【HR术语】什么是员工终身价值？（What is employee lifetime value？）
什么是员工终身价值（ELTV）？
员工终生价值（ELTV）是组织用来评估团队成员在整个员工生命周期内的财务价值的指标。
与评估客户在整个关系中为企业带来的价值的客户终身价值（CLV）类似，ELTV 侧重于团队成员通过其技能、想法和文化契合所产生的价值。
为什么衡量 ELTV 很重要？
ELTV能让人力资源专业人员深入了解是什么阻碍了员工充分发挥其生产潜力。这种洞察力可以帮助人力资源领导者制定措施，激励团队成员更多地参与工作，从而最大限度地提高团队成员对公司的贡献。
这些举措反过来又会提高团队成员的ELTV。通过衡量这些计划的进展情况，人力资源专业人员可以证明以人为本的投资回报率，从而更容易获得公司利益相关者的支持，并鼓励进一步进行以人为本的投资。
员工终身价值公式
您可以使用下面的公式计算 ELTV：
ELTV =（团队成员的平均年收入）x（团队成员的平均任期）
通过这个公式，您可以基本了解一个人的 ELTV。不过，为了更清楚地了解情况，还需要考虑以下因素：
生产率和绩效。评估专业人员的生产力、绩效以及对公司目标的整体影响。
留住人才。任期越长，往往意味着知识和经验越丰富，对企业的潜在价值越大。
培训和发展成本。考虑团队成员在整个任期内的培训投资。
薪酬和福利。考虑您为个人提供的整体薪酬方案，包括工资、奖金和福利。
对公司文化的贡献。认可个人在塑造和提升公司文化、促进团队合作以及为工作环境做出积极贡献方面的作用。
如何提高 ELTV
您可以通过应对员工生命周期中的主要挑战来提高 ELTV：缩短生产时间和提高员工保留率。
缩短生产时间
在员工生命周期的开始阶段，新员工需要一段时间来熟悉自己的角色，并充分发挥生产力。
通过缩短生产时间，企业可以帮助新员工在更长的时间内创造最大价值。
缩短产出时间的策略包括改进以下方面：
招聘。全面的招聘流程和有吸引力的福利待遇可确保您招聘到具备适当技能、资质和经验的顶尖人才，从而更快地实现全员生产率。
入职前培训。通过有效的入职前培训，新员工可以在开始工作前处理必要的行政事务，从而迅速提高工作效率。
入职培训。清晰高效的入职流程有助于新员工尽快熟悉自己的角色。
实施留用战略
留住员工的策略可以延长员工生命周期中生产力最高的时期，鼓励他们在贵组织工作更长的时间。
挽留战略可包括：
投资于学习和发展。提供技能发展和持续学习的途径，不仅能充实员工队伍，还能提高他们的士气和敬业精神。
营造积极的工作环境。培养重视多样性、包容性和幸福感的工作场所文化。心情愉悦的员工往往能在组织中待得更久，并能更有效地为组织目标做出贡献。
表彰和奖励优秀。无论是通过奖金、晋升还是公开表彰，赞赏都会大大有助于降低员工流失率和提高 ELTV。
HCM如何改善Amdaris的ELTV
Amdaris 是一家软件开发公司，面临着员工队伍迅速扩大的挑战。他们需要一套人力资源系统，帮助他们在整个员工生命周期内实现流程自动化并加以改进。
通过使用 Bob HCM，Amdaris 能够收集准确的数据，并根据增长率、离职率和平均任期等各种关键绩效指标洞察趋势。
通过这些数据，Amdaris 的管理层清楚地了解了他们的员工及其需求。有了Bob，他们能够创建吸引人的入职前和入职流程，帮助缩短新员工的生产时间。
Bob还使他们能够定期从团队成员那里获得反馈，为留住人才的策略提供依据，从而有机会提高 ELTV。
成功的重要衡量标准
衡量ELTV 可以让您深入了解组织的员工以及帮助他们取得成功的因素。这些洞察力可帮助您实施人力资源计划，使公司发生显著变化。
在向公司利益相关者证明新举措或人力资本管理的投资回报率时，ELTV也很有用。
当企业认识到并培养每个员工所带来的价值时，他们就建立了一种培养人才、推动发展并确保长期成功的文化。
以下为文章原文：
What is employee lifetime value (ELTV)?
Employee lifetime value (ELTV) is a metric organizations use to evaluate the financial value of a team member throughout the employee lifecycle.
Similar to customer lifetime value (CLV), which assesses the value a customer brings to a business throughout their entire relationship, ELTV focuses on the value a team member generates through their skills, ideas, and cultural alignment.
Why is it important to measure ELTV?
ELTV gives HR professionals insight into what could be inhibiting their people from reaching their full productive potential. This kind of insight helps HR leaders put initiatives in place that create incentives for team members to engage more with their work, therefore maximizing the contributions of team members to the company.
These initiatives boost team members’ ELTV in turn. By measuring the progress of these programs, HR professionals can demonstrate the ROI of people-focused investments, making it easier to gain buy-in from company stakeholders and encouraging further people-focused investment.
Employee lifetime value formula
You can use the formula below to calculate ELTV:
ELTV = (Average yearly revenue generated of team member) x (Average tenure of team member)
This equation can give you a basic understanding of a person’s ELTV. However, to get a clearer picture, it’s helpful to also consider the following factors:
Productivity and performance. Assessing a professional’s productivity, performance, and overall impact on the company’s goals.
Retention. Longer tenure often implies more knowledge, experience, and potentially greater value for the organization.
Training and development costs. Factoring in the investment made in training a team member throughout their tenure.
Salary and benefits. Considering the total compensation package you provide to the individual, including salary, bonuses, and benefits.
Contribution to company culture. Recognizing a person’s role in shaping and enhancing the company culture, fostering teamwork, and contributing positively to the work environment.
How to improve ELTV
You can improve ELTV by addressing the main challenges of the employee lifecycle: reducing time-to-productivity and increasing the employee retention rate.
Reduce time-to-productivity
At the beginning of the employee lifecycle, it takes time for a new hire to become familiar with their role and reach full productivity.
By reducing time-to-productivity, an organization is helping a new hire produce the most value for a longer period of time.
Strategies to reduce time-to-productivity include improving:
Recruitment. A thorough recruitment process and attractive benefits packages ensure you’re hiring top talent with the right skills, qualifications, and experience to reach full productivity faster.
Preboarding. With effective preboarding, new hires can quickly become productive by taking care of the necessary admin before starting work.
Onboarding. Having a clear and efficient onboarding process helps new hires familiarize themselves with their roles sooner.
Implement retention strategies
Retention strategies extend your people’s period of peak productivity in the employee lifecycle by encouraging them to stay at your organization for a longer period of time.
Retention strategies could include:
Investing in learning and development. Providing avenues for skill development and continuous learning not only enriches your workforce but also boosts their morale and dedication.
Fostering a positive work environment. Cultivate a workplace culture that values diversity, inclusivity, and wellbeing. A happy workforce tends to stay longer and contributes more effectively to the organization’s goals.
Recognizing and rewarding excellence. Whether through bonuses, promotions, or public recognition, appreciation goes a long way toward reducing employee turnover and increasing ELTV.
How an HCM improved Amdaris’ ELTV
Amdaris, a software development company, faced challenges with a rapidly expanding workforce. They needed an HR system that could help them automate and improve processes throughout the employee lifecycle.
By using the Bob HCM, Amdaris was able to gather accurate data that gave them insights into trends based on a wide range of KPIs, such as growth rate, turnover rate, and average tenure.
Through this range of data, Amdaris’ management had a clear understanding of their people and what they needed. With Bob, they were able to create engaging preboarding and onboarding processes that helped reduce time-to-productivity for new hires.
Bob also allowed them to get regular feedback from team members to inform retention strategies—giving them the chance to increase ELTV.
An essential metric for success
Measuring ELTV can give you key insights into your organization’s people and the factors that help them succeed. These insights help you implement HR initiatives that make a significant difference to your company.
ELTV can also prove useful when justifying new initiatives or an HCM’s ROI to company stakeholders.
When organizations recognize and nurture the value each of their people brings to the table, they establish a culture that fosters talent, drives growth, and secures long-term success.
学习发展
2024年02月27日
学习发展
【HR术语】什么是人力分析？（What is people analytics?）
什么是人力分析？
人力分析是一种以数据为导向的方法，旨在改进有关团队成员和客户的业务决策。人力分析并不完全依赖直觉或传闻经验，而是为人力资源领导者提供全面的数据，以做出有据可依的战略决策。
人力分析整合了人力资源信息系统软件，以收集和检查大量信息，预测趋势，并提供与员工生命周期不同阶段相关的宝贵见解。人力分析也被称为人才分析，公司利用人力分析将合适的人才匹配到合适的岗位上。
人力分析为何重要？
人力分析可对数据进行评估，以加强以下方面的工作：
招聘和录用
入职培训
劳动力规划
薪酬实践
留住人才
绩效
生产力
参与
不仅仅是人力资源部门，所有部门都开始采用人才分析功能。这种转变预示着人力资源自动化程度的提高： 人力资源领导者必须做好迎接这些变化的准备，以提供最新、准确的结果。
利用人力资源自动化工具，人力资源领导者可以做出明智的决策，提升员工体验，促进公司目标的实现。在竞争激烈、不进则退的市场中，人力资源领导者必须表现出灵活性，不断适应工作场所的创新。
人力分析实例
人力资源中的人力分析包括员工生命周期的各个方面。人力分析的例子包括:
流失预测。这包括分析历史数据，找出导致团队成员流失的模式和因素，使您有能力预测哪些员工有离职风险。
招聘优化。人力分析有助于改进招聘方法，以吸引和留住顶尖人才。
绩效分析。这包括评估关键绩效指标（KPI）、目标实现情况和能力评估等绩效数据，以获得有助于识别高绩效人才及其成功因素的见解。
员工参与度。调查数据和情感分析有助于深入了解员工满意度、敬业度以及影响因素。这些信息有助于组织设计提高员工敬业度的措施，并创造更加积极的工作环境。
学习与发展。分析可追踪培训成果、技能掌握情况以及教育计划带来的绩效提升，帮助您优化与业务目标相一致的培训投资。
关键人员分析指标
早期离职率。该指标指的是在公司工作第一年内离职的人员比例。它有助于评估留住人才的努力。
缺勤率。这衡量的是一个人意外缺勤的频率，无论是由于疾病、压力还是其他个人原因。团队成员缺勤率高，说明对工作场所不满意。
参与度得分。这些分数反映了员工对工作和整个组织的投入程度和满意度。
绩效评级。根据预定指标和目标对个人或团队的绩效进行评估。
每次招聘成本。评估招聘流程的总成本，包括广告、面试和入职成本。
如何利用人力分析做出决策
人力资源人力分析的有效性取决于将从数据中获得的见解付诸行动。以下步骤将帮助您为组织做出清晰、明智的决策：
确定目标。明确概述您打算利用人力分析来应对的具体组织挑战。
收集数据。从人力资源信息系统（HRIS）或人力资源管理系统（HCM）、绩效考核、调查及其他来源收集相关数据。
分析。采用统计方法、可视化工具或人力分析平台，从收集的数据中得出有意义的见解。
识别模式。从数据中寻找相关性和趋势，从而深入了解员工行为和组织面临挑战的原因。
做出明智决策。利用从数据中收集到的洞察力，做出有据可依的决策，帮助组织实现其目标。
人力分析仪表盘
人力分析仪表盘是关键人力资源指标和数据的可视化呈现。它提供的关键信息一目了然，如离职率、参与度评分、绩效数据和招聘统计数据。
仪表盘使人力资源领导和管理人员能够跟踪和了解劳动力指标，从而轻松做出明智的决策。用户友好、信息丰富的仪表盘可让利益相关者迅速访问和解释重要数据，而无需完全依赖 IT 部门或分析师。
如何成功实施人才分析系统
将人才分析纳入多个部门需要人力资源领导者挺身而出，指导他人完成这项新举措。人力资源领导者可以通过实施这些做法来支持人员分析的整合：
以身作则。展示对人才分析的熟练程度，或至少是对人才分析的理解，可以让人力资源领导者有效地使用人才分析，并在其他人学习的过程中为他们树立榜样。
观察。人力资源领导者可以确定其组织目前进行的数据收集水平，并注意公司目前使用的数据分析方法，如数据收集技术和类别，以及哪些人力资源领导者对数据负责。
向所有人力资源专业人员介绍人力分析。为所有人力资源人员提供人员分析 "基础培训"，可以提高他们对系统的认识。让人力资源专业人员熟悉人员分析，可以增强他们的能力，同时将这种方法融入公司文化和思维模式。
培训分析团队。教育人力分析专家如何阅读和仔细检查数据、警惕不准确的数据并做出基于数据的决策，这一点非常重要。这些人力资源专业人员决定着人才分析系统的有效性。
注意潜在隐患。公司可以利用人力资源信息系统平台简化、过滤数据，并以易于理解的方式将数据呈现给管理人员。另一个需要注意的挑战是通过数据加密和遵守诚实、公平和透明的政策来保护员工的隐私。
人力分析与人力资源分析
专业人士会交替使用 "人员分析 "和 "人力资源分析 "这两个术语。然而，两者之间是有区别的：
人力资源分析侧重于利用人力资源部门的数据来了解和管理员工。它深入研究团队成员的个人行为、绩效和参与度，旨在优化员工生命周期中的各种人力资源流程。
虽然人员分析也使用人力资源数据，但其关注点超出了这一范围，而是扩展到整个组织中更广泛的数据源，如整体业务绩效、财务、市场营销和销售。它收集更广泛的数据，以获得更深入的见解，为战略决策提供依据。
人力分析趋势
企业接受人员分析的程度以及使用人员分析的方式正在发生变化：
关注员工体验。现在的趋势是改善员工的整体旅程，强调健康和富有成效的远程工作体验等方面。
合乎道德的数据使用。随着人们对数据隐私的日益关注，数据使用的道德考量以及保持数据收集和分析的透明度将受到更多重视。
平台整合。人员分析工具将整合来自企业不同软件和应用程序的数据，从而更容易从单一来源获得所有必要的见解。
多样性、公平性和包容性。人们越来越重视利用人员分析来提高组织内部的多样性、公平性和包容性，而且这种情况只会继续增加。
人工智能集成。人力分析平台开始整合人工智能驱动的工具，以简化数据分析，并从复杂的数据集中获得更深入的见解。
人力分析如何改善企业文化？
人力分析为人力资源领导者、经理和高管提供数据支持，使员工绩效与公司目标保持一致。对这些数据进行有效评估并采取行动，有助于制定有效的招聘和培训策略、提高员工参与度，进而促进公司文化的发展。
以下为文章原文：
What is people analytics?
People analytics is a data-driven method that aims to improve business decisions regarding team members and customers. Rather than solely relying on instinct or anecdotal experience, people analytics provides HR leaders with comprehensive data to make evidence-based, strategic decisions.
People analytics integrates HRIS software to assemble and examine extensive information, predict trends, and provide valuable insights relating to the different stages of the employee lifecycle. Also known as talent analytics, companies use people analytics to match the right talent to appropriate roles.
Why is people analytics important?
People analytics assesses data to enhance the following areas:
Recruiting and hiring
Onboarding
Workforce planning
Compensation practices
Retention
Performance
Productivity
Engagement
Talent analytics is a function that all departments, not just HR, are beginning to adopt. This is a transformation that heralds an increase in HR automation: HR leaders must be ready to embrace these changes to deliver up-to-date, accurate results.
Leveraging HR automation tools enables HR leaders to make informed decisions that elevate the employee experience and promote company objectives. In a competitive, sink-or-swim market, HR leaders must demonstrate agility as they continuously adapt to innovations within the workplace.
Examples of people analytics
People analytics in HR encompasses various aspects of the employee lifecycle. Examples of people analytics include:
Attrition prediction. This involves analyzing historical data to identify patterns and factors leading to team member turnover, giving you the ability to predict which of your people are at risk of leaving.
Recruitment optimization. People analytics can help with refining recruitment approaches to attract and retain top talent.
Performance analysis. This involves evaluating performance data such as key performance indicators (KPIs), goal achievement, and competency assessments to gain insights that aid in identifying high-performing individuals along with the factors that contribute to their success.
Employee engagement. Survey data and sentiment analysis provide insights into employee satisfaction, engagement levels, and the factors influencing them. This information helps organizations design initiatives to improve engagement and create a more positive work environment.
Learning and development. Analytics can track training outcomes, skill acquisition, and performance improvements resulting from educational programs, helping you optimize training investments that align with business goals.
Key people analytics metrics
Early turnover rate. This metric refers to the percentage of people leaving within the first year of working at a company. It helps with assessing retention efforts.
Absence rate. This measures how often a person is unexpectedly absent from work, whether that’s due to sickness, stress, or other personal circumstances. A high absence rate among team members can indicate dissatisfaction in the workplace.
Engagement scores. These capture how committed and satisfied people are about their work and the organization as a whole.
Performance ratings. These evaluate individual or team performance against predefined metrics and goals.
Cost per hire. This assesses the total expenses of the hiring process, including advertising, interviewing, and onboarding costs.
How to use people analytics to make decisions
The effectiveness of HR people analytics depends on putting the insights gleaned from data into action. The steps below will help you make clear and knowledgeable decisions for your organization:
Define objectives. Clearly outline the specific organizational challenges you aim to address using people analytics.
Data collection. Gather relevant data from your HRIS or HCM, performance reviews, surveys, and other sources.
Analysis. Employ statistical methods, visualization tools, or a people analytics platform to draw meaningful insights from the collected data.
Identify patterns. Look for correlations and trends in the data that offer insights into workforce behaviors and the causes of your organization’s challenges.
Make informed decisions. Use the insights you’ve gathered from the data to make evidence-based decisions that help your organization reach its objectives.
People analytics dashboard
A people analytics dashboard is a visual representation of key HR metrics and data. It provides critical information at a glance, such as turnover rates, engagement scores, performance data, and recruitment statistics.
A dashboard empowers HR leaders and managers to track and understand workforce metrics so they can easily make informed decisions. A user-friendly and informative dashboard allows stakeholders to access and interpret essential data swiftly without having to rely exclusively on an IT department or analyst.
How to successfully implement a people analytics system
Incorporating talent analytics into multiple departments demands that HR leaders step up to guide others through this new initiative. HR leaders can support the integration of people analytics by implementing these practices:
Lead by example. Demonstrating proficiency in, or at least an understanding of, people analytics allows HR leaders to use it effectively and set an example for others as they learn the ropes.
Observe. HR leaders can identify the level of data collection they currently conduct at their organization and take note of the prevailing data analysis methods the company uses, e.g., data collection techniques and categories and which HR leaders are accountable for the data.
Introduce all HR professionals to people analytics. Providing people analytics “basic training” for all HR personnel will improve their knowledge of the system. Acquainting HR professionals with people analytics empowers them while infusing this method into the company culture and mindset.
Train the analytics team. It’s important to educate people analytics specialists on how to read and scrutinize data, watch out for inaccurate data, and make data-informed decisions. These HR professionals determine the effectiveness of the talent analytics system.
Be aware of potential pitfalls. Companies can use an HRIS platform to simplify, filter, and present the data in a digestible manner to managers. Another challenge to be mindful of is the essential protection of people’s privacy through data encryption and adherence to an honest, fair, and transparent policy.
People analytics vs HR analytics
Professionals use the terms “people analytics” and “HR analytics” interchangeably. However, there’s a difference between the two:
HR analytics focuses on leveraging the HR department’s data to understand and manage the workforce. It delves into individual team members’ behaviors, performance, and engagement, aiming to optimize various HR processes across the employee lifecycle.
While people analytics also uses HR data, its focus extends beyond this to wider data sources across the organization, such as overall business performance, finance, marketing, and sales. It gathers a broader spectrum of data to gain deeper insights that inform strategic decisions.
People analytics trends
The extent to which organizations embrace people analytics and the ways they use it are already changing:
Focus on employee experience. There’s a shift toward improving the overall employee journey, emphasizing aspects like wellness and productive remote work experiences.
Ethical data use. With the increased concern around data privacy, there’ll be greater emphasis on ethical considerations around data usage and maintaining transparency in data collection and analysis.
Platform integration. People analytics tools will integrate data from an organization’s different software and apps to make it easier to get all the necessary insights from a single source.
Diversity, equity, and inclusion. There’s a greater focus on using people analytics to improve diversity, equity, and inclusion within organizations and this will only continue to grow.
AI integration. People analytics platforms are starting to integrate AI-driven tools to streamline data analysis and derive deeper insights from complex data sets.
How can people analytics improve company culture?
People analytics provides HR leaders, managers, and executives with data to support the alignment of employee performance with company objectives. Effectively assessing and acting on this data contributes to effective hiring and training tactics, employee engagement, and in turn, a robust company culture.
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2024年02月26日
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【HR术语】什么是人才管理？（What is talent management?）
什么是人才管理？
人才管理是一种为实现公司目标而招聘、雇用和吸引高绩效人才的综合方法。作为人力资源管理的一个分支，人才管理提供了一种战略性的综合方法来吸引高素质的专业人才并优化他们的能力。
人才管理的演变
人力资源影响者 Josh Bersin 解释了人才管理的演变。20 世纪 70 年代，该部门被称为人事部，主要负责招聘、支付薪酬和提供基本福利等基本职能。20 世纪 90 年代，该部门转变为更具战略性的人力资源部门，旨在吸引和聘用理想的专业人才。1997 年，麦肯锡公司创造了 "人才管理 "一词。
人才管理涉及哪些方面？
如今，人才管理通过强化战略并将人力资源流程与业务职能相结合，努力提高效率和生产力。人才管理包括：
寻找和招聘
继任规划
绩效管理
学习与发展
薪酬和福利
人才管理为何重要
人才管理使人力资源领导者和管理者能够培养一支优秀的员工队伍，从而促进和加强公司业绩。有效的人才管理有助于：
招聘
参与
激励
留住人才
人力资源专业人员是人才管理流程的领导者。人力资源顾问 Sharlyn Lauby 解释说，人力资源领导者可以通过研究公司的行业、业务流程和劳动力实践来制定有价值的战略。作为企业的利益相关者，人力资源部门有责任确保公司的人才管理战略与业务战略保持一致。
人才管理最佳实践
发展和维护人才管理是一个持续的过程。人力资源从业者可以结合这些实践，推动建立一个强大、动态、灵活的人才管理系统：
制定战略。使人才管理与公司的使命、愿景、目标和业务战略保持一致，以提供战略方向。其中一个关键部分是确定推动公司目标所需的能力和角色，并确定招聘、雇用和吸引人才的方法。
投资于员工的成长。学习与发展计划可以为团队成员提供所需的资源，帮助他们继续向上发展，推动业务成就。发展员工的能力可以提升他们的职业生涯，并促进参与度和留任率。对管理人员进行投资也是有益的，因为他们可以利用自己的重要作用来指导团队成员、激发参与热情和激励积极性。
建立积极的企业文化。人力资源部门的领导者可以通过制定热情洋溢的入职计划、定期表彰员工的成就以及提供有吸引力的员工发展机会，来鼓励蓬勃发展的工作文化。在工作中加强支持、学习和感恩，可以培养一个健康的工作社区。
做出数据驱动的决策。利用关键的人力资源指标来做出明智的决策，可以支持有效的招聘、提高留用率并提升参与度。此外，人力资源主管和首席财务官应开展合作，将人才管理指标与财务数据相结合，为制定更好的人才管理措施提供有力的见解。
全球人才管理挑战
跨国组织必须制定在全球各地分支机构都行之有效的人力资源人才管理策略。
全球人才管理面临一系列独特的挑战。特别是，跨国组织必须驾驭其业务运营所在地的多元文化环境。管理分散在全球各地的团队需要深入了解文化的细微差别、沟通方式、工作偏好和愿望。
此外，管理全球人才的人力资源领导者还必须确保人力资源流程符合各国的法规。
在 "大辞职 "之后，吸引和留住优秀专业人才的竞争变得更加激烈。虽然全球招聘提供了更大的人才库可供选择，但世界各地都在争夺顶尖人才，这使得人才招聘和留住人才成为一项艰巨的挑战。
尽管这些挑战是全球人才管理所独有的，但解决之道却始终如一：实施关爱人才的战略，帮助他们发挥最佳水平。然而，人力资源领导者如何在不同的文化背景下实施人才管理计划可能会有所不同。
人才管理如何改善企业文化？
健全的人才管理系统为健康的企业文化提供了生长和繁荣的沃土。开发战略性人才管理系统是培养高绩效、工作满意度和员工幸福感的关键。当你的员工感到快乐时，他们就更有可能为公司文化注入热情和动力，从而形成一个由参与型个人组成的蓬勃发展的社区。
人才管理趋势
一些现代趋势正在影响着企业吸引、培养和留住人才的方式。对于希望在人才管理领域取得成功的组织而言，紧跟这些趋势至关重要。
其中最主要的趋势是员工体验的重要性与日俱增。随着员工开始寻求有意义、有成就感的工作，企业开始注重营造以员工福利、成长机会和积极向上的工作场所文化为重点的环境。
在大流行病之后，这也与远程和混合工作的兴起不谋而合。公司正在适应团队成员不断变化的期望，提供随时随地工作的灵活性，并制定新举措，以帮助在这些变化中保持生产力和协作。提供灵活的工作方式也是吸引和留住顶尖人才的关键。
人才分析也越来越受到重视，它可以深入了解员工的绩效、参与度和潜在的发展领域。这种分析方法使组织能够在人才招聘、培训和继任规划方面做出数据驱动型决策。
此外，多样性、公平性和包容性现已成为人才管理和招聘专业人员不可或缺的一部分，尤其是年轻一代。各组织正在认识到团队中不同观点的价值，并正在培养包容性的工作场所，以推动创新和工作场所的满意度。
人才管理与人力资源技术
人力资源技术提供高效的人才管理工具，影响员工生命周期的每个阶段。这些解决方案包括：
人才管理系统。人才管理系统为人力资源专业人员提供工具，从招聘到离职，一站式解决人才管理周期的不同方面问题。
申请人跟踪系统。应聘者跟踪系统可提高招聘流程的效率，使招聘人员能够迅速识别和吸引顶尖人才。
绩效管理平台。这些平台利用数据分析实时了解员工的绩效，促进持续反馈和发展。
学习管理系统。学习管理系统为团队成员提供培训和提高技能的机会，使个人成长目标与组织目标保持一致。
员工体验平台。员工体验平台为人力资源领导者提供了创造积极的工作场所文化和快乐员工的工具。
人工智能。从预测候选人的成功率到识别留住人才的模式，人工智能目前在人力资源技术中发挥着核心作用。
随着企业越来越多地接受数字化转型，人才管理与人力资源技术之间的关系对于培养一支能推动成功的充满活力和敏捷的员工队伍至关重要。
以下为文章原文：
What is talent management?
Talent managementis a holistic method of recruiting, hiring, and engaging high-performing people to achieve company objectives. An offshoot of HR management, talent management offers a strategic, integrated approach to attracting quality professionals and optimizing their competencies.
Talent management evolution
HR influencer Josh Bersin explains the evolution of talent management. Known as the Personnel Department in the 1970s, it focused on the rudimentary functions of hiring, paying, and offering basic benefits. In the 1990s, the department transformed into a more strategic form of HR, aiming to attract and engage desirable professionals. In 1997, McKinsey & Company coined the term “talent management.”
What does talent management involve?
Today, talent management strives to increase efficiency and productivity by sharpening its strategies and blending HR processes with business functions. Talent management encompasses:
Sourcing and recruiting
Succession planning
Performance management
Learning and development
Compensation and benefits
Why talent management is important
Talent management enables HR leaders and managers to nurture a stellar workforce to promote and strengthen company performance. Effective talent management contributes to:
Recruitment
Hiring
Engagement
Motivation
Retention
HR professionals are the leaders of the talent management process. HR advisor Sharlyn Lauby explains that HR leaders can develop a valuable strategy by studying the company’s industry, business processes, and workforce practices. As stakeholders in the business, it’s HR’s responsibility to ensure the company’s talent management strategy aligns with business strategy.
Talent management best practices
Developing and maintaining talent management is a continuous process. HR practitioners can integrate these practices to fuel a robust, dynamic, and agile talent management system:
Develop a strategy. Align talent management with the company’s mission, vision, objectives, and business strategy to provide strategic direction. A key part of this is determining the competencies and roles necessary to drive company objectives and identifying methods to recruit, hire, and engage people.
Invest in people’s growth. A learning and development program can provide team members with the resources they need to continue their upward journey and drive business achievements. Developing people’s competencies enhances their careers and promotes engagement and retention. Investing in managers is also beneficial, as they can leverage their crucial roles to coach team members, inspire engagement, and spur motivation.
Build a positive culture. HR leaders can encourage a thriving work culture by incorporating a welcoming onboarding program, regularly recognizing people’s achievements, and offering attractive employee development opportunities. Increasing support, learning, and gratitude at work can nurture a healthy work community.
Make data-driven decisions. Using key HR metrics to make educated decisions can support effective recruitment, increase retention, and boost engagement. Additionally, the heads of HR and the CFO should collaborate—combining talent management metrics with finance data can provide powerful insights into developing better talent management practices.
Global talent management challenges
Multi-national organizations have to develop HR talent management strategies that are effective throughout their branches around the world.
Global talent management presents a unique set of challenges. In particular, multi-national organizations have to navigate the diverse cultural landscapes where their businesses operate. Managing a globally dispersed team requires a deep understanding of cultural nuances, communication styles, work preferences, and aspirations.
Additionally, HR leaders who manage global talent will have to ensure HR processes are compliant with each country’s regulations.
In the wake of the Great Resignation, the competition for attracting and retaining talented professionals has become even fiercer. While recruiting globally provides a larger talent pool to choose from, the competition for top talent is present around the world, making talent acquisition and retention a formidable challenge.
Although these challenges are unique to global talent management, the solution remains the same: implementing strategies that take care of people and help them perform at their best. Nevertheless, how HR leaders apply a talent management program in each cultural context may vary.
How does talent management improve company culture?
A robust talent management system provides fertile soil for a healthy company culture to grow and flourish. Developing a strategic talent management system is key to nurturing high performance, job satisfaction, and employee wellbeing. When your people are happy, they’re more likely to infuse the company culture with enthusiasm and motivation, leading to a flourishing community of engaged individuals.
Talent management trends
Several modern trends are shaping the way organizations attract, nurture, and retain their people. Staying attuned to these trends is crucial for organizations seeking to navigate the realm of talent management successfully.
Chief among them is the increasing importance of employee experience. As the workforce seeks meaningful and fulfilling work, organizations are focusing on creating environments that prioritize wellbeing, growth opportunities, and a positive workplace culture.
In the aftermath of the pandemic, this also coincides with the rise in remote and hybrid work. Companies are adapting to the changing expectations of team members, providing the flexibility to work from anywhere and creating new initiatives that contribute to maintaining productivity and collaboration, despite these changes. Offering flexible work styles is also key to attracting and retaining top talent.
Talent analytics is also gaining prominence, offering insights into people’s performance, engagement, and potential areas for development. This analytical approach enables organizations to make data-driven decisions about talent acquisition, training, and succession planning.
Additionally, diversity, equity, and inclusion are now integral to talent management and recruiting professionals, especially from the younger generations. Organizations are recognizing the value of diverse perspectives among their teams and are fostering inclusive workplaces to drive innovation and workplace satisfaction.
Talent management and HR tech
HR tech offers efficient talent management tools that affect every stage of the employee lifecycle. These solutions include:
Talent management systems. A talent management system provides HR professionals with the tools to address the different aspects of the talent management cycle in one place—from recruitment to offboarding.
Applicant tracking systems. An ATS makes the hiring process more efficient, allowing recruiters to identify and attract top talent swiftly.
Performance management platforms. These platforms use data analytics to provide real-time insights into people’s performance, facilitating continuous feedback and development.
Learning management systems. An LMS provides opportunities for team members to train and upskill, aligning individual ambitions for growth with organizational objectives.
Employee experience platforms. An employee experience platform gives HR leaders the tools to create a positive workplace culture with happy people.
Artificial intelligence. AI is now playing a central role in HR tech, from predicting candidate success to identifying patterns for retention.
As organizations increasingly embrace digital transformation, the relationship between talent management and HR tech is pivotal in cultivating a dynamic and agile workforce that drives success.
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