• 资讯
    【伦敦】数据分析平台Fluent获得690万欧元种子轮融资,以实现其AI驱动的数据分析仪横扫整个工作量的目标 改变决策者获取和使用商业数据方式的数据分析平台 Fluent 宣布完成由 Hoxton Ventures 和 Tiferes Ventures 领投的 690 万欧元种子轮投资。新投资将用于加速 Fluent 突破性技术的开发,并扩大其在欧洲的人工智能和机器学习专家团队。 Fluent 公司成立于 2021 年,是一家由人工智能驱动的数据分析师公司,它能让非技术团队成员用简单的英语直接向数据提出问题,在几秒钟内获得洞察力,并让数据团队免于手动回答临时数据请求的痛苦。 Fluent 公司首席执行官Robert Van Den Bergh说: "数据团队平均有 40% 的时间用于回答来自业务部门的问题。对数据团队来说,这些问题很多都很容易回答,但却使他们无法进行更深入、更具战略性的分析,而这些分析可能会改变他们的业务。借助 Fluent 的自然语言界面,我们可以帮助团队成员自助回答他们的数据问题。 在过去两年中,Fluent 赢得了包括贝恩公司在内的旗舰客户,实现了数据访问的民主化。 贝恩公司合伙人Ian Weber评论说: "Fluent 的平台帮助我们利用 LLMs 对大型复杂数据集进行分析并提供见解。Fluent 允许我们的非技术用户快速、高效、准确地获得所需的答案,尤其是对于预建数据仪表盘而言过于复杂或具体的问题。我们很高兴能探索 Fluent 未来如何帮助我们的客户更好地获取数据和见解。 Fluent 首席技术官Cameron Whitehead补充说:"我们的客户已经采用了 Tableau 和 Looker 等商业智能工具,希望他们的非技术团队成员能够自行查询数据,但很快就发现这些工具技术性太强,导致只有一小部分团队成员真正使用它们。Fluent 就是为了满足那些非数据专家的团队成员的需求而打造的。 自2022年OpenAI的ChatGPT推出以来,各组织一直在对该技术进行测试,以了解在哪些方面可以提高工作效率,而分析Excel文件一直是比较受欢迎的应用之一。然而,能够与组织一起扩展的企业就绪解决方案仍处于萌芽阶段,准确性和信任度方面的担忧限制了该技术的采用。Fluent 弥补了这一缺陷,提供了一个企业就绪的解决方案,让数据团队可以轻松地整理、管理和信任数据。 Hoxton Ventures 合伙人 Charles Seely 评论说: "在一个数据驱动的世界里,目前的数据分析方法是企业的短板,在他们的组织中造成了永久性的瓶颈,拖慢了每个人的速度,阻碍了决策。Fluent 的方法不仅具有创新性,而且是企业迫切需要的,我们很高兴能参与他们重塑企业与数据交互方式的旅程。 Tiferes Ventures管理合伙人、InVision联合创始人Clark Valberg补充说:"Fluent通过在每个组织层级实现实时访问数据驱动的洞察力的民主化,实现了协作智能的全新模式。我相信这是现代企业内部发生的最重要的战略和文化演变。
    资讯
    2024年03月08日
  • 资讯
    【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.
    资讯
    2024年03月08日
  • 资讯
    【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.
    资讯
    2024年03月07日
  • 资讯
    【美国】人力资源技术平台Remofirst获得2500万美元A轮融资,轻松雇佣全球远程团队 Remofirst,全球范围内雇用人才最经济实惠的人力资源解决方案,宣布在 A 轮融资中筹集到 2500 万美元,本轮融资由 Octopus Ventures 领投,现有投资者 QED、Mouro Capital 和 Counterpart Ventures 参投。Remofirst 凭借其一体化雇主记录(EOR)和国际承包商解决方案,帮助企业在 180 多个国家轻松、合规地雇用国际劳动力。Octopus Ventures 是英国和欧洲最大、最活跃的风险投资公司之一。 Remofirst 成立于 2021 年,目前已拥有数千家客户(Zocdoc、世界卫生组织、万事达卡等),自 2022 年初种子轮融资以来,收入增长了 10 倍。Remofirst 打算利用新的资金提供新的产品和服务,并增加新的关键管理人员。 "Remofirst 首席执行官兼联合创始人 Nurasyl Serik 说:"我们的使命是从根本上改善全球远程员工的招聘情况,实现在任何地方都能'自由工作'。"在当前经济形势严峻、风险投资公司对更大轮融资部署缓慢的情况下,这笔额外融资对Remofirst来说是一个巨大的里程碑,因为它验证了我们对未来全球分布式团队的愿景,以及我们经济实惠、易于使用的卓越解决方案。 Remofirst 可帮助企业对全职员工和承包商进行支付、管理和入职,其解决方案可在一个地方管理全球劳动力,并具有最高级别的合规性。作为 EOR 供应商,Remofirst 代表客户在 180 多个国家招聘员工和承包商(员工每月收费 199 美元,承包商每月收费 25 美元)。这样,客户就无需花费数月时间和数万美元在其他国家设立本地实体来雇佣员工。Remofirst 解决方案利用当地的国内法律专家,确保其合同在所有地点都符合规定,避免了分类不当的风险。 Remofirst 作为 EOR,全权负责国际招聘的所有方面,包括合规、薪资、税收和福利。 公司的使命源于两位共同创始人的经历,他们都是移民--Nurasyl Serik(来自哈萨克斯坦)和 Volodymyr Fedoriv(来自乌克兰)。Serik 和 Fedoriv 均在 2023 年被评为福布斯 30 位 30 岁以下高管。 "Octopus Ventures的Nicholas Sando说:"我们很高兴能主导 Remofirst 的 A 轮融资,支持他们的愿景,即让各种规模的企业都能轻松、实惠地利用全球人才。"随着越来越多的公司在全球范围内开展业务,这笔资金将帮助Remofirst在英国等国际市场大幅拓展业务,提供远程招聘解决方案,满足巨大的市场需求。 Remofirst首席运营官兼联合创始人Volodymyr Fedoriv补充说:"我们的竞争对手口口声声说全球人才招聘机会均等,但他们却收取高额费用,为大多数公司设置了准入门槛。我们的定价方式真正实现了全球劳动力使用的民主化,而这正是客户所期待的。 我们的竞争对手在合规性方面也说得头头是道,并在建立本地业务时走捷径,而我们与经验丰富的国内法律专家合作,确保合规性。 Octopus Ventures 领投了本轮融资,现有投资者 QED、Mouro Capital 和 Counterpart Ventures 也提供了支持。Octopus Ventures 的 Nicholas Sando 将加入 Remofirst 董事会。在A轮融资之前,Remofirst于2022年获得了1410万美元的种子轮融资。 关于Octopus Ventures Octopus Ventures是英国和欧洲最大、最活跃的风险投资公司之一,投资和支持改变世界的人才、理念和行业。它在七个领域积累了丰富的专业知识: 它已在英国和欧洲支持了 180 多家企业,包括 Zoopla、WaveOptics 和 Depop 等成功企业。八达通风险投资公司(Octopus Ventures)投资于人和团队,从最初的纸上创意一直到后期的成长阶段,提供资金、专业知识和合作伙伴关系。 Octopus Ventures 为零售和机构投资者管理 19 亿英镑,每年投资 2 亿英镑。它是八达通投资公司(Octopus Investments)的一部分,八达通投资公司投资于将改变世界的人物、理念和行业。请访问 www.octopusventures.com 听取八达通风险投资公司专家的意见。 关于 Remofirst Remofirst 是一个全球人力资源技术平台,帮助企业在全球范围内轻松、经济地聘用人才。Remofirst 致力于实现 "工作自由",使企业能够在全球任何地方获得并合规地聘用人才。Remofirst 由来自哈萨克斯坦和乌克兰的企业家(两人均为 2023 年福布斯 30 Under 30 获得者)于 2021 年创立,在全球拥有数千家客户,包括 Zocdoc、世界卫生组织、剑桥大学和万事达卡。
    资讯
    2024年03月07日
  • 资讯
    【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.
    资讯
    2024年03月06日
  • 资讯
    人力资源公司Deel收购薪资提供商PaySpace,提供更快、更灵活的薪资服务 继上周收购Zavvy 之后,全球人力资源公司 Deel(估值 120 亿美元,在 150 多个国家拥有 2 万多家客户)宣布收购薪资巨头 PaySpace,并实现了 5 亿美元的年经常性收入。首席执行官Alex Bouaziz在下面撰文介绍了这一消息; 我很高兴与大家分享 Deel 收购 PaySpace 的消息!PaySpace 是市场领导者,拥有 20 多年的薪资和人力资源经验。公司在非洲和中东的 44 个国家建立了技术最先进的本地薪资引擎。它拥有超过 14,000 家客户,其中包括喜力、可口可乐和彪马体育等大品牌。我们的团队考察了许多全球薪资管理公司,PaySpace 是其中的佼佼者。 对我们的客户来说,收购 PaySpace 将改变游戏规则,为他们的团队提供真正的全球覆盖和更快、更灵活的薪资服务。这一消息加上我们 2022 年对亚太地区薪资提供商 PayGroup 的收购,使 Deel 成为市场上最全面的人力资源和薪资解决方案之一。 薪资行业的发展并非全球第一。随着时间的推移,公司开发或收购了本地引擎,并将系统拼接在一起,将其作为全球系统进行销售。这导致了薪资错误和延误、糟糕的劳动力体验,甚至是合规问题。直到工作环境变得更加全球化,人力资源领导者才开始意识到薪资系统无法满足需要。全球薪资管理至关重要,但却很难做好。 Deel 成立之初就是一个全球优先的工作解决方案,我们的薪资雄心也不例外。我们为企业客户提供的全球薪资产品是我们增长最快的产品,我们收购 PaySpace 意味着我们现在拥有完整的人力资源堆栈:100 多个国家的实体、本地团队(法律、人力资源、薪资)以及遍布六大洲 50 多个国家的本地薪资引擎。没有其他薪资公司拥有如此多的基础设施。我们的目标是在未来四年内,在同一个本地全球薪资引擎上为 100 个国家提供服务。 PaySpace非常适合 Deel,因为该公司已经是中东和非洲地区的市场领导者,并希望向全球扩张。他们的创始团队才华横溢,带来了大量的薪资管理专业知识和激情,尤其是与全球知名品牌的合作。 我还要自豪地宣布,在公司成立后的五年内,我们的年度经常性收入(ARR)达到了 5 亿美元。之所以能取得这一里程碑式的成就,是因为我们的客户、合作伙伴及其团队对我们的信任。衷心感谢他们和我们出色的团队。让我们继续前进! 我们创办Deel 的初衷是,无论身处世界何处,每个人都应该拥有良好的工作体验。本次收购是朝着实现这一愿景迈出的一大步。 关于 Deel Deel 是面向全球团队的一体化人力资源解决方案。它帮助公司简化国际员工管理的方方面面,从文化和入职,到当地薪资、合规性,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,此外还在全球范围内提供雇主记录、承包商、移民和人力资源信息系统服务。 关于 PaySpace PaySpace从一开始就采用云原生技术,其专有技术旨在以高度安全和高效的方式运行。它专门设计用于为各种规模和行业的组织提供多国薪资和人力资源功能,并内置合规功能。它为薪资和人力资源数据提供了单一的真相--以及在各个层面做出战略决策的工具。PaySpace已扩展到 40 多个非洲国家和中东地区,并即将在英国和巴西推出。它具有可扩展性、可配置性、高度安全性和易用性,允许随时随地访问,以增强薪资和人力资源团队的能力,推动组织发展。
    资讯
    2024年03月06日
  • 资讯
    【阿布扎比】人力资源和金融技术平台RemotePass获得550万美元A轮融资,为全球人才开启新机遇 帮助企业招聘、管理、支付和留住远程员工的人力资源和金融技术平台RemotePass获得550万美元A轮融资。 本轮融资由 212 VC 领投,美国、欧洲和中东地区的投资者跟投,包括 Endeavor Catalyst、Khwarizmi Ventures、Oraseya Capital、Flyer One Ventures、Access Bridge Ventures、A15 和 Swiss Founders Fund。 加上之前来自 BECO Capital、Wamda Capital、Plug & Play 和 Flat6Labs 的投资,此次融资后 RemotePass 募集的资金总额已超过 1000 万美元。 "本轮领投方 212 VC 的董事总经理Ali Hikmet Karabey表示:"自 2023 年初以来,我们见证了 RemotePass 产品的显著增长和出色的客户服务,这坚定了我们对其富有远见的团队和商业模式的信心。 "他说:"通过解决当今劳动力面临的挑战,如人才流动和远程工作,RemotePass 脱颖而出,成为一个关键的推动者。"它将寻求更广泛人才库的公司与以前无法获得全球金融解决方案和流程的新兴市场人才联系起来。" RemotePass 由 Kamal Reggad 和 Karim Nadi 创立,服务于从初创企业到 Spotify、罗技、Paymentology 等大型企业的一系列客户。RemotePass 帮助他们在没有当地法律机构的国家聘用、管理和支付人才。RemotePass 的客户可以在 150 多个国家招聘全职员工和承包商。 "RemotePass 首席执行官兼联合创始人Kamal Reggad说:"我们的平台有助于实现全球机会的民主化,为技术人才提供公平的竞争环境,使他们能够在全球就业市场上竞争。"RemotePass 首席执行官兼联合创始人Kamal Reggad说:"这笔资金为我们的使命提供了动力,使无数人获得成功,帮助全球团队取得成功。 RemotePass 应用程序为远程工作者提供了一系列量身定制的金融服务和福利,包括多种支付方式、美元借记卡以及医疗保险等福利。除了端到端承包商管理平台,RemotePass 还为企业提供 EoR 服务和搬迁支持。 "Wamda Capital 的创始人 Fadi Ghandour 说:"这轮超额认购的融资证明了公司稳健的财务状况、强大的团队和高增长潜力。"瓦姆达资本创始人Fadi Ghandour说:"让我们印象最深刻的是雷加德的创业能力,他在大流行病的困难时期就展示出了这种能力,当时他对公司进行了调整,随后建立了一家伟大的初创公司。 关于RemotePass RemotePass 提供了一个一体化平台,使公司能够在 150 多个国家毫不费力地聘用、支付和留住远程员工。RemotePass 是一款超级应用程序,可确保以员工选择的货币及时付款,并提供无缝的顶级金融服务和福利。有了 RemotePass,人力资源和财务团队就可以绕过繁琐的手工任务,专注于吸引和留住顶尖人才。
    资讯
    2024年03月06日
  • 资讯
    【英国】保险科技公司Yurtle获得137万英镑种子轮融资,解决护理人员职业倦怠 总部位于英国伦敦的保险科技公司Yurtle帮助工作场所应对护理人员的职业倦怠,公司已完成137万英镑的种子轮融资。 本轮融资由 Insurtech Gateway 和 Mustard Seed Maze 领投。 公司打算用这笔资金壮大团队(产品和销售),并发布Yurty。这个名为 Yurty 的解决方案旨在提供可扩展、可负担、超个性化的护理支持,最终消除工作场所护理人员的职业倦怠。 此外,Yurtle 还提供一种创新型保险产品,旨在让员工高枕无忧。一旦员工因疾病或意外事故而无法履行其通常的护理职责,该产品可确保员工获得资金和后备护理专业人员,从而确保对家属护理的连续性。 Yurtle 公司由Antonio Ribeiro创立,提供一种 B2B 解决方案,通过帮助护理人员在其周围建立一个有弹性的护理团队,以及在其健康出现问题时提供一个财务安全网,来防止护理人员的职业倦怠。 这项由雇主支付的员工福利主要面向那些致力于员工福利和性别机会平等的企业人力资源部门。它的应用程序可以帮助员工反思自己所承担的照顾责任--这些责任往往被急于优先满足子女/父母/祖父母/配偶需求的照顾者所忽视,帮助他们获得个性化的建议,使他们成为更有效的照顾者,并告诉他们如何动员现有的网络来分担照顾责任。 Insurtech Gateway 首席执行官Richard Chattock说:"护理是造成女性在高级领导层中代表性不足的最大原因,它是养老金和薪酬性别差距以及女性参与有偿工作比例较低的幕后推手。Yurtle 的产品直接解决了这一不平等问题,为护理人员提供了必要的社区支持和经济保障,使她们在为亲人提供高质量护理的同时,也能照顾好自己的健康和事业。我们很荣幸能够支持 Yurtle 将其产品推广到英国和其他国家。 MSM投资负责人Sofia Queiroz补充说:"考虑到问题的规模和潜在影响,应对老年人口不断增长的挑战一直是我们感兴趣的领域。"然而,在与 Yurtle 会面后,我们才清楚地认识到,在这一领域可以找到可扩展的商业模式。解决与护理相关的财务(保险)和非财务(平台)问题的组合解决方案,加上雇员和雇主分担责任的商业模式,使这成为可能。"安东尼奥和他围绕 Yurtle 组建的团队是解决这一问题的最佳人选,他们将商业、保险、行为科学和与护理人员合作的实际经验结合在一起。 Yurtle 创始人Antonio Ribeiro评论说:"我们相信,没有任何一个系统性挑战比人口老龄化问题更紧迫、更需要解决。我们很高兴能够获得资金,使我们能够继续开发家庭所需的工具,在不牺牲健康的情况下履行照顾亲人的义务。随着Jose Ribeiro正式宣布担任 Yurtle 的董事长,这确实是一项使命,我们希望我们的家人在需要的时候能够得到什么,我们就能给别人什么。 Yurtle 已经获得了英国企业市场 60% 以上的分销渠道。
    资讯
    2024年03月05日
  • 资讯
    【HR术语】什么是预测性人力资源分析?(What is predictive HR analytics?) 什么是预测性人力资源分析? 预测性人力资源分析是人力资源部门用来分析过去和现在的数据以预测未来结果的一种技术工具。预测性人力资源分析以数字化方式挖掘数据,提取、剖析和归类信息,然后识别模式、不规则性和相关性。通过统计分析和预测建模,分析可实现有关人力资源职能的数据驱动决策。 预测性人力资源分析系统让人想起蚯蚓。蚯蚓吸收天然废料和残渣,排出营养丰富的肥沃土壤。预测性分析也是如此,它吸收未使用的原始数据,并将其转化为适用的信息,为更明智的业务决策提供支持。 人力资源预测分析实例 以下是当今组织如何应用人力资本预测分析的一些示例: 招聘。预测分析可帮助人力资源专业人员确定最有效的顶尖人才来源。通过分析成功招聘的历史数据,企业可以将招聘工作重点放在能产生最佳效果的平台和渠道上。 留住员工。预测模型可以分析员工数据,如绩效考核、缺勤率和任期,以识别有离职风险的员工。这样,人力资源部门就可以采取积极措施,如提供职业发展机会或解决工作场所的问题,留住有价值的人才。 劳动力规划。预测分析可以通过考虑退休率、人员流动和新兴行业趋势等因素,预测公司未来的技能缺口。然后,人力资源部门可以制定培训和发展计划,弥补这些差距,确保员工队伍保持竞争力。 员工绩效管理。预测性人力资源分析可根据历史绩效数据预测团队成员的未来绩效。这有助于人力资源团队识别可能成为关键职位潜在接班人的高绩效人员,并帮助他们发现其他人可能落后的原因。 员工参与和福利。预测分析能够发现影响员工敬业度的问题。人力资源专业人员可以通过监控工作量和工作时间等因素,识别可能面临职业倦怠或其他心理健康问题风险的人员。然后,人力资源部门可以为有需要的人提供有针对性的支持和资源。 预测性分析如何帮助人力资源部门? 预测性人力资源分析可以帮助组织预测挑战,从而可以: 避免风险 减少人为错误 预测将在组织中茁壮成长的典型员工情况 加强招聘实践 鼓励实现最佳工作绩效 最终,预测性人力资源分析可帮助人力资源领导者做出清晰明确的决策,从而增加整体利润,提高员工的积极性、忠诚度、参与度和工作效率。 预测性和描述性人力资源分析有何不同? 描述性人力资源分析包括检查历史人力资源数据,以全面了解组织内发生了什么及其原因。 而预测性人力资源分析则不局限于此,而是通过分析历史数据和过去的趋势来预测未来会发生什么,从而使组织有机会采取预防措施或抓住出现的机遇。同时使用预测性和描述性两种人员分析形式的组织,都能为自己带来最大的影响。 如何成功实施预测性人力资源分析系统? 人力资源领导者可以利用以下技巧率先实施有效的预测性人力资源分析: 确定业务目标。人力资源领导者可以与团队合作,确定公司的长期目标,团队成员也可以帮助确定支持实现这些目标的相关指标。 确保透彻理解。预测性人力资源分析是一个复杂的领域,不熟悉数据科学的人力资源专业人员可能会对此感到畏惧。然而,为整个人力资源团队提供一致且多样化的学习选择,可以减轻他们对这一主题的不适感,加深理解,并鼓励员工持续发展。方法之一是鼓励人力资源团队熟悉每种分析算法的基本推理。人力资源部门还可以让数据科学家或人力资源数据分析师参与进来,以确保预测分析流程的最佳运作。 解决道德问题。为了避免对员工的不公平歧视待遇,预测分析团队可以预先防范可能出现的道德问题。公司可能会有意或无意地虐待员工中的特定人群,或者由于不正当的数据驱动推理而偏袒某些团队成员。因此,透明地遵守公司的行为准则和人力资源道德准则至关重要。员工需要知道他们的雇主是公平对待他们的,这样他们才会有参与感,才会有茁壮成长的动力。 利用预测分析的力量。人力资源领导者可以通过将预测分析应用于特定目标,最大限度地发挥其作用。例如,人力资源领导者可以结合预测分析来设计有效的职业发展计划,以解决能力差距和未来的能力需求问题,从而按照员工所希望的学习轨迹对其进行培训。 预测性人力资源分析如何改善企业文化? 预测性人力资源分析提供了一种方法,可帮助领导者做出明智的决策,从而培养一支充满热情和高绩效的员工队伍。有效、合乎道德地使用人力资源分析,可以使公司有能力识别、雇佣、吸引和留住符合公司文化并乐于为公司发展做出贡献的高素质专业人才。 为企业选择合适的预测性人力资源分析工具 选择合适的人员分析软件是人力资源专业人士和企业必须迈出的关键一步,这样他们才能收获人力资源预测分析的所有回报。 工具的选择应符合具体的业务需求、资源和目标。要做出明智的决定,有几个关键点需要牢记: 集成。工具能否与现有人力资源系统无缝集成?兼容性和数据传输的便捷性对于准确的预测建模至关重要。 可扩展性。合适的工具能够随着企业的扩张而扩展人力资源预测分析工作。 用户友好界面。寻找能够提供直观的仪表盘、可视化和报告功能的工具,使人力资源专业人员能够轻松访问和解释洞察力。 可解释性。确保工具对其预测做出解释。这样,您的人力资源团队就能理解为什么会做出某些预测,并采取适当的行动。 数据安全性和合规性。人力资源数据通常包括敏感和机密信息。确保工具遵守数据隐私法规,并有保护数据的安全措施。 支持和培训。考虑工具供应商提供的支持和培训水平。充分的培训和持续的支持对人力资源团队有效使用工具并最大限度地发挥其优势至关重要。 成本和投资回报率。评估总体拥有成本,包括许可费用、实施成本和持续维护费用。通过估算工具的洞察力如何对人力资源成果和组织绩效产生积极影响,计算潜在的投资回报。 用户反馈和评论。向使用过该工具的人力资源专业人士征求反馈意见,并阅读行业内其他组织的评论。他们的经验可以为了解工具的优缺点提供宝贵的见解。 通过仔细考虑这些因素,您可以为您的人力资源团队提供一个预测性劳动力分析工具,从而增强决策能力,推动人力资源战略,促进整体业务成功。 以下为文章原文: What is predictive HR analytics? Predictive HR analytics is a tech tool that HR uses to analyze past and present data to forecast future outcomes. Predictive HR analytics digitally digs through data to extract, dissect, and categorize information and then identify patterns, irregularities, and correlations. Through statistical analysis and predictive modeling, analytics enables data-driven decisions regarding HR functions. Predictive HR analytics systems are reminiscent of the earthworm. The worm ingests natural waste material and residue and excretes nutrient-rich, fertile soil. Predictive analytics, too, intakes unused, raw data and transforms it into applicable information that supports wiser business decisions. Predictive HR analytics examples Here are some examples of how organizations today apply human capital predictive analytics: Recruitment. Predictive analytics helps HR professionals identify the most effective sources of top talent. By analyzing historical data on successful hires, organizations can focus their recruitment efforts on the platforms and channels that yield the best results. Employee retention. Predictive models can analyze employee data, such as performance reviews, absenteeism, and tenure, to identify people at risk of leaving the company. This allows HR to take proactive measures, such as offering career development opportunities or addressing workplace concerns, to retain valuable talent. Workforce planning. Predictive analytics can forecast future skill gaps within a company by considering factors like retirement rates, turnover, and emerging industry trends. HR can then develop training and development programs to fill these gaps and ensure the workforce remains competitive. Employee performance management. Predictive HR analytics can forecast a team member’s future performance based on historical performance data. This helps the HR team identify high-performing people who could be potential successors for critical roles, and can help them discover why others may be lagging behind. Employee engagement and wellbeing. Predictive analytics has the ability to uncover issues that affect employee engagement. HR professionals can identify people who may be at risk of burnout or other mental health issues by monitoring factors like workload and working hours. HR can then provide targeted support and resources to those in need. How does predictive analytics help human resources? Predictive HR analytics assists organizations in anticipating challenges so they can: Avoid risk Reduce human error Forecast the typical employee profile that’ll thrive in the organization Enhance recruitment practices Encourage optimal work performance Ultimately, predictive HR analytics helps HR leaders make crystal-clear decisions that can increase overall profit and nurture employee motivation, retention, engagement, and productivity. What is the difference between predictive and descriptive HR analytics? Descriptive HR analytics involves examining historical HR data to get a thorough understanding of what has happened within an organization and why. Predictive HR analytics, on the other hand, goes beyond this and analyzes historical data and past trends to predict what will happen in the future—giving an organization the chance to take preventive measures or to seize opportunities as they arise. Organizations that use both predictive and descriptive forms of people analytics set themselves up to achieve the greatest impact. How do you implement a successful predictive HR analytics system? HR leaders can spearhead effective predictive HR analytics using the following tips: Define business objectives. HR leaders can collaborate with their teams to identify long-term company goals, with team members also helping determine the relevant metrics that support the achievement of these objectives. Ensure a thorough understanding. Predictive HR analytics is a complex field, and HR professionals unfamiliar with data science can feel intimidated by it. However, providing consistent and diverse learning options for your entire HR team can mitigate their discomfort with the subject, elevate understanding, and encourage continual employee development. One way to do this is to encourage your HR team to familiarize themselves with the fundamental reasoning driving each analytics algorithm. HR can also involve a data scientist or bring an HR data analyst on board to ensure optimal functioning of the predictive analytics process. Address ethical considerations. To avoid unfair discriminatory treatment of employees, predictive analytics teams can pre-empt possible ethical issues that may arise. Companies could intentionally or unintentionally mistreat specific demographics within the workforce or perhaps show favoritism to certain team members due to illegitimate data-driven reasoning. Thus, transparently adhering to the company’s code of conduct and the HR code of ethics is paramount. People need to know that their employers are treating them fairly to feel engaged and motivated to thrive. Harness the power of predictive analytics. HR leaders can maximize predictive analytics by applying it to specific objectives. For example, HR leaders can incorporate predictive analytics to design an effective career development program that addresses competency gaps and future competency needs, allowing them to train people in their desired learning trajectory. How can predictive HR analytics improve company culture? Predictive HR analytics offers a way to help leaders make informed decisions that nurture an enthusiastic and high-performing workforce. Effective and ethical use of HR analytics can empower companies to identify, hire, engage, and retain quality professionals who align with the company culture and are excited to contribute to its growth. Choosing the right predictive HR analytics tool for your business Selecting the right people analytics software is a crucial step for HR professionals and organizations to take, so that they’re able to reap all the rewards of HR predictive analytics. The choice of tool should align with specific business needs, resources, and objectives. There are a few key things to keep in mind to be able to make an informed decision: Integration. Can the tool seamlessly integrate with your existing HR systems? Compatibility and ease of data transfer are essential for accurate predictive modeling. Scalability. The right tool will be able to expand your predictive HR analytics efforts as your organization expands. User-friendly interface. Look for tools that offer intuitive dashboards, visualizations, and reporting features, making it easy for HR professionals to access and interpret insights. Explainability. Ensure that the tool provides explanations for its predictions. That way, your HR team can understand why certain predictions are made and take appropriate actions. Data security and compliance. HR data often includes sensitive and confidential information. Make sure the tool adheres to data privacy regulations and has security measures to protect your data. Support and training. Consider the level of support and training provided by the tool’s vendor. Adequate training and ongoing support are essential for HR teams to effectively use the tool and maximize its benefits. Cost and ROI. Evaluate the total cost of ownership, including licensing fees, implementation costs, and ongoing maintenance expenses. Calculate the potential return on investment by estimating how the tool’s insights can positively impact HR outcomes and organizational performance. User feedback and reviews. Seek feedback from HR professionals who have used the tool and read reviews from other organizations in your industry. Their experiences can provide valuable insights into the tool’s strengths and weaknesses. By carefully considering these factors, you can empower your HR team with a predictive workforce analytics tool that enhances decision-making, drives HR strategies, and contributes to overall business success.
    资讯
    2024年03月05日
  • 资讯
    【伦敦】创新数字健康平台 Vitrue Health 完成了400万美元的融资 在推动职场健康方面迈出重要步伐的同时,伦敦的创新数字健康平台 Vitrue Health 最近宣布,成功完成了400万美元的融资。这次资金的增加,将公司总融资额提升至700万美元,标志着该公司在打击职场肌肉骨骼问题(MSK disorders)方面迈出了关键一步。 Vitrue Health 以其针对普遍存在且因混合式和远程工作模式日益严重的肌肉骨骼健康(MSK health)问题的创新方法,在健康科技领域脱颖而出。该公司的数字平台 Vitrue VIDA,采用最前沿的计算机视觉和生物力学分析技术,提供个性化、基于数据的健康评估,旨在不仅减轻肌肉骨骼疼痛,还确保远程、办公室及混合型团队符合显示屏设备(DSE)健康标准。 近期的融资轮由行业领导者 MC Ventures 和 Hambro Perks 领投,同时得到了 Simplyhealth Ventures、Crista Galli Ventures 以及科技创业者 Chris Bruce 的重要支持,这反映了市场对 Vitrue Health 使命和技术实力的高度认可。这笔新资金将被用于实施雄心勃勃的扩展战略,计划扩大团队并将服务推广到美国和欧洲。 在 CEO Shane Lowe 的领导下,Vitrue Health 不仅是一家公司,它更象征着朝着更健康、更高效的劳动力前进的运动。通过着眼于解决肌肉骨骼不适的根源,该平台正彻底改变企业如何关注员工健康与安全。这一策略已经获得了包括 Bupa、NHS、Hastings Direct 和 Campari 等著名机构的信任,证明了平台的有效性和扩展能力。 在全球工作方式趋向更加灵活的今天,Vitrue Health 的解决方案变得尤为重要。该公司致力于利用科技改善职场健康,这一承诺展示了创新在促进更安全、更舒适和更高效的工作环境方面的巨大潜力。 随着 Vitrue Health 的不断发展和进步,它的旅程成为了在持续对抗职场相关健康问题中,希望与创新的象征。这家开拓者公司的未来前景光明,因为它正引领着全球企业将肌肉骨骼健康作为重中之重。
    资讯
    2024年03月05日