【HR术语】什么是学习管理系统？（What is a learning management system?）
什么是学习管理系统？
学习管理系统（LMS）是公司用来培训和教育员工、客户和业务伙伴的一种软件。传统的工作培训计划需要亲自参加，耗时数小时或数天。但 LMS 技术简化了这一学习过程。
它为教育内容提供一站式服务，提供包括视频、程序、课程、测验和指南在内的学习选项。这些内容可以是实时的，也可以是录制的，因此身处不同地点、时区和公司的个人都能轻松获取。公司使用 LMS 的目的是:
创建信息内容
在集中的数字位置组织内容
将内容直接发送给目标受众
监控学习进度
促进学习协作
人力资源领导为什么要关注学习管理系统？
学习管理系统软件提供定制化的信息内容，以吸引、激励和培养员工，同时提高生产率和员工保留率。学习管理系统可促进员工的专业成长，推动公司实现业务目标。学习管理系统可以优化人力资源功能，例如：
工作和合规培训
入职培训
技能差距分析
学习与发展
常见的学习管理系统功能和组件
学习管理系统因组织的需求而异。它们提供各种功能，旨在增强学习体验和简化管理任务。
一些常见的功能和组件包括:
用户管理。管理员可以管理用户配置文件、角色和权限，以便学习者可以访问适当的课程和材料。
课程创建。教师可以创建、组织和提供课程。他们可以上传不同类型的内容、设置作业和管理评分。
报告和分析。LMS 可提供有关学员进度、完成率和评估结果的数据，帮助管理员做出明智的决策。
设备兼容性。许多 LMS 都对移动设备友好，学习者可以使用智能手机和平板电脑访问内容和参与课程。
学习管理系统的类型
学习管理系统有多种不同类型：
企业 LMS。专为员工培训和发展而设计，具有合规跟踪、技能差距分析和绩效管理等功能。
开源 LMS。这些平台可定制且免费使用，为希望根据自身具体需求定制系统的组织提供了灵活性。
基于云的 LMS。这些在线学习管理系统由云端托管，具有可扩展性，可从任何有互联网连接的地方进行访问。
托管式 LMS。企业可以将这些 LMS 平台安装在本地服务器或硬件上，从而实现完全控制。
学习管理系统如何工作？
学员和教师可以通过创建用户账户访问企业的学习管理系统。
这些平台可能有预建课程，也可能允许企业轻松创建自己的课程。教师在平台上为学员上传课程资料，如文本、视频、测验和作业。
LMS 通常会生成关于学习者表现和课程效果的报告，因此管理层可以跟踪学习进度。管理员可以利用这些数据进行改进。
如何选择最佳学习管理系统
确定目标。明确概述学习目标和预期成果。
评估可扩展性。考虑 LMS 能否满足您当前和未来的需求。
考虑预算。确定 LMS 的预算，包括初始设置成本和持续维护费用。
确保用户界面友好。确保 LMS 为管理员和学员提供直观的界面。易用性是采用的关键。
检查内容兼容性。检查 LMS 是否支持您计划提供的内容类型，如多媒体和互动元素。
测试集成能力。如果计划将 LMS 与其他系统集成，请确保它能与这些系统协同工作。
评估 LMS 培训和支持。评估不同学习管理系统供应商提供的培训和支持水平。
如何成功实施学习管理系统
明智选择。由于学习管理系统的数量多得令人眼花缭乱，人力资源领导者必须重点考虑为什么要采用学习管理系统，以及学习管理系统将如何帮助他们实现目标。此外，了解不同的学习风格有助于领导者选择一个能促进员工成长和提高绩效的项目。
在内部推广 LMS。要想从 LMS 中获益，每个人都必须参与进来。人力资源专业人员可以采用不同的方法来激励专业人员使用 LMS，例如游戏化、激励措施，以及提前几个月让他们做好使用新 LMS 的准备。
收集反馈。员工的反馈意见至关重要，因为了解团队成员喜欢和不喜欢 LMS 的哪些方面，人力资源领导者就能对 LMS 进行调整，使其更加个性化和用户友好。
与管理人员沟通。为鼓励员工顺利过渡到 LMS，应与管理人员保持定期沟通。支持他们适应和调整新的 LMS，有助于他们带领团队接受新系统。
将 LMS 与传统学习相结合。不应忽视标准的面对面培训。例如，互动式小组研讨会和在职培训仍然很有价值，而且可能正是团队成员所需要的学习方式。人力资源领导者可以使用学习管理系统来补充传统的学习方法，并监控专业人员的学习进度。
学习管理系统如何改善企业文化？
让专业人员发展自己的知识和技能，可以培养工作场所的意义，提高他们的绩效，提升他们对公司的价值。支持员工发展可以让公司建立学习文化，促进业务增长，同时跟上瞬息万变的工作世界。
学习管理系统实例和用例
人力资源学习管理系统用途广泛。以下是一些与 HiBob 集成的平台示例及其部分功能：
360 学习。一个协作式学习平台，可帮助创建个性化的入职体验。
Learnster。一个具有多种用途的 LMS，包括合规性培训，使团队成员了解最新的法律要求和行业标准。
Learn Amp。支持学习和发展的平台。它通过提供具有明确发展路线的发展计划，帮助企业留住顶尖人才。
Auzmor。一个 LMS，专门通过预建和定制课程来提高组织专业人员的技能。
eloomi. 该平台帮助企业创建在线培训学院，提高员工参与度和客户满意度。
学习管理系统的未来趋势
说到 LMS，有几种未来趋势将重塑专业人员的学习与发展：
人工智能和个性化。学习管理系统中的人工智能将提供个性化的学习路径、建议和即时评估，从而节省教员的时间。
微学习。人们的注意力只会越来越短。简短、集中的内容模块将成为常态，以迎合学习者繁忙的日程安排。
增强现实（AR）和虚拟现实（VR）。AR 和 VR 技术将增强身临其境的学习体验。
社交学习。学习管理系统中的社交功能，如与社交媒体、聊天功能和论坛的集成，将使团队成员更容易合作和分享知识。
从学习管理系统中获益
LMS 在培训组织的专业人员及其客户和业务合作伙伴方面可以发挥关键作用。通过了解选择标准和新兴趋势，以及常见的 LMS 类型及其功能，企业将能充分获得学习与发展的好处。
以下为文章原文：
What is a learning management system?
A learning management system (LMS) is a type of software that companies use to train and educate employees, clients, and business partners. Traditionally, work training programs would take place in person over a few hours or days. But LMS technology streamlines this learning process.
It provides a one-stop shop for educational content, offering learning options including videos, programs, courses, quizzes, and guides. The content can be live or recorded so individuals in different locations, time zones, and companies can easily access it. Companies use LMSs to:
Create informational content
Organize it in a centralized digital location
Deliver it directly to the targeted audience
Monitor learning progress
Facilitate learning collaboration
Why should HR leaders care about a learning management system?
Learning management system software provides customized, informative content to engage, motivate, and develop the workforce while boosting productivity and retention. An LMS promotes professional growth in the workforce—propelling the company forward toward reaching its business goals. LMSs can optimize HR functions such as:
Job and compliance training
Onboarding
Skills gap analysis
Learning and development
Common learning management system features and components
LMSs vary depending on the needs of the organization. They offer a wide range of features designed to enhance the learning experience and streamline administrative tasks.
Some common features and components include:
User management. Administrators can manage user profiles, roles, and permissions so that learners have access to the appropriate courses and materials.
Course creation. Instructors can create, organize, and deliver courses. They can upload different types of content, set assignments, and manage grading.
Reporting and analytics. An LMS provides data on learner progress, completion rates, and assessment results, helping administrators make informed decisions.
Device compatibility. Many LMSs are mobile-friendly, allowing learners to access content and participate in courses using smartphones and tablets.
Types of learning management systems
There are a number of different types of LMS:
Corporate LMSs. Tailored for employee training and development, they include features like compliance tracking, skills gap analysis, and performance management.
Open-source LMSs. These platforms are customizable and free to use, providing flexibility for organizations that want to tailor the system to their specific needs.
Cloud-based LMSs. The cloud hosts these online learning management systems, offering scalability and accessibility from anywhere with an internet connection.
Hosted LMSs. Organizations can install these LMS platforms on local servers or hardware, giving them full control.
How do learning management systems work?
Learners and instructors can access an enterprise’s learning management system by creating user accounts.
These platforms may have pre-built courses or may allow organizations to easily build their own. Instructors upload course materials for learners on the platform, such as text, videos, quizzes, and assignments.
An LMS usually generates reports on learner performance and course effectiveness, so management can track progress. Administrators can use this data to make improvements.
How to choose the best learning management system
Define your objectives. Clearly outline your learning objectives and the desired outcomes.
Assess scalability. Consider whether the LMS can accommodate your current and future needs.
Consider your budget. Determine your budget for the LMS, including initial setup costs and ongoing maintenance fees.
Ensure a user-friendly interface. Ensure that the LMS has an intuitive interface for both administrators and learners. Usability is crucial for adoption.
Check content compatibility. Check that the LMS supports the types of content you plan to deliver, such as multimedia and interactive elements.
Test integration capabilities. If you plan to integrate the LMS with other systems, make sure it’s able to work with them.
Assess LMS training and support. Evaluate the level of training and support provided by different learning management system vendors.
How to successfully implement a learning management system
Choose wisely. Because there are a dizzying number of LMSs, HR leaders must focus on why they want to incorporate an LMS and how it will help them reach their goals. What’s more, understanding different learning styles helps leaders select a program that will promote growth and higher performance among the workforce.
Promote the LMS internally. To reap the benefits of an LMS, everyone must be on board. HR professionals can incorporate different methods to motivate professionals to use the LMS, such as gamification, incentives, and preparing them for the new LMS a few months ahead of time.
Gather feedback. Employee feedback is crucial, as understanding what team members like and dislike about the LMS enables HR leaders to adjust the LMS to be more personalized and user-friendly.
Check in with managers. To encourage a smooth transition into the LMS, maintain regular communication with managers. Supporting their adaptation and adjustment to the new LMS will help them lead their teams to embrace the new system.
Fuse the LMS with traditional learning. Standard, in-person training shouldn’t be disregarded. For example, interactive group workshops and on-the-job training are still worthwhile and may be just the learning style team members need. HR leaders can use an LMS to complement traditional learning methods and monitor the progress of professionals.
How can a learning management system improve company culture?
Enabling professionals to develop their knowledge and skills can nurture meaning in the workplace, improve their performance, and boost their value to the company. Supporting employee development allows companies to build a learning culture that facilitates business growth while keeping up with the rapidly changing world of work.
Learning management system examples and use cases
An HR learning management system can have a wide range of uses. Below are some examples of platforms that integrate with HiBob and some of their capabilities:
360learning. A collaborative learning platform that can help with creating a personalized onboarding experience.
Learnster. An LMS with a variety of uses including compliance training that keeps team members up to date with legal requirements and industry standards.
Learn Amp. A platform that supports learning and development. It’s helped organizations retain top talent by offering development programs with clear routes for progression.
Auzmor. An LMS that specializes in upskilling an organization’s professionals with both pre-built and custom courses.
eloomi. A platform that has helped businesses create online training academies that improve employee engagement and customer satisfaction.
Future trends in learning management systems
When it comes to LMSs, there are several future trends that will reshape learning and development for professionals:
AI and personalization. AI in LMSs will offer personalized learning paths, recommendations, and instant assessments—saving instructors time.
Microlearning. Attention spans are only getting shorter. Brief, focused content modules will become the norm, catering to learners’ busy schedules.
Augmented Reality (AR) and Virtual Reality (VR). AR and VR technologies will enhance immersive learning experiences.
Social learning. Social features within LMSs, such as integration with social media, chat functions, and forums will make it easier for team members to collaborate and share knowledge.
Reap the benefits of a learning management system
LMSs can play a pivotal role in training an organization’s professionals as well as its customers and business partners. By understanding selection criteria and emerging trends, along with common types of LMSs and their features, organizations will be able to fully reap the benefits of learning and development.
【HR术语】什么是绩效管理？（What is performance management?）
什么是绩效管理？
绩效管理是一种跟踪专业人员工作绩效和发展其技能的方法，以便他们为实现部门和公司目标做出有效贡献。
绩效管理包括三个阶段，鼓励个人提高绩效水平：
规划。制定和衡量与公司目标一致的个人目标，以便人力资源部门评估专业人员的改进情况。
签到。管理人员和团队成员应定期会面，就需要改进的地方和进展情况进行双向交流。
回顾。全年频繁的签到为管理人员和专业人员进行季度或半年度绩效审查做好准备。这些会议有助于管理者准确评估员工的进步、成就和绩效。
绩效管理的常见步骤
设定期望值。绩效管理首先要为员工设定明确、具体和可衡量的期望。这包括确定工作角色、职责和绩效目标。
持续反馈。定期反馈对专业成长和发展至关重要。这就需要管理者与团队成员不断沟通，讨论进展情况，解决疑虑，并提供指导。及时的反馈可确保员工做出必要的调整，以达到绩效预期。
绩效评估。定期绩效评估是绩效管理的重要组成部分。在这些评估中，团队成员的表现将根据既定的期望值进行评估。
专业发展。人力资源领导和管理人员可与个人贡献者合作制定发展计划，其中可能包括培训、指导和额外职责，以提高技能和能力。
表彰和奖励。表彰和奖励出色的绩效可以保持员工的积极性和参与度。
绩效管理为何重要？
通过持续的纠正性反馈，为专业人员提供切实可行的方法来提高他们的工作绩效，从而增强他们在发展过程中的能力。计划周密、标准化的绩效管理方法可以提高：
留住人才。绩效管理为员工创造了更令人满意的工作体验，并以积极的方式向他们提出挑战--让他们全身心投入工作，从而提高留任率。
员工参与度。当专业人员看到自己的努力得到认可和奖励时，他们就会更加投入工作，对工作和组织更加尽心尽力。
生产力。明确的绩效预期和定期反馈可提高个人和组织的生产力，从而增加收入。
实施绩效管理战略，鼓励个人取得更多成就，做出更大贡献，可以提高他们的自主性和积极性。
人力资源领导者如何才能建立有效的绩效管理？
人力资源领导者可以利用以下绩效管理最佳实践，帮助个人提高技能，发展事业：
确定一个框架。确定一种绩效管理方法，既能实现相关目标，又能准确适应被评估的个人职位。例如，人力资源部门可以实施 360 度审查来衡量人员的发展，同时使用目标管理（MBO）来评估主管的成就。
采取积极的方法。以善意和换位思考的态度对待员工，为激励员工积极成长的检查打下基础。管理者不应给专业人员留下一堆无益的负面反馈，而应明确期望，指导个人如何进步。
培训管理者。管理人员是确保绩效管理取得成功的关键人物。他们与团队成员互动的方式既可以激励他们提升绩效，也可以打击他们的士气，让他们泄气。教育管理人员如何指导员工，可以对参与度和工作效率产生积极影响。
始终如一。员工与经理之间的例行检查能让双方保持联系。小范围的非正式会议可以让专业人员随时了解自己的工作表现： 当季度绩效考核来临时，他们可以随时消化收到的反馈。
跟踪绩效管理指标
关注适当的指标可以更容易地跟踪绩效管理策略的影响。需要监控的关键员工绩效指标包括：
工作效率。衡量一个人在一定时间内能完成多少工作，可以说明哪些方面可以得到奖励，哪些方面还有改进的余地。
每名员工的收入。计算专业人员在特定时间段内创造了多少收入，可以更准确地反映他们的绩效。
错误。如果某个团队成员犯了大量错误，工作质量受到影响，这可能表明他们在努力工作，需要更多的培训和支持。
旷工。衡量专业人员缺勤的频率和时间，可以显示他们对团队和工作效率的影响。
加班。这是管理绩效的一个重要指标，因为它可以帮助雇主防止组织内出现职业倦怠。如果某人的工作时间经常超过其标准工作时间，这可能表明他们有太多的事情要做，或者他们感到有很大的压力要超额完成任务。
绩效管理工具
有多种工具可帮助人力资源领导者和组织有效管理绩效：
360度反馈软件。这类软件可以收集同事、经理和组织其他成员对专业人员的反馈意见，从而全面了解他们的绩效。
绩效评估软件。这些平台可帮助管理人员自动进行绩效评估、设定目标并跟踪专业人员的进展情况。
学习管理系统（LMS）。当一个人难以达到最佳表现时，他们可能需要额外的培训来支持他们。LMS 平台是提供培训和发展计划的绝佳工具，可以提高他们的技能。
员工表彰软件。工作中的表彰会极大地影响员工的工作表现。员工表彰软件可以轻松建立一种文化，对持续达到或超过绩效预期的员工给予认可和激励。
绩效管理如何改善公司文化？
绩效管理系统能够激发员工的潜能，是公司成功的核心要素。定期为员工提供鼓励、支持和指导，能让他们成为公司中乐于奉献、蓬勃发展的一员。因此，这些参与其中的专业人员有助于建立健康、繁荣的工作文化。
以下为文章原文：
What is performance management?
Performance management is a method of tracking professionals’ work performance and developing their skills so they can contribute effectively toward department and company goals.
Performance management involves three phases that encourage individuals to improve their performance level:
Planning. Establishing and measuring individual goals that also align with company objectives allows HR to assess a professional’s improvements.
Check-in. Managers and team members should meet regularly to engage in two-way conversations about areas for improvement and progress.
Review. Frequent check-ins throughout the year prepare managers and professionals for quarterly or biannual performance reviews. These meetings help managers accurately assess people’s progress, achievements, and performance.
Common steps in performance management
Setting expectations. Performance management begins with establishing clear, specific, and measurable expectations for your people. This involves defining job roles, responsibilities, and performance goals.
Continuous feedback. Regular feedback is essential for professional growth and development. This entails ongoing communication between managers and team members to discuss progress, address concerns, and offer guidance. Timely feedback ensures that people can make the necessary adjustments to meet performance expectations.
Performance evaluation. Regular performance evaluations are an important part of performance management. During these evaluations, team members are assessed based on their performance against the established expectations.
Professional development. HR leaders and managers can collaborate with individual contributors to create development plans—which may include training, mentoring, and additional responsibilities—to enhance skills and competencies.
Recognition and rewards. Recognizing and rewarding exceptional performance maintains people’s motivation and engagement.
Why is performance management important?
Providing professionals with practical ways to better their work performance through consistent, corrective feedback empowers them during their development journey. A well-planned, standardized approach to performance management can increase:
Retention. Performance management creates a more satisfying work experience for people and challenges them in a positive way—keeping them engrossed in their work and boosting retention.
Employee engagement. When professionals see that their efforts are recognized and rewarded, they become more engaged and committed to their work and the organization.
Productivity. Clear performance expectations and regular feedback improve individual as well as organizational productivity, increasing revenue.
Implementing a performance management strategy that encourages individuals to achieve more and increase their contributions can foster their autonomy and motivation.
What can HR leaders do to establish effective performance management?
HR leaders can use the following performance management best practices to help individuals sharpen their skills and develop their careers:
Decide on a framework. Identify a performance management method that addresses relevant goals and accurately fits the individual positions under evaluation. For example, HR may implement a 360-degree review to gauge personnel development while using management by objectives (MBO) to assess supervisors’ achievements.
Take a positive approach. Treating people with goodwill and empathy sets the groundwork for check-ins that can inspire positive growth. Rather than leaving a professional with a load of unhelpful, negative feedback, managers should clarify expectations and coach individuals on how to progress.
Train managers. Managers are the key players in ensuring successful performance management. The way they interact with team members can either inspire them to elevate their performance or demoralize and deflate them. Educating managers to coach their people can positively impact engagement and productivity.
Be consistent. Routine employee-manager check-ins enable both parties to maintain a connection. Bite-sized, informal meetings allow professionals to keep a finger on the pulse of their work performance: When the quarterly performance review rolls around, they can readily digest the feedback they receive.
Tracking performance management metrics
Keeping an eye on the appropriate metrics can make it easier to track the impact of a performance management strategy. Key employee performance metrics to monitor include:
Work efficiency. Measuring how much work a person can complete within a certain period of time can indicate what can be rewarded and where there’s room for improvement.
Revenue per employee. Calculating how much revenue a professional generates within a particular time period can give a more accurate picture of their performance.
Errors. If a team member is committing a large number of errors and the quality of their work is suffering, it can be a sign that they’re struggling and need more training and support.
Absenteeism. Measuring how often and for how long a professional is absent from work can demonstrate their impact on a team and their productivity.
Overtime. This is an important metric for managing performance as it can help employers prevent burnout within their organization. If someone regularly works more than their standard hours it can indicate that they have too much to do or that they feel a lot of pressure to overachieve.
Performance management tools
There are a variety of tools available to help HR leaders and organizations manage performance effectively:
360-degree feedback software. This type of software gathers feedback on professionals from their colleagues, managers, and other members of the organization to provide a comprehensive view of their performance.
Performance appraisal software. These platforms help managers automate performance evaluations, set goals, and track the progress of professionals.
Learning management systems (LMS). When a person is struggling to perform at their best, they may need additional training to support them. LMS platforms are an excellent tool for delivering training and development programs that can enhance their skills.
Employee recognition software. Recognition at work can strongly influence people’s performance. Employee recognition software makes it easy to establish a culture that acknowledges and incentivizes people who consistently meet or exceed performance expectations.
How does performance management improve company culture?
A performance management system that empowers people to reach their potential is a core component of company success. Providing individuals with regular encouragement, support, and direction enables them to become contributing, thriving members of the company. As a result, these engaged professionals can help build a healthy, flourishing work culture.
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2024年02月29日
资讯
全球薪资与人力资源公司Deel收购人才发展平台Zavvy,提供免费人力资源信息系统产品
全球薪资与人力资源公司 Deel 宣布已经收购了总部位于德国的人力支持平台 Zavvy。Zavvy 的所有团队成员都将加入 Deel。
总部位于慕尼黑的 Zavvy 是一个人员启用平台，由 Mehmet Yilmaz 和 Joshua Cornelius 于 2021 年创立。它提供了一个涵盖职业发展、绩效管理和培训计划的中心枢纽。Zavvy 的一大与众不同之处在于其嵌入式人工智能技术，可为管理者评估团队绩效和制定个性化职业发展计划提供建议。Zavvy的客户包括Moss、Primer、LoveBonito、TypeForm等。
有了 Zavvy，人力资源领导者可以对优秀员工进行绩效和薪酬分析，提供人工智能支持的 L&D 课程库，并为团队创建定制的职业发展路径和规划模块。这些功能将被整合到一个名为 Deel Engage 的新产品套件中，每个用户每月的费用为 20 美元。
Deel 还宣布，将对任何规模的公司免费提供 Deel HR（以前最多对 200 名用户免费）。学习管理、绩效、人力资源信息系统和合规知识将在业内首次由一家公司以一个价格提供。
这对试图管理全球员工的公司来说是个大消息。通常情况下，企业必须将不同的人力资源和薪资系统以及绩效、福利、股权等整合在一起。现在，Zavvy 集成到 Deel 的薪资和人力资源信息系统中，雇主可以在一个全球记录系统中节省管理费用，提高团队效率和绩效。它为公司的全球员工提供了一个无与伦比的视角，涵盖员工生命周期的方方面面。
这一消息使 Deel 成为首家提供免费人力资源信息系统产品的公司，同时还提供人员管理、记录雇主和承包商招聘、全球薪资、合规专业知识以及内部法律和移民服务。
联合创始人兼联合首席执行官Mehmet Yilmaz在谈到此次收购时说： "我们创办 Zavvy 的初衷是帮助人们释放工作潜能。加入面向未来劳动力的领先人力资源平台 Deel 将大大加速这一使命的实现。两家公司都热衷于推动人力资源领域的创新，专注于在全球范围内招聘和培养优秀人才。
Deel 联合创始人兼首席执行官 Alex Bouaziz 说："Deel 致力于帮助企业发挥其全球团队的最大作用，而 Zavvy 的人工智能技术则处于人力管理和人才发展的最前沿。这是一个完美的契合点--我们的客户正在寻求一站式的人力资源服务，而 Zavvy 的人员管理工具现在填补了我们全球人力资源服务的这一空白。
人力资源分析师兼 3SixtyInsights 管理合伙人 Pete Tiliakos 说："Zavvy 的人员管理技术是对 Deel 全球就业解决方案生态系统的完美补充。Zavvy的加入恰逢其时，它使雇主能够通过高度个性化的学习和发展体验来培养和留住技能与人才，同时为雇主提供了一个符合要求的全球就业和人才充实平台。
关于Deel
Deel是面向全球团队的一体化人力资源解决方案。它帮助企业简化国际员工管理的方方面面，从文化和入职，到当地薪资、合规，再到现在的人员管理。它拥有 130 多个国家实体，管理内部的国内薪资团队，此外还在全球提供雇主记录、承包商、移民和人力资源信息系统服务。
资讯
2024年02月29日
资讯
【HR术语】什么是人力资源运营？（What is HR operations?）
什么是人力资源运营？
人力资源运营（不要与人事运营混淆）是企业内的一项重要职能，负责管理日常人力资源活动的行政和实际工作。
人力资源运营是人力资源部门的支柱，确保各种人力资源流程和系统顺利运行，包括招聘、入职、薪资管理、员工关系、合规等。
人力资源运营的目标是什么？
效率和准确性。优化人力资源流程，减少人工操作，将人力资源操作中的错误降至最低。
合规性。确保遵守劳动法律、法规和公司政策，从而降低法律风险。
良好的员工关系。建立积极的关系，为企业员工提供支持，帮助他们发挥最佳水平。
可扩展性。让企业的员工与公司一起成长，使员工队伍能够不断满足企业不断变化的需求。
人力资源运营的职责是什么？
入职和离职。管理从招聘到离职的整个员工生命周期。
薪资和福利管理。处理专业人员的薪酬和福利，确保准确及时地处理薪资。
数据管理。维护记录和数据的准确性，保护敏感信息。
合规与法律。确保人力资源流程符合劳动法律、法规和公司政策。
劳动力规划。协助制定组织的整体人力资源战略，包括劳动力规划、继任和招聘。
培训与发展。管理培训计划，跟踪员工的进步，确定需要改进的地方，并为职业发展创造机会。
解决冲突。处理专业人员之间的争议。
健康与安全。通过制定安全政策和报告流程以及开展培训，为员工营造一个安全健康的工作环境。
人力资源技术管理。实施并监督人力资源信息系统（HRIS）、绩效管理软件和申请人跟踪工具等软件工具。
人力资源运营经理的职责是什么？
人力资源运营经理负责监督所有人力资源运营的日常运作（人力资源运营总监则负责总体战略）。
他们与其他人力资源领导合作，确保所有流程与公司目标保持一致。
他们监督人力资源员工和人力资源运营专家，确保工作的完成。人力资源运营经理还为员工提供他们可能需要的任何支持。他们将这种支持扩展到整个组织--解决复杂的人力资源问题并提供指导。
人力资源运营经理要寻找机会，实施人力资源最佳实践，提高效率，降低运营成本。他们分析可用的人力资源数据，就资源分配和劳动力规划做出决策，并实施人力资源技术解决方案以提高自动化程度。
人力资源运营经理还有责任随时了解相关法律法规，确保合规。
人力资源运营经理的薪酬是多少？
人力资源运营经理的薪酬因经验、地点、组织规模和行业而异。
但平均而言，他们在美国的年薪约为 123,000 美元，在英国约为 64,495 英镑，在澳大利亚约为 130,000 澳元。
事实上，大型企业中经验丰富的经理人的年薪可能会超过这个数字，最高可达 16.4 万美元、7.5 万英镑和 15.25 万澳元，而那些规模较小或经验较少的经理人的年薪通常在 8.7 万美元、4.7 万英镑或 11.58 万澳元左右。
工作地点对薪酬水平有很大影响，大城市的薪酬通常较高。
人力资源技术如何帮助人力资源运营？
人力资源技术是人力资源运作不可或缺的一部分，因为它有许多好处：
自动化。人力资源技术可将工资单处理、入职和福利管理等重复性工作自动化，从而节省人力资源专业人员通常用于行政管理的时间。
数据管理。人力资源技术解决方案可保持企业专业人员数据的准确性和时效性，从而更好地进行决策和报告。
合规管理。人力资源软件让您轻松遵守最新法规和劳动法。
自助门户。人力资源技术允许员工通过自助门户访问人力资源信息、申请休假和更新个人资料，从而提高了运营效率。
分析和报告。人力资源技术通过数据分析工具深入洞察劳动力趋势，帮助企业做出明智、数据驱动的决策。
招聘和人才管理。许多人力资源工具都具有申请人跟踪、候选人评估和人才管理功能，使招聘和组织劳动力管理变得更加容易。
绩效管理。一些人力资源系统支持绩效评估、目标设定和反馈流程，帮助专业人员发挥最佳水平。
学习与发展。学习管理系统（LMS）等解决方案可让团队成员获得教育资源，并帮助人力资源部门创建和管理专业培训计划。
人力资源运营是现代组织不可或缺的一部分。它能确保公司日常工作的顺利进行，并极大地促进积极的工作环境。最重要的是，它有助于提高工作满意度、提高生产率、改善业务绩效--使专业人员和整个公司蓬勃发展。
以下为文章原文：
What is HR operations?
Human resources operations (not to be confused with people operations) is a crucial function within an organization, managing the administrative and practical aspects of day-to-day HR activities.
HR operations is the backbone of the HR department, ensuring various HR processes and systems run smoothly—including recruitment, onboarding, payroll administration, employee relations, compliance, and more.
What are HR operations’ goals?
Efficiency and accuracy. To optimize HR processes, reduce manual tasks, and minimize errors in HR operations.
Compliance. To ensure compliance with labor laws, regulations, and company policies so that there’s less legal risk.
Good employee relations. To create positive relationships that support an organization’s people, helping them to perform at their best.
Scalability. To enable an organization’s people to grow along with the company so the workforce can continue to meet the business’s changing needs.
What are HR operations’ responsibilities?
Onboarding and offboarding. Managing the entire employee lifecycle, from hiring to exit processes.
Payroll and benefits administration. Handling compensation and benefits for professionals, ensuring accurate and timely payroll processing.
Data management. Maintaining records and data accuracy, as well as protecting sensitive information.
Compliance and legal. Making sure HR processes comply with labor laws, regulations, and company policies.
Workforce planning. Assisting with an organization’s overall HR strategy, including workforce planning, succession, and recruitment.
Training and development. Managing training programs, tracking people’s progress, identifying areas for improvement, and creating opportunities for career progression.
Conflict resolution. Handling disputes among professionals.
Health and safety. Supporting people’s wellbeing with a safe and healthy work environment by establishing safety policies and reporting processes, as well as conducting training.
HR tech management. Implementing and overseeing software tools such as human resource information systems (HRIS), performance management software, and applicant tracking tools.
What is the role of an HR operations manager?
The HR operations manager oversees the day-to-day running of all HR operations (while the HR operations director focuses on the overall strategy).
They collaborate with other HR leaders to make sure all processes align to further the company’s goals.
They supervise HR staff and HR operations specialists, ensuring that work is completed. The HR operations manager also provides people with any support they may need. They extend this support to people across the organization—addressing complex HR issues and offering guidance.
The HR operations manager identifies opportunities to implement HR best practices, boosting efficiency and reducing operational costs. They analyze the available HR data to make decisions on resource allocation and workforce planning and implement HR technology solutions to increase automation.
It’s also the HR operations manager’s responsibility to stay up to date on relevant laws and regulations to ensure compliance.
What is an HR operations manager’s salary?
The salary of an HR operations manager varies based on experience, location, organization size, and industry.
But, on average, they earn around US$123,000 per year in the United States, £64,495 in the United Kingdom, and A$130,000 in Australia, for example.
Highly experienced managers in large organizations can earn more than that—up to US$164,000, £75,000, and A$152,500 in fact—while those in smaller companies, or with less experience, usually earn around US$87,000, £47,000, or A$115,800.
Location has a strong influence on salary levels, with larger cities generally offering higher compensation.
How can HR tech help with HR operations?
HR technology forms an integral part of HR operations because it comes with many benefits:
Automation. HR tech automates repetitive tasks like payroll processing, onboarding, and benefits administration, freeing up time HR professionals typically spend on admin.
Data management. HR tech solutions keep data on an organization’s professionals accurate and up to date, enabling better decision-making and reporting.
Compliance management. HR software makes it easy to stay compliant with the latest regulations and labor laws.
Self-service portals. HR tech improves operational efficiency by allowing people to access HR information, request time off, and update personal details through self-service portals.
Analytics and reporting. HR tech helps organizations make informed, data-driven decisions with data analytics tools that provide in-depth insights into workforce trends.
Recruitment and talent management. Many HR tools come with features for applicant tracking, candidate assessment, and talent management, making it easier to take care of recruitment and the organization’s workforce.
Performance management. Some HR systems support performance assessments, goal setting, and feedback processes, helping professionals perform at their best.
Learning and development. Solutions like learning management systems (LMS) give team members access to educational resources and help HR create and manage professional training programs.
HR operations is integral to modern organizations. It ensures a company’s smooth day-to-day functioning and significantly contributes to a positive work environment. Most importantly, it helps increase job satisfaction, boost productivity, and improve business performance—enabling professionals and the company as a whole to thrive.
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