件。以下为文章原文： What is a notice period? A notice period is the amount of time between notification of a person’s departure or dismissal and their last day at work. The notice period applies to employees and employers. Someone who intends to resign should inform their employer in advance, and an employer should notify a team member before terminating employment. In the United States, employment relationships are at-will by default: Employers and employees can end the relationship for any legitimate reason. Because the at-will system can feel insecure, most companies use employment contracts that define the terms and conditions. British law also requires employees and employers to notify the opposite party of departure or dismissal—the length of the notice period depends on the duration of the employment period. However, an employment contract is still essential to determine the correct procedure for the notice period. What are the different types of notice periods? There are a few types of notice periods since they differ based on employment circumstances: Statutory. The legal minimum amount of notice that a person or organization needs to give before resignation or dismissal. Contractual. A notice period that’s specified in an employment contract and can exceed statutory requirements, if any. Probationary. A person on probation tends to receive a shorter notice period, or none at all. Payment in lieu of notice. An organization may not want or need a person to work through their notice, allowing them to leave immediately and paying them the equivalent salary for the period. Garden leave. Paying a person their regular salary to stay away from work for their notice period, temporarily keeping them as an employee so they’re unable to work elsewhere. How long is a notice period in employment? While a statutory notice period is the legal minimum amount of notice, this differs by country or state. Some countries, like Denmark or the United Kingdom, require longer notice periods depending on the length of employment and may specify the exact amount of notice. A notice period also differs depending on the employment contract and on whether the former team member has committed gross misconduct or is on probation. Typically, notice periods range from at least two weeks to several months, but these can be longer for senior and specialized roles to ensure a smooth transition. Considerations for determining a notice period When it comes to determining the right notice period, it’s important to consider how long it will take to replace a team member. This is especially the case for more senior roles where the recruitment process can take longer. It’s also worth accounting for any projects that the departing person may be involved in when they give their notice. Too short a notice period can leave other team members in the lurch, hindering performance and productivity. It may also take a while for a new hire to become familiar with their role. Allowing time for a smooth handover between the departing professional and new hire can reduce time to productivity. The right notice period balances the needs of the former team member with the needs of the company, ensuring a successful transition that keeps everyone involved on good terms. Why should HR care about notice periods? Establishing a notice period policy can contribute to: Continuous productivity High morale Healthy employee-employer relationships Positive workplace reputation In short, the notice period is common decency: It enables HR personnel to search for an appropriate candidate to fill the vacancy and departing team members to prepare mentally and emotionally for the next stage of their career. What can HR leaders do to implement the notice period system? HR leaders can nurture a culture that effectively uses notice periods through these tactics: Provide an employment contract. The employment contract should explain the notice period policy in simple language and clearly outline the obligations of the employee and employer. Present incentives. Companies can consider providing severance pay or a discretionary bonus to motivate team members to notify their employer in advance. Before launching any incentive, be sure to have HR and legal professionals review the plan to guarantee compliance with local government severance pay laws. Leverage performance reviews. Documenting unsatisfactory professional conduct in performance reviews enables managers to track negative behavioral patterns. Addressing a problem before it escalates allows people to improve their behavior and minimize the chances of a sudden resignation or dismissal. Hone managers’ communication skills. Equipping managers with problem-solving tools helps them address issues and determine the root of the problem. Identifying reasons for dissatisfaction in the workplace can help team members decide if they genuinely want to leave their job—reducing attrition and boosting retention. Demonstrate goodwill during the notice period. HR leaders can take an empathic approach when preparing to give notice. Demonstrating etiquette when notifying a professional of dismissal can lead to a kinder disengagement process between employer and employee. What is a notice period on a job application? On a job application, a notice period refers to how much time you’ll need to work for your current employer before you’re able to sever ties with the company and move on to your new role at another organization. Knowing what your availability or notice period is gives time for wrapping up ongoing projects, handing over responsibilities, and minimizing any disruption to the current workplace. It also gives employers the chance to find a suitable replacement. How can implementing a notice period improve company culture? The notice period establishes a timeline for the termination process, enabling each side a smoother transition to the next stage. Adhering to the notice period rules reflects mutual respect towards the opposite party, an essential part of a healthy employment relationship and a necessity for a flourishing company culture.

术语表
2024年03月08日
术语表

【HR术语】什么是岗位轮换？（What is job rotation?）什么是岗位轮换？岗位轮换是一种内部流动形式，团队成员在特定时间内在不同岗位或部门之间流动，使个人获得不同的经验，并对公司的运营有广泛的了解。对于那些勇于创新的组织来说，岗位轮换有很多好处。除其他好处外，它还能提高员工的专业技能、知识和适应能力。它还能降低员工流失率。岗位轮换有哪些好处？技能提高和发展岗位轮换营造了一种鼓励员工学习新技能和新知识的工作环境。这种持续的学习曲线能提高专业技能，使员工适应性更强，成为企业更有价值的一部分。提高员工参与度和满意度单调的工作节奏会让许多人失去动力。提供成长和发展机会（如岗位轮换）的组织可以缓解这种单调感，并提供令人耳目一新的变化，重新点燃人们对工作的热情和承诺。继任规划和人才发展岗位轮换是发掘个人隐藏才能和能力的重要手段，有助于识别在不同岗位上展现潜力的优秀员工，从而鼓励他们寻求更高的发展机会。加强合作与理解接触不同部门为合作创造了沃土。通过岗位轮换，员工可以全面了解公司不同部门之间的相互关系，从而提高团队合作能力。工作轮换有哪些缺点？中断和适应期角色的频繁变化可能导致工作流程和工作效率的中断。人们可能需要时间来适应新的角色和职责，从而在短期内暂时影响工作表现。培训和过渡成本由于需要进行必要的培训，生产力和运营效率也会暂时受到影响，因此岗位轮换可能会产生额外的成本。抵制变革有些团队成员可能对自己目前的角色非常满意，可能会普遍抵制岗位轮换。工作轮换与工作充实岗位充实与岗位轮换的不同之处在于，岗位充实侧重于通过增加责任和自主权来强化现有角色，从而加深员工对现有岗位的投入。岗位轮换则是让团队成员在不同的岗位和部门之间流动，从而拓宽他们的技能和理解范围。成功的岗位轮换案例亚马逊亚马逊有会计和财务工作轮岗计划，为期六个月到两年。这些项目只针对大专院校的本科生，竞争激烈，为亚马逊提供了大量的潜在人才。 ManTech 国防工业公司 ManTech 在世界各地的办事处提供轮岗机会。 ManTech 为那些希望获得更多挑战的人设计了这一计划，让团队成员保持积极性并投入到工作中。微软微软为期两年的财务轮岗计划让财务分析师能够向公司高层领导学习，提高技能，并在完成轮岗后获得更高级的职位。该计划有助于微软的继任规划，并通过提供职业发展机会保持员工的忠诚度。制定岗位轮换政策制定有效的岗位轮换政策需要认真规划和考虑，包括以下步骤：明确目标。确定技能发展和协作的目标和关键绩效指标。资格标准。确定哪些人有资格参与该计划。轮岗期限。明确轮岗时间。与发展目标保持一致。根据员工的职业抱负量身定制轮岗计划。监控成功。通过可衡量的关键绩效指标跟踪效果。实施岗位轮换的最佳实践以下是成功实施岗位轮换计划应牢记的一些最佳实践：评估团队成员的兴趣和技能了解组织员工的兴趣、技能和职业抱负非常重要，这样才能设计出符合他们的轮岗计划，激发他们的独特潜能。提供充分的培训和支持为了最大限度地减少干扰并确保角色之间的平稳过渡，应通过导师制度提供全面的培训和支持。这是一种分享深入知识的绝佳方式，而这些知识只能从实践经验中获得。定期评估和反馈通过衡量关键绩效指标和听取员工反馈，定期评估轮岗的有效性，并做出必要的调整。企业的有力工具岗位轮换是企业内部学习和发展的有力工具。它可以成为员工发展计划的核心部分，但需要在组织的需求和员工的职业目标之间取得谨慎的平衡。当一个组织成功实施岗位轮换计划时，它可以帮助创造一个培养人才、促进成长和推动创新的蓬勃发展的工作环境。以下为文章原文： What is job rotation? Job rotation is a form of internal mobility where team members move between different roles or departments for a specific period of time, allowing individuals to gain diverse experiences and a broad understanding of a company’s operations. Job rotation comes with many benefits for the innovative organizations that embrace it. Among other advantages, it enhances a workforce’s professional skills, knowledge, and adaptability. It also reduces employee turnover. What are the benefits of job rotation? Skill enhancement and development Job rotation builds a workplace environment that encourages people to acquire new skills and knowledge. This continual learning curve boosts expertise, making your workforce adaptable and an even more valuable part of your organization. Improved employee engagement and satisfaction The monotonous rhythm of work can demotivate many of us. Organizations that offer opportunities for growth and development, like job rotation, can alleviate the monotony and provide a refreshing change that reignites people’s passion and commitment to their work. Succession planning and talent development Job rotation can be a valuable aid for uncovering a person’s hidden talents and aptitudes, helping you identify top performers who showcase potential in different roles so you can encourage them to pursue higher opportunities. Enhanced collaboration and understanding Exposure to different departments creates fertile ground for collaboration. Through job rotation, people gain a comprehensive understanding of how different departments in their company interrelate, improving teamwork. What are the drawbacks of job rotation? Disruption and adjustment periods Frequent changes in roles can lead to disruption in workflow and productivity. People may take time to adapt to new roles and responsibilities, temporarily affecting performance in the short term. Training and transition costs Because of the necessary training and temporary disruption to productivity and operational efficiency, job rotation can incur additional costs. Resistance to change Some team members may be perfectly happy in their current roles and may resist job rotations in general. Job rotation vs. job enrichment Job enrichment differs from job rotation in that it focuses on enhancing an existing role by adding more responsibilities and autonomy, deepening a person’s engagement with their current position. Job rotation involves moving team members across different roles and departments, broadening their skills and understanding. Successful job rotation examples Amazon Amazon has accounting and finance job rotation programs that last between six months to two years. These programs are solely for college and university undergraduates and are highly competitive—giving Amazon an abundant source of talented potential hires. ManTech The defense industry company ManTech offers job rotation opportunities in its offices around the world. ManTech designed the program for people who want more of a challenge, keeping team members motivated and engaged with their work. Microsoft Microsoft’s two-year finance job rotation program allows its financial analysts to learn from senior leaders across the company, improve their skills, and receive a more senior role upon completion. The program contributes to Microsoft’s succession planning and keeps its people committed by offering opportunities for career progression. Developing a job rotation policy Creating an effective job rotation policy requires careful planning and consideration that includes the following steps: Clear objectives. Defining goals and KPIs for skill development and collaboration. Eligibility criteria. Determining who qualifies for the program. Rotation duration. Specifying how long rotations last. Alignment with development goals. Tailoring rotations to align with people’s career aspirations. Monitoring success. Tracking impact through measurable KPIs. Best practices for implementing job rotation Here are some best practices to keep in mind to successfully implement a job rotation program: Assess team members’ interests and skills It’s important to understand the interests, skills, and career aspirations of your organization’s people to design a rotation that aligns with them and brings out their unique potential. Provide adequate training and support To minimize disruption and ensure a smooth transition between roles, offer comprehensive training and support through a mentorship system. It’s a great way to share the kind of in-depth knowledge that can only come from hands-on experience. Regular evaluation and feedback Regularly assess a rotation’s effectiveness by measuring key KPIs and listening to feedback from people—making any necessary adjustments. A powerful tool for your organization Job rotation is a powerful tool for learning and development within your organization. It can be a core part of an employee development plan, but it requires a careful balance between your organization’s needs and the professional goals of its people. When an organization successfully implements a job rotation program, it can help create a thriving workplace environment that nurtures talent, fosters growth, and drives innovation.

术语表
2024年03月07日
术语表

【HR术语】什么是工资级别？（What are salary bands?）什么是工资级别？薪带，又称薪酬范围或薪级表，是特定工作职位的薪酬范围。企业将其作为薪酬管理策略的一部分。这些薪带定义了特定类别中职位的最低和最高薪酬水平，在定义的范围内为薪酬决策提供了灵活性--这样，招聘团队就可以选择薪带的穿透水平。薪资范围通过透明度建立员工信任，也有助于吸引和留住优秀人才。薪资范围有哪些示例？以下是一些薪资范围的示例：使用薪级的利弊使用薪带可能是一把双刃剑。虽然它们有很多好处，但也会带来一些弊端：如何创建薪带？创建薪带涉及几个步骤：工作评估：评估组织内每个职位的职责和要求市场调研：通过薪资调查和行业报告收集市场数据，了解类似工作的平均薪资水平确定薪酬范围：根据职位评估和市场调研结果，制定与组织制定的薪酬管理目标相一致的薪酬范围确定薪酬进展：根据经验和绩效等因素，勾画出薪资范围内的薪资晋升空间沟通和实施：向员工明确传达新的薪带结构，并开始实施薪资段和职位等级有什么区别？薪带是适用于某一特定职位、多个职位或职位系列的广泛薪酬范围。它们为在规定范围内设定个人薪酬提供了灵活性。而职位等级则是根据类似职位的价值和对组织的贡献进行分组。每个职位等级都有一个与之相关的特定薪资段，同一等级内的所有职位都有相同的薪资范围。有哪些薪带最佳实践？薪资范围并不是设定后就可以忘掉的。为了确保薪带保持有效，有一些最佳做法需要牢记：定期审查：定期审查和更新薪带，以保持在就业市场上的竞争力数据第一：根据工作评估和市场调研的数据来决定薪资段，以保持准确和公平灵活性：在薪资段内留有一定的灵活性，以考虑到表现优异者，从而给予他们适当的奖励沟通：向所有团队成员明确传达薪酬等级，确保透明度人力资源技术如何帮助维护薪级？有效维护薪级可能会给你增加很多工作。但幸运的是，人力资源技术可以提供帮助。您可以使用薪酬管理软件来轻松管理和跟踪薪级。人力资源技术还可以与薪资调查数据库整合，这样就可以确保薪资范围与最新信息保持一致，并保持竞争力。这样，您就能继续吸引和留住优秀人才。在薪酬方面，人力资源技术还可以帮助你关注公平性。某些工具可以生成关于薪资段分布和薪酬趋势的报告和分析，这样你就可以确保每个人都能获得公平的薪酬。人力资源技术还能让确定奖励和晋升人选变得更容易。您可以将绩效管理系统与薪酬数据整合起来，将薪酬进步与员工绩效挂钩。遵循上述最佳实践，并充分利用人力资源技术，可以帮助你维持公平的薪资段，并成为有竞争力的薪酬计划的一部分--促进公平并吸引最优秀的人才加入你的公司。以下为文章原文： What are salary bands? Salary bands, also known as pay ranges or pay scales, are ranges of salaries for specific job positions. Organizations use them as part of their compensation management strategy. These bands define the minimum and maximum compensation levels for jobs in a particular category, giving flexibility within a defined range for salary decisions—so that the hiring team can then choose the level of salary range penetration. Salary bands build employee trust through transparency and can also help attract and keep talented people. What are some examples of salary bands? Here are some examples of what salary bands tend to look like: Advantages and disadvantages of using salary bands Using salary bands can be a double-edged sword. While they come with a whole host of benefits, they can also bring some disadvantages: How can you create salary bands? Creating salary bands involves several steps: Job evaluation: Evaluate the responsibilities and requirements of each job position within the organization Market research: Gather market data through salary surveys and industry reports to discover average pay rates for similar jobs Establish salary ranges: Based on the job evaluation and market research, set salary ranges that align with the objectives of compensation management outlined by your organization Define pay progression: Outline the pay progression within the salary bands based on factors such as experience and performance Communicate and implement: Clearly communicate the new salary band structure to your people and start putting it in place What’s the difference between salary bands and job grades? Salary bands are broad ranges of compensation that apply to a particular job, multiple job positions, or job families. They offer flexibility for setting individual salaries within a defined range. Job grades, on the other hand, group similar jobs based on their value and contribution to the organization. Each job grade has a specific salary band associated with it, and all positions within the same grade receive the same salary range. What are some salary band best practices? Salary bands aren’t just something that you can set and forget. To make sure they stay effective, there are a few best practices to keep in mind: Regular reviews: Regularly review and update salary bands to stay competitive in the job market Data first: Base salary band decisions on data from job evaluations and market research to keep them accurate and fair Flexibility: Allow for some flexibility within the salary bands to account for exceptional performers, so you can reward them appropriately Communication: Clearly communicate the salary bands to all team members, ensuring transparency How can HR tech help maintain salary bands? Effectively maintaining salary bands can add a lot of work to your plate. But luckily, HR technology can help. You can use compensation management software to administer and track salary bands easily. HR tech can also integrate with salary survey databases, so you can make sure your salary bands are updated with the latest information and remain competitive. That way, you’ll continue to attract and retain talented people. HR tech can also help you keep an eye on equity when it comes to compensation. Certain tools can generate reports and analytics on salary band distribution and compensation trends, so you can make sure everyone gets their fair share. HR tech can also make it easier to identify who to reward and promote. You can integrate performance management systems with compensation data to link pay progression to employee performance. Following the best practices outlined above, along with making the most of HR tech, can help you maintain salary bands that are fair and part of a competitive compensation plan—promoting equity and attracting the best of the best to your company.

术语表
2024年03月06日

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