Gusto （Zenpayroll）创始人给早期HRTech创业者的建议作者：Tomer London
当我们在2012年冬天从Y Combinator毕业时，我们拥有相当有限的工资产品和少数早期本地客户。今天，我们很自豪地为全国各地超过6万名充满激情的小企业提供现代化的薪资，福利和人力资源服务。
上周，我开车到山景城（Mountain View），迎接了新的YC Winter '18新一批，并分享我们在成长过程中学到的一些种子阶段的经验教训。我很乐意在这里分享这些信息，并希望他们也会对其他企业家有所帮助。
在种子轮后你的头号优先事项：找到你的10X-er
我真的相信要建立一个伟大的产品，你应该做的第一件事就是建立一个优秀的团队。
那么谁应该是你的第一个雇员？找出你需要球队以两到三个超级大国区分从竞争产品。然后聘请每个超级大国的团队成员。如果你选择正确的话，这些人将成为10x-ers谁将为您的长期产品差异化奠定基础。
例如，我们最大的竞争对手ADP和Paychex分别成立于1949年和1971年，远在互联网之前。因此，他们几十年来的重点就是遵守法规和声誉。我们知道，现代的，愉快的体验设计对于打乱我们的行业至关重要。因此，我们的第一个雇佣人员和10x-er是一位出色的产品设计师，他帮助我们打造了一种客户无法停止夸夸其谈的产品体验。
在面试候选人时，优化他们的优势，而不是缺乏缺点。例如，找到一位在体验设计和前端开发方面出色的设计师是理想的选择。但通常情况下，最好的将在一个而不是另一个中变得更强。雇用他们的力量，庆祝他们的伟大工作，并与他们互补的团队成员。创业公司是一项团队运动。
当你找到符合你要找的人的时候，关闭他们就像你的生活依赖于它！
始终关注人才
不要采用招聘的捷径。假阴性雇员比假阳性雇员差100倍。
有时创始人在感到时间压力时会妥协（“但我只需要两名工程师就可以快速启动我的下一个版本”）。为了避免陷入绝望，总是在寻找人才。保留一个伟大的人与超级大国的名单，将区分你的公司，要求介绍他们，并分享你在做什么。我从不后悔花时间认识优秀的人。
我在Gusto托创造的一些最佳雇用人员是我多年以前认识的供应商，同行企业家，同学和同事。我们多年保持联系，并与他们分享我的旅程，寻求反馈和想法。当合适的机会来临时，他们加入我们的团队，帮助我们发展到今天的地步。
Josh Reeves和Tomer London与最近一批YC公司进行了会谈。Gusto的第三位共同创始人Eddie Kim当时正在旅行。将您的产品量身定制给遇到麻烦的客户群
要找到适合的产品市场，寻找极度的挫折感。找到一套完全被他们当前的解决方案所激怒的客户群。这些客户可能被当前的供应商遗忘，或者只是非常小众而且很难理解。
在Gusto的情况下，我们的行业历史上忽视了小企业或拒绝为他们服务。结果，58％的小企业仍然用笔和纸来管理工资，而且由于工资差错，每年有40％的企业被罚款。
这是疯了，小企业应该更好。他们理所当然地生气。
将您的产品定制到一个令人生气的客户群。在他们习惯于痛苦的地方让他们感到愉快。赢得忠诚的推动者，他们会通过起伏来坚持你，并引用其他人。在古Gusto我们都是关心小企业。我们维持70岁以上的网络促销员分数（Net Promoter Score），而我们的大多数竞争对手的分数均低于零。如果这是有线行业，我们的竞争对手就像康卡斯特，而我们是Netflix。
对你的行业的未来充满自信
初创公司的创始人应该在五年，十年甚至二十年内对他们的行业看起来如何有强烈的假设。为了告知您的愿景，请花更多时间与潜在客户在一起，了解他们今天的身份，并了解他们随着时间的推移成为什么人。
简单的客户访谈是不够的，因为您只能询问客户当前的期望，而不是他们未来的期望。相反，制作逼真的解决方案原型并展示给客户观察他们的反应。寻找“哇”的时刻，当你找到他们时，不要放手。我推荐GV Design Sprint方法论来搜索哇。
例如，在我们的客户完成待办事项列表中的所有任务后，例如运行工资单，我们祝贺他们并用冰淇淋锥让他们微笑。
定义好工艺并为之奋斗
随着团队尽可能快地移动，留下精湛技艺是很容易的。但是，如果您发货，客户会注意到，团队成员会注意到。每个人都注意到。
在Gusto，我们的工程和设计团队花费了25％的时间来处理技术和设计债务，重新审视和改进旧代码和设计。我们最近也开始做Polishathons，并且一直在努力提高我们的代码质量。
要建立一个伟大的产品，定义什么好工艺对你来说意味着什么。然后，总是争取维护它。
谢谢阅读！我会遵循我自己的建议，并以招聘结束。如果你喜欢这些想法，那么来自哪里更多。
I’m a Cofounder of Gusto, Here’s the Advice I Give Every Startup Founder
以上由AI自动翻译，HRTechChina 倾情呈现，仅供参考。
头条
2018年03月12日
头条
回顾 Google Hire 半年我们发现Google 进入HRTech的决心-- It’s Not Slowing Down去年7月的时候，我们发布了Google做ATS服务了。。刚宣布推出了一个与G Suite集成的新招聘应用程序，直白点讲就是GOOGLE做ATS服务了
现在过去半年多了，我们看下Googel Hire怎么样了，进入HRTech的决心是否有减弱呢？很多人当初并不看好Google。
实际上我们发现：
· 与Gmail 的整合
随着超过十亿包月用户强劲增长，该平台是消费者渗透的主宰。也就是说，使用Gmail增强其Google Hire服务非常合理，不仅从用户角度而言，也是一个战略。
· 全美TOP25的ATS 排名 24
Ongig的一份新报告称，Google Hire现在是所有调查中排名第24位的ATS，享受0.78％的市场份额。这不是一个惊天动地的份额，但考虑到它已经不到一年了，而且它已经比爵士HR，Kronos和CATS等老的定时器更大了，那么它不算太破旧。这份报告 追踪了4,218名高层雇员和他们使用的ATS。
· 中小企业ATS TOP10
同样的Ongig报告称，Google Hire已经是中小企业的10强供应商，或者是那些开放职位少于25人的公司，占据2.65％的份额。Greeenhouse 首次以17.13％排在第一位。Google也是整体上增长最快的ATS，但考虑到它从零开始，这并不令人意外。Ongig表示，“谷歌继续与他们的新ATS软件取得进展。如果他们真的为此付出，他们可能会成为前10名安非他明类兴奋剂。“
· Cloud Job很快进入正式版本
google 喜欢用beta版本出名，但是这次他们很快可能会推出正式的API
· 没有足够的网络档案，但是会有新动作
Google可能没有LinkedIn所拥有的用户数据，但是整合专业档案数据的网络可能会非常迅速地使其真正变得非常危险。这不是直接来自该公司的任何人，但我的消息来源说，即将到来的事情将使Google雇用一个宝库来搜索候选人，然后是一些“酷炫的AI功能”。
但是我们知道他们的目前大部分ATS客户的职位空缺少于25个。
最后我们判断
Google会看看它是否开始吃自己的狗食。正如Ongig在其报告中所言：“Google ATS的一个里程碑事件就是Google / Google何时将Google Hire作为ATS系统用于其庞大的内部人员。
这意味着谷歌将其扩展为真正的企业级ATS，可以吸引大型财富500强雇主。
以上是Google Hire 的半年总结。
由AI 翻译完成，仅供参考。
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英文版本：
Check it.
Gmail integration.There are fewer advantages Google has that are more impactful than Gmail. With over 1 billion monthly users strong, the platform is a juggernaut of consumer penetration. That said, using Gmail to boost its Google Hire offering makes perfect sense, from not only a users perspective, but also a strategic one. Checkout its YouTube video detailing the latest update.
Top 25 ATS.A new report from Ongig says Google Hire is now the No. 24 most popular ATS across all it surveyed, enjoying 0.78 percent of the market. Not an earth-shattering share, but considering it has been less than a year, and it’s already bigger than old timers like Jazz HR, Kronos, and CATS, then it’s not too shabby. The report tracks 4,218 top hirers and the ATS they use.
Top 10 ATS for SMBs.The same Ongig report says Google Hire is already a Top 10 provider to SMBs, or those with less than 25 open jobs, translating to a 2.65 percent share. Greenhouse came in first with 17.13 percent. Google was also the fastest-growing ATS overall, but considering it started at zero, that’s not that big of a surprise. Ongig said, “Google continues to make headway with their new ATS software. They could be a top 10 ATS if they really go for it.”
Cloud Job Discovery coming out of private beta soon? Google is infamous for keeping things in beta for a really long time, until it really feels comfortable officially unleashing it on the public. Its job search API tool, used by sites like CareerBuilder to improve the search experience, is rumored to be coming out of private beta soon. The move says Google is taking the solution seriously and is iterating it accordingly. Pretty soon it is going to have some really good data to help make Google for Jobs that much better.
Early rumblings of some sort of web profile search? Definitely, maybe.Google may not have the user data that LinkedIn has, but aggregating the entire web for professional profile data could certainly make it really dangerous really quickly. This isn’t from anyone at the company directly, but my sources say something is coming that will make Google Hire a treasure trove for sourcing candidates, followed by some “cool AI features.”
Google Hire Gmail Integration Screenshot
New feature by new feature, Google continues to show that it’s serious about employment and really making a dent in the market. Granted, it’s still early, and most of its current ATS customers have less than 25 job openings. However, at this rate, if it doesn’t succeed, it doesn’t look like it’ll be for a lack of effort, money, and people power.
We’ll see if it ever starts eating its own dog food. As Ongig says in its report, “A telling milestone for the Google ATS is whether/when Google uses Google Hire as the ATS system for its own huge volume of internal hires. That would mean that Google scaled it to be a true enterprise-level ATS that could appeal to large Fortune 500-level employers.”
火热的全球经济下人力资源应该如何适应？The Red Hot Global Economy: How Should HR Adapt?
我们生活在有趣的时代。几十年来，全球经济第一次增长。失业率达到30年来的最低点，薪水开始上涨，雇主正在大力争夺一套新的技能。（根据LinkedIn的说法，“机器学习技能”现在是最热门的，在过去的五年中，这项工作的需求增加了近10倍。）
我们看到很多证据表明就业市场非常火爆。根据ADP最近的一项研究显示，美国近5％的员工每个月都会换工作，其中60％是自愿的。人们为什么换工作？对超过1400万名员工进行研究的ADP研究表示，头号问题是薪水。人们找到更高薪的职位，所以他们移动。
虽然这对经济有利，但对雇主而言将会越来越难。正如我记得2000年的“网络公关”时间（以及后来的崩溃），在这些高就业时期，就业市场变得竞争激烈，工资上涨，雇主必须更加努力地吸引技术熟练的人。如下图所示，这就是现在正在发生的事情。我们接近韩战以来没有看到的失业率。
首席执行官感到压力
这个问题现在已经到了董事会的空间。最新的会议董事会首席执行官研究表明，“寻找和留住人才”现在是首席执行官头脑中的首要问题。高管们担心组织能力，领导力，留存率和参与度以及他们的就业品牌。有需求技能的人（例如工程师，专家，销售人员等）开始表现得像电影明星一样：游说高薪，比较雇主彼此，并希望公司不断改善工作经验。
我刚刚参加了一家大型全球性公司的200强领导力活动，人们关心的第一个话题是如何吸引更多高潜力进入公司，发展领导力渠道，并计划随着自动化变革的发展而发生的技能和工作变化。首席执行官亲自要求每位经理“负责建立你的领导力管道”。
人力资源部门面临压力
我们人力资源部门正在处理这个问题。每个人力资源部门都在讨论就业品牌，员工敬业度和员工经验等主题。我们的全球客户之一已经开始为所有10万以上的人员开发“员工角色”，所有这些都旨在学习如何理解和改善公司各个层面的工作体验。
这些事情很重要。如果你的公司在社交媒体网站上没有得到很好的尊重或低评价，你现在发现招聘越来越困难。虽然业务可能很好，但在别的地方可能会更好。销售人员，工程师，科学家，产品专家甚至入门级员工倾向于转向发展速度更快的公司，往往让陷入困境的公司陷入波澜。
这种经济环境迫使我们改变人力资源的优先事项。在当今的经济环境中，我鼓励人力资源团队专注于生产力，参与度和留任率，现在是时候仔细审视您的奖励和附带福利。大多数公司正在制定福祉计划，他们正在实现工作环境的现代化，许多公司已实施免费午餐，免费晚餐，免费洗衣以及免费的健身和锻炼计划等项目。在硅谷，多年来对于员工福利的战争不断升级。如果你不提供美味的早餐，午餐（通常是晚餐），你根本无法吸引工程师。人们认为这些福利是他们报酬的一部分，他们比较他们工作中的食品成本。
在我的职业生涯中，我经历了几个这样的经济周期，而且我的经验表明，虽然许多员工留在原地，但是高潜力人员，创收人员以及经验丰富的领导者都有很多机会，所以我们必须仔细观察它们。
快速移动人员。扩大您对潜力的定义。
在这样的经济体中有很多事情需要考虑。一种是重新思考你的传统继任管理计划，并找到一种更持续提供增长和发展的方法。就像我们一直在实施持续绩效管理一样，组织现在需要提供更多的定期促销活动（我遇到的一家公司每年提供两次“半升级促销”），更多的发展任务以及比以往更多的学习机会。
过去我们每年坐下一次，试图弄清楚我们的几个“高潜力”（HIPO）是谁。今天我建议你重新设计整个过程，这样每个人都可以定期从增长中受益。
这是一个建议如何。在过去，我们一直将HIPO定义为“能够在公司内上升两级”的人。今天我建议至少有三种我们想要承认的领导类型：
商业领导力：可以“经营业务”或推动盈亏的人
技术领导：技术专家或可以领导技术团队的人员
团队或项目领导：可以领导项目，计划和计划的人员。
这极大地拓宽了您的领导力，几乎每个人都有机会发展壮大，并渴望获得更负责任，更有价值的职位。
图2：三种类型的领导者需要扩展的继任格子
我最近访问的一家客户是一家全球性医疗保健公司，他们的主要领导差距之一是发展“科学和临床领导者”。这些人不一定会成为首席执行官，但他们对业务至关重要 - 所以他们需要定期晋升，薪金审查和流动性。数字专家，分析专家，网络安全专家和其他需求技术人员属于同一类别。
在工作流程中提供学习
如果你不能经常宣传，请记住，保留的巨大动力是员工的“学习能力”。即使很难找到促销活动，当人们认为“这项工作真的把我带到某个地方”时，他们也会参与进来。这是创造学习环境，培养领导者成长思维的一个问题，并且给予人们不论其角色的学习文化。
虽然L＆D在过去几年一直是一个麻烦的行业（我们在2017年发现了一个负面的网络推动者评级），但我很高兴地说，现在解决这个问题相对容易，今年是投资于微型网络的一年，学习，学习体验平台，自我创作内容，视频学习以及我们几十年来一直在讨论的所有文化方面的知识，而且您实际上可以“在工作流程中”提供学习，使其更具相关性和可使用性比以往任何时候都要多。
人力资源准备好了吗？我相信是这样。
在过去的一年中，我一直在与世界上一些最具代表性的公司会面，他们的人力资源团队正在适应。今天，他们专注于职业管理，员工体验，更多创新奖励计划以及各种有趣的学习，数字生产力和福利策略。
让我们都在这里享受美好时光。是的，这个就业市场造成了很大的压力，但如果你专注于赋权，发展和引人入胜的核心 - 你的组织就能蓬勃发展。现在云层已经在地平线上了，所以我们享受阳光。
针对热门经济的五项人力资源战略。
1.关注就业品牌。
了解并研究候选人如何看待你的公司，并将这些信息反馈给首席执行官和高级商业领袖，以便推动管理层改进文化，参与度和工作环境。今天，您可以使用Glassdoor，LinkedIn，您自己的参与调查，脉搏调查，停留访谈，匿名调查以及大量其他聆听设备来了解您在市场中的感受。您应该尽可能申请“最佳工作场所”奖项，这也会提升您的游戏体验，并促使您改善工作体验。
2.保持当前的工资和福利。
现在我认为公司必须每六个月刷新一次奖励计划。每年的速度不够快。我曾经和那些给员工半年一次审查和加薪的公司谈过，即使这在某些情况下可能还不够。我们刚刚完成的研究表明，每年不止一次重新访问薪水和奖金的公司表现优于仅每年审核报酬的公司。并确保您的透明度：现在公布大量薪酬信息 - 所以您应该公布您的薪金基准，让员工充分披露您是否支付高于或低于平均水平（当然有充分的理由）。
3.建立一支专注于了解员工旅程的团队，并专注于端到端的员工体验。
这意味着从候选人到新员工到第一天，第一个月，第一季度，第一年，第一次促销等等。设计思维的概念现在已经被很好地理解，因此您需要使用它们来构建一种数字化的体验，以帮助人们在职业生涯中茁壮成长。最好的起点是有一个高转换率的员工团队（即通常是第一年的零售员工），这样你就可以获得一个良好的设计思维项目。然后，一旦你熟练掌握了它，你就可以为各种工作转变创造员工旅程，并寻找使他们变得更好的方法。在德勤，我们称之为“重要时刻”。
4.重新设计您的L＆D战略。
今年是2018年，采用微型学习策略的一年，更新您的LMS和工具，并深入了解“工作流程中的学习”的概念。我很快就会写更多内容 - 但让我提醒你，当人们觉得自己“没有学习”时，他们会离开公司。你可以解决这个问题。我们最近调查的公司中超过50％告诉我们，他们正在增加L＆D平台的预算。是时候了。顺便说一下，开始制定一个更好的职业管理工具的战略 - 这是人力资源技术中最热门的新部分，它将成为您工作未来自动化，人工智能和工作变革的保险。
5.保持首席执行官和高级领导的知情权。
确定你的分析计划，确保你知道技能，领导力，参与度和保留差距在哪里。
让首席执行官知道人才稀少 - 他或她会真正关心。如果您需要聘用更多招聘人员，投资新的开发计划，或从根本上改变工作模式以适应，您需要他们的帮助才能迅速动员。在竞争激烈的时期，首席执行官希望尽其所能帮助，所以要抓住机遇。（2018年会议委员会首席执行官研究称“缺乏关键技能”成为今天的首要业务挑战。）
最后：现在是时候调整您的人力资源战略，以应对以竞争为中心，以技能为中心的市场。调整你的招聘，专注于推动包容性和多元化的多元文化，并确保你的职业生涯管理和学习在前台。没有人知道这种经济繁荣将持续多久，但现在有一场人才争夺战，我们必须武装自己来应付它。
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关于作者：Josh Bersin是Deloitte，Deloitte Consulting LLP 的创始人和负责人 ，Deloitte Consulting LLP是一家领先的研究和咨询公司，专注于企业领导力，人才，学习以及工作与生活的交叉。
以上由AI翻译完成，供您参考。HRTechChina倾情奉献，转载请注明。
以下为英文：
We are living in interesting times. For the first time in decades the entire global economy is growing. Unemployment rates are reaching a 30 year low, salaries are beginning to rise, and employers are competing heavily for a new set of skills. (“Machine learning skills” are now the hottest according to LinkedIn, a job that has increased in demand by almost 10 times in the last five years.)
We see lots of evidence that the job market is red hot. According to a recent study by ADP, almost 5% of the US workforce now changes jobs every month, and 60% of this is voluntary. Why are people changing jobs? The ADP research, which studied more than 14 million employees, says the #1 issue is salary. People are finding higher paid positions so they move.
While this is all good for the economy, it will be increasingly hard on employers. As I remember during the year 2000 "dot-com" time (and later crash), during these periods of high employment the job market becomes hyper-competitive, salaries go up, and employers have to work harder to attract skilled people. As the chart below shows, this is what is happening now. We are nearing an unemployment rate not seen since the Korean War.
Fig 1: Unemployment Rate Near Record Low
CEOs Feel the Pinch
This issue has now reached the board room. The latest Conference Board CEO research shows that “finding and retaining talent” is now the #1 issue on the mind of CEOs. Executives are worried about organizational skills, their leadership pipeline, retention and engagement, and their employment brand. And people with in-demand skills (e.g. engineers, specialists, sales people, etc.) are starting to behave like movie stars: lobbying for high salaries, comparing employers against each other, and expecting companies to continuously improve the work experience.
I just attended a top 200 leadership event for a large global company and the #1 topic on peoples minds were how to attract more high-potentials into the company, grow the leadership pipeline, and plan for skill and job changes as automation changes work. The CEO personally asked each and every manager to "take responsibility for building your leadership pipeline."
The Pressure Is On for HR
We in HR are on the hook to deal with this issue. The topics of employment brand, employee engagement, and the employee experience are being discussed in every HR department. One of our global clients has embarked on a project to develop "employee personas" for all their 100,000+ people, all with the intention to learn how to understand and improve their work experience at every level in the company.
And these things matter. If your company is not well respected or has low ratings on social media websites, you are now finding it harder and harder to recruit. And while business may be good, it may be better somewhere else. Sales people, engineers, scientists, products specialists, and even entry level employees tend to move to faster growing companies, often leaving troubled companies in waves.
This economic environment is forcing us to change the priorities in HR. In today's economy I encourage HR teams to focus on productivity, engagement, and retention and it's now time to look carefully at your rewards and fringe benefits. Most companies are now building programs for well-being, they are modernizing the work environment, and many have implemented programs like free lunch, free dinner, free laundry, and free gym and exercise programs. Here in Silicon Valley, there has been an escalating war for employee benefits for years. If you don’t offer people a gourmet breakfast, lunch, (and often dinner) you simply cannot attract engineers. People consider these benefits a part of their compensation, and they compare the cost of food in their job offers.
I’ve been through several of these economic cycles in my career, and my experience shows that while many employees stay where they are, high-potentials, people in revenue-generating roles, and experienced leaders have lots of opportunities, so we have to watch them closely.
Move People Faster. Broaden Your Definition of Potential.
There are many things to think about in an economy like this. One is to rethink your traditional succession management program and find a way to offer growth and progression on a more continuous basis. Just like we have been implementing continuous performance management, organizations now need to offer more regular promotions (one company I met with offers "half-level promotions" twice per year), more developmental assignments, and more opportunities to learn than ever before.
In the past we sat down once a year and tried to figure out who our few "high-potentials" (HIPO) were. Today I'd suggest you re-engineer that entire process, so everyone can benefit from growth on a regular basis.
Here is a suggestion how. In the past we always defined a HIPO as someone who could "move up two levels in the company." Today I'd suggest there are at least three types of leadership we want to recognize:
Business leadership: people who can "run a business" or drive a P&L
Technical leadership: people who are technical experts or can lead technical teams
Team or Project leadership: people who can lead projects, initiatives, and programs.
This greatly broadens your leadership pipeline, and gives nearly everyone an opportunity to grow and aspire to a more responsible, rewarding position.
Fig 2: Three Types of Leaders Demand Expanded Succession Grids
A client I recently visited is a global healthcare company, and one of their key leadership gaps is developing "scientific and clinical leaders." These are not necessarily people who would become the CEO, but they are critical to the business - so they warrant regular promotion, salary review, and mobility. Digital experts, analytics experts, cyber security experts, and other in-demand technical people are in the same category.
Deliver Learning In The Flow Of Work
If you can't promote people regularly, remember that an enormous driver of retention is an employee's "ability to learn." Even when promotions are hard to find, people are engaged when they feel that "this job is really taking me someplace." This is a problem of creating a learning environment, building a growth mindset in leaders, and giving people a culture of learning regardless of their role.
While L&D has been a troubled profession for the last few years (we found a negative net-promoter rating in 2017), I"m happy to say that now it is relatively easy to address this. This is the year to invest in micro-learning, learning experience platforms, self-authored content, video-learning, and all the cultural aspects of learning we have been talking about for decades. And you can actually deliver learning "in the flow of work," making it more relevant and consumable than ever. (You can view my presentation on this below.)
Is HR ready for this? I believe so.
Over the last year I have been meeting with some of the most iconic companies in the world, and their HR teams are adapting. Today they are focused on career management, the employee experience, more innovative rewards programs, and all sorts of interesting learning, digital productivity and well-being strategies.
Let’s all enjoy the good times while they’re here. Yes this job market creates a lot of stress, but if you focus on the core of empowering, developing, and engaging people – your organization can thrive. The clouds are out on the horizon for now, so let’s enjoy the sun.
Five HR strategies for a hot economy.
1. Focus on employment brand.
Understand and study how candidates view your company ,and bring this information back to your CEO and top business leaders so you can push your management to improve culture, engagement, and the work environment. Today you can use Glassdoor, LinkedIn, your own engagement surveys, pulse surveys, stay interviews, anonymous surveys, and lots of other listening devices to know how you are perceived in the market. You should apply for "best places to work" awards wherever possible, which will also up your game and push you to make the work experience better.
2. Keep salaries and benefits current.
Right now I believe companies have to refresh their rewards programs every six months. Annually is just not fast enough. I’ve talked with companies that give employees reviews and raises semi-annually and even this may not be enough in some cases. We just completed research that shows that companies that revisit salaries and bonus more than once per year outperform those that only review compensation annually. And make sure you are transparent: a tremendous amount of compensation information is now public – so you should publish your salary benchmarks against peers, giving employees full disclosure about whether you are paying above or below average (with good justification of course).
3. Get a team focused on understanding the employee journey, and focus on the end to end employee experience.
This means everything from candidate to new hire to first day, first month, first quarter, first year, first promotion, and on. The concepts of design thinking are well understood now, so you need to use them to build a digital-enabled experience that helps people thrive throughout their career. The best place to start is with a high turnover employee group (ie. often first year retail employees) so you can get a good design thinking project under your belt. Then once you get good at it you can create employee journeys for various job transitions and look at ways to make them better. At Deloitte we call this "moments that matter."
4. Re-engineer your L&D strategy.
This year, 2018, is the year to adopt a micro-learning strategy, refresh your LMS and tools, and get behind the concepts of “learning in the flow of work.” I’ll be writing a lot more on this soon – but let me remind you, people leave companies when they feel they are “not learning.” You can fix this. More than 50% of the companies we recently surveyed told us they are increasing budget for L&D platforms. It's time. And by the way, start building a strategy for better career management tools too - this is the hottest new segment in HR technology and it will become your insurance for automation, AI, and job changes from the future of work.
5. Keep the CEO and senior leadership informed.
Get your analytics program in shape and make sure you know where skills, leadership, engagement, and retention gaps are high. Let the CEO know where talent is thin - he or she will really care. You will need their help to mobilize quickly if you need to hire more recruiters, invest in a new development program, or radically change job models to adapt. In times of competitive growth CEOs want to do everything they can to help, so take advantage of the opportunity. (Conference Board 2018 CEO study cited "lack of critical skills" as the #1 business challenge today.)
Bottom Line: It's time to adjust your HR strategies to deal with the competitive, skills-centric market ahead. Tune up your recruitment, focus on driving an inclusive and generationally diverse culture, and make sure you have your career management and learning on the front burner. Nobody knows how long this economic boom will last, but for now there's a war for talent, and we have to arm ourselves to deal with it.
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About the Author: Josh Bersin is the founder and Principal of Bersin by Deloitte, Deloitte Consulting LLP, a leading research and advisory firm focused on corporate leadership, talent, learning, and the intersection between work and life.
Josh is a published author on Forbes, a LinkedIn Influencer, and has appeared on Bloomberg, NPR, and the Wall Street Journal, and speaks at industry conferences and to corporate HR departments around the world.
SHRM观点：2018年HR必须关注的6个HRTech的发展趋势AI, bots and digital twins will shape the year.
Aliah D. Wright
2018年，随着人工智能（AI），机器人，预测软件和增强现实技术的重塑，物理和数字世界将继续融合。
首先接受人工智能将塑造组织环境，特别是智能系统学会适应用户的需求。“我们不再需要学习这些软件，”位于北卡罗来纳州Raleigh的技术公司WalkMe的总裁兼联合创始人Rephael Sweary说道，“AI已经在更多地了解我们的个人角色，行为和行动，以个性化我们使用人力资源和其他商业软件。“
根据研究公司Gartner发布的2018年度十大战略技术趋势， 企业平台也将发展为提供更自然和沉浸式的互动。
Sweary说，这样的进步将使人力资源专业人员能够显着减少学习和开发预算和资源，因为采用了可以根据情况指导人们如何使用任何系统的技术。
据Gartner称，2018年影响人力资源最多的六大趋势将是：
1.区块链。这项技术对于希望更有效地验证候选人的招聘人员具有希望，并且对于想要使其组织的全球薪酬流程成本更低且更及时的薪资管理者而言。区块链使用加密的公共记录的数字分类账，将公共记录结构化为称为区块的数据集群，并分散在网络中。这是一个功能强大的工具，用户可以找到可靠且易于浏览的工具 专家预测，HR将在未来18-24个月内开始使用区块链。
2. AI基础。据Gartner报道，制造自主学习，适应和行动的系统至少将成为技术供应商的重点。人工智能将用于改善决策制定，重塑工作流程并改善客户体验。它将推动到2025年数字商业计划的投资回报。
3.智能应用和分析。公司正在使用AI实践来制作新的应用类别，例如虚拟客户助理和机器人，以提高员工绩效，销售和营销分析以及安全性。智能应用有可能改变工作的性质和工作场所的结构。Gartner表示：“在构建或购买人工智能应用程序时，请考虑其影响将在如何完成，分析或改善用户体验的过程中发挥作用。”
4.物联网（IoT）。人工智能正在推动“智能”物品的进步，例如自动驾驶汽车，机器人和无人机。它还增强了许多现有产品，包括物联网（IoT）连接的消费和工业系统。例如，在某些时候，人力资源专业人员需要雇用可以操作无人机，监视无人机安全并遵守FAA规定的人员。
5.数字双胞胎。此工具是真实世界实体或系统的数字表示。来自多个数字双胞胎的数据可以汇总为真实世界实体的综合视图。例如，未来的人类模型可以提供生物识别和医疗数据，而数字双胞胎将允许进行高级模拟，报告解释道。数字双胞胎在物联网项目的背景下可以通过帮助用户响应变化，改进运营和提高性能，显着改善企业决策。
6.会话平台。想想Alexa或Siri。在人力资源部门内部，这些计划可以通过让员工与团队成员“交谈”来改善员工的自助服务。这些工具将推动人类与数字世界交互方式的下一个大范式转变。随着技术的成熟，“极其复杂的要求将成为可能，结果会非常复杂，”该报告指出。
准备就绪，设置，实施
人力资源领导者如何应对这些技术进步？Gartner分析师建议他们：
使用AI设计业务场景以通知新业务设计。
通过会话平台和增强现实创造更自然和身临其境的用户体验。
通过开发有针对性的高价值业务案例并确定优先次序来支持物联网举措，以构建数字双胞胎并协同开发云计算和边缘计算。
采用基于风险和信任的不断调整的安全和风险战略方法。
如果你不把这些技术趋势归因于你的创新战略，你就有可能失败。“包括数据科学家，开发人员和业务流程负责人在内的多个选区需要协同工作，”副总裁兼Gartner研究员David Cearley说。
Sweary预测，2018年将是人力资源的一个分水岭年，因为节省时间的技术将释放人力资源团队作为其组织内的战略顾问。
“数字化转型始于对员工的理解，HR将在调整公司文化，人才，结构和流程方面发挥关键作用，确保企业选择合适的工具来提供最佳员工数字体验。”
一个美丽的新世界
当Gartner公司的分析师凝视他们的水晶球时，他们看到了未来的情况：
到2019年
大多数领先的数字资产和产品信息管理系统将实施功能，允许品牌自动公开标签和元数据以改善语音和视觉搜索结果。
所有主要公司和零售商中有一半将重新设计其在线网站以适应语音搜索和语音导航。招聘委员会和招聘人员可以效仿。人才搜索引擎已经开始使用工具来帮助招聘人员找到并联系候选人或特定角色，方法是允许他们提出基于语音的搜索查询。
到2020年
人工智能创造的假冒内容将超过AI检测它的能力，这可能加剧不信任和错误信息的扩散。
到2021年
铁道部企业电子超过50％会花更多的每年创造的机器人和聊天机器人比传统的移动应用程序开发。
大多数 稳定经济体的人们会消费比真实内容更多的虚假信息。
到2022年
物联网（IoT）的所有安全预算中有一半将针对“故障修复，召回和安全故障”，而不是保护。
来源： 2018年前十大技术趋势 （Gartner Inc.）。
以上由AI翻译完成，仅供你参考。HRTechChina倾情奉献，转载请注明HRTechChina
Aliah D. Wright是SHRM的前任编辑，现在负责管理SHRM Speakers Bureau。
人力资源杂志Stephan Schmitz的插图。
n 2018, the physical and digital worlds will continue to merge, as the workplace is reshaped by artificial intelligence (AI), bots, predictive software and augmented reality.
Start by accepting that AI will mold the organizational landscape, especially as intelligent systems learn to adapt to users' needs. "We'll no longer need to learn the software," says Rephael Sweary, president and co-founder of WalkMe, a technology company based in Raleigh, N.C. "AI is already learning more about our individual roles, behaviors and actions to personalize how we use HR and other business software."
Enterprise platforms will also evolve to provide more natural and immersive interactions, according to the Top 10 Strategic Technology Trends for 2018 report from the research firm Gartner.
Such advancements will allow HR professionals to significantly reduce learning and development budgets and resources, as technologies are adopted that can contextually guide people on how to use any system, Sweary says.
The six trends that will affect HR the most in 2018, according to Gartner, will be:
1. Blockchain. This technology holds promise for recruiters hoping to verify candidates more efficiently, and for payroll managers who want to make their organization's global compensation process less costly and more timely. Blockchain uses an encrypted, digital ledger of public records structured into clusters of data called blocks and dispersed over networks. It is a powerful tool that users find reliable and easy to navigate. Experts predict HR will begin using blockchain within the next 18-24 months.
2. AI foundation. Making systems that learn, adapt and act autonomously will be a major focus for technology vendors through at least 2020, Gartner reports. AI will be used to improve decision-making, reinvent work processes and revamp the customer experience. It will drive the return on investment for digital business plans through 2025.
3. Intelligent apps and analytics. Companies are using AI practices to make new app categories, such as virtual customer assistants and bots to improve employee performance, sales and marketing analysis and security. Intelligent apps have the potential to change the nature of work and the structure of the workplace. "When building or buying an AI-powered app, consider where its impact will be in the process of how things get done, analysis, or to improve a users' experience," according to Gartner.
4. Internet of Things (IoT). AI is driving advances for "smart" items such as autonomous vehicles, robots and drones. It is also enhancing many existing products, including Internet-of-things (IoT)-connected consumer and industrial systems. At some point, for instance, HR professionals will need to hire individuals who can operate drones, monitor drone safety and comply with FAA regulations.
5. Digital twins. This tool is a digital representation of a real-world entity or system. Data from multiple digital twins can be aggregated for a composite view across real-world entities. For example, future models of humans could offer biometric and medical data, and digital twins will allow for advanced simulations, the report explains. Digital twins in the context of IoT projects could significantly improve enterprise decision-making by helping users respond to changes, improving operations and enhancing performance.
6. Conversational platforms. Think Alexa or Siri. Within HR, such programs could be applied to improve employee self-service by enabling employees to "talk" to members of your team. These tools will drive the next big paradigm shift in how humans interact with the digital world. As the technology matures, "extremely complex requests will be possible, resulting in highly complex results," the report states.
Ready, Set, Implement
How can HR leaders respond to these technological advancements? Gartner analysts recommend they:
Devise business scenarios using AI to inform new business designs.
Create a more natural and immersive user experience with conversational platforms and augmented reality.
Support IoT initiatives by developing and prioritizing targeted, high-value business cases to build digital twins and exploit cloud and edge computing synergistically.
Adopt a strategic approach to security and risk that continuously adapts based on risk and trust.
If you don't factor these technology trends into your innovation strategies, you risk losing ground. "Multiple constituencies, including data scientists, developers and business process owners, will need to work together," says David Cearley, vice president and Gartner Fellow.
2018 will be a watershed year for HR, Sweary predicts, because time-saving technology will free up HR teams to serve as strategic advisors within their organizations.
"Digital transformation starts with understanding your employees. HR will play a pivotal role in aligning company culture, talent, structure and processes to make sure that businesses select the right tools for delivering the best employee digital experience."
A Brave New World
When analysts at Gartner Inc. gaze into their crystal ball, here's what they see ahead:
By 2019
Most leading digital asset and product information management systems will implement features that allow brands to automatically expose tags and metadata to improve voice and visual search results.
Half of all major companies and retailers will redesign their online sites to accommodate voice searches and voice navigation. Job boards and recruiters may follow suit. Talent search engines are already working on tools to help recruiters find and contact candidates or specific roles by allowing them to pose voice-based search queries.
By 2020
AI-driven creation of fake content will outpace AI's ability to detect it, which could fuel distrust and the proliferation of misinformation.
By 2021
More than 50 percent of companies will spend more per year creating bots and chatbots than on traditional mobile app development.
Most people in stable economies will consume more false information than true content.
By 2022
Half of all security budgets for the Internet of Things (IoT) will be directed toward "fault remediation, recalls and safety failures," rather than protection.
Source: Top 10 Technology Trends for 2018 (Gartner Inc.).
Josh Bersin：人力资源在未来工作中的重要作用，比你想的更重要！“我们现在在人力资源部门所做的比我在分析师20年中所看到的更重要。人力资源在新的工作世界中扮演着重要的角色，“Bersin说。
一个新的技术世界
Bersin在这些新的工作环境中讨论了技术的巨大影响，并解释说他在职业生涯的大部分时间都在技术行业工作。他给了观众一个简短的介绍时间表，说明大多数技术在职业生涯初期失败的原因，然后与Elon Musk最近将特斯拉汽车投入太空的例子并成功地做到了这一点。
然后他引用去年最受欢迎的圣诞礼物是Alexa机器人 - 突显了我们生活中不断变化的技术进步。
在与人力资源部门进行技术整合时，人们普遍感受到空气中的恐惧，但贝尔辛还有其他想法。他说：“我们听说过人工智能将如何接管我们的工作，并消除我们所做的大量工作。我们拥有的计算机和技术越多，创造的就业机会就越多。在美国，我们几乎低于4％的失业率; 很多工作已经创建 - 他们只是不同类型的工作。“
Bersin解释说，最近进行的研究研究了自2008年经济衰退以来创造的所有工作，发现其中98％是全新的工作。这些主要是替代性工作协议，可以在角色中提供更多的灵活性。
“员工不知所措。我认为生产力放缓的原因之一是因为我们被电子邮件，文本，社交媒体分心 - 这是一种认知过载。“
保留和生产力
关于创造就业的话题，Bersin表示，失业率目前处于历史最低水平，就业机会无处不在，首席执行官们也知道这一点。他说：“现在，企业的头号问题正在吸引和留住人才。”
他继续说道：“如果我们发现很难吸引和留住人才 - 为什么人力资源专业人员会让我们的生产力受到影响？”Bersin呼吁与会者更有效地使用技术，以便衡量参与度，这是任何人力资源部门最感兴趣的领域。有趣的是，Bersin分享了Glassdoor的一个事实，显示2008年（在经济衰退期间）平均参与分数是3.11，现在10年后，他们已经上升到3.2 - 这并没有太大差别，清楚地表明需要改变。
“员工不知所措。我认为生产力放缓的原因之一是因为我们被电子邮件，文本和社交媒体分心 - 这是一种认知负荷，“Bersin解释说。
然后，他开始讨论千禧一代面临的问题，以及最近的一项研究表明，三分之二的千禧一代认为自己的经济福利不会比他们的父母幸运。Bersin呼吁组织在更广泛的社会中发挥更加全面的公民角色。
Bersin表示需要开发三个人力资源领域：
技术和人工智能
人才的吸引力和保留
生产力和福利
工作的新未来
为了进入这个新的和非常多变的工作世界，Bersin建议领导们深入研究他们可以改善员工整体工作体验的五种方式：
一个新的组织结构
对于公司来说，一个巨大的问题是无法数字化运作，因为组织的结构扼杀了它。公司通常围绕不再适用的工业模式进行组织。数字公司需要拥抱并融入灵活的团队网络，这些团队是独立的，但是相互关联的团队，每个团队最多有五个团队。当人们在物理上位于同一地点时，人们倾向于团队，并且手续被拿走。身体接近创造了亲密关系和亲密关系，这将有助于提高参与度和生产力，并创造共享文化，共享领导力和潜在的新人才实践。
重塑管理
成为教练而不是老板，我们需要管理者赋予人们权力，建立团队，指导人员并收集反馈意见。因此，我们现在需要一个不同类型的领导者。如果我们认为历史上的反馈意见将在调查和评估中每年进行一次，那么我们现在（在德勤）就有一个持续的反馈过程。持续的绩效管理当然已经到来，这有助于指导，发展和识别糟糕的业绩。只有4％的高层管理人员意识到组织内部存在问题，但通过这种新技术浪潮，这些工具可以使员工提供实时反馈。
员工体验
当试图定义影响工作人员的问题时，员工的体验数据至关重要。文化是其中的重要组成部分 - 定义使命和价值观的企业随着时间的推移胜过同行8倍; 当人们融入组织的文化时，他们会对公司的评价更高。为人们提供更健康的工作体验并考虑他们的整体福利也很重要，这需要进入人力资源领域的绩效领域。例如，希望重新设计工作场所可以通过帮助包容性，公平性和业务的整体透明度产生积极影响。
职业革新
在不断变化的职业世界中，我们需要建立更好的职业模式，并考虑老龄化的劳动力队伍。我们如何找到更多高级人员的角色？技术和软技能之间的工作正在形成鲜明的对比。只需要1年的教育，人们就可以接受未来工作的再培训。这个选项可以让人们适应并获得更多技能，领导者应该抓住这个机会。
拥抱新技术
在二十一世纪初，我们经历了一次综合人才管理浪潮，之后我们出现了基于云计算且易于使用的产品（例如参与系统），但工作经验没有得到改善。我们可以聪明地工作，并使用新技术将团队带到一起; 例如，我们可以使用工具自动调查您定期发送电子邮件的人员的技能反馈，然后指导您使用这些技能 - 这些技能将由AI驱动。我们需要一个新的系统来帮助我们管理团队。作为一个人力资源团队，你应该与IT人员讨论这种基于团队的新工具，因为他们将成为未来的人力资源平台。“更多的CEO认为未来的工作是以人为中心的，吨。差不多三分之二的首席执行官认为成为数字业务的关键是拥有新技术，但事实并非如此 - 人是关键。作为首席生产力官，人力资源部门应该扮演一个新的角色，“Bersin总结道。
以上由AI翻译，HRTechChina倾情奉献。转载请注明。
英文原文：
Josh Bersin: HR's Essential Role In The New World Of Work
“What we’re doing in HR now is more important than what I’ve seen in my 20 years as an analyst. HR has an essential role in the new world of work,” Bersin said.
A new world of technology
Bersin discussed the enormous impact of technology within these new working climates, explaining that he’d been in the technology industry for most of his career. He gave the audience a brief
timeline, indicating how most technology failed to work at the beginning of his career, then juxtaposed that with the example of Elon Musk recently shooting a Tesla car into space – and doing so successfully. He then cited that the most popular Christmas present last year was the Alexa robot – highlighting the ever-changing technological advancements we are living among.
There is a feeling of widespread apprehension in the air when technology integration is addressed with HR, but Bersin has other ideas. He said: “We’ve heard about how artificial intelligence is going to take over our jobs and eliminate a lot of the work we do. The more computers and technology we have, the more jobs are created. In the US we’re almost below a 4% unemployment rate; lots of jobs have been created – they’re just different types of jobs.”
Bersin explained that there’s been recent research done that studied all jobs created since the 2008 recession, and found that 98% of them are entirely new jobs. These mainly being alternative work agreements, allowing for more flexibility within roles.
“Employees are overwhelmed. I think one of the reasons productivity is slowing down is because we are distracted by emails, texts, social media – it’s a cognitive overload.”
Retention and productivity
On the topic of job creation, Bersin stated that the unemployment rate now is at an all-time low, jobs are everywhere, and CEOs know this. He said: “Right now the number one issue in business is attracting and retaining talent.”
He continued: “If we are finding it difficult to attract and retain talent – why, as HR professionals, are we allowing productivity to suffer?” Bersin urged attendees to use technology much more effectively, allowing it to measure engagement, which is one of the biggest areas of interest to any HR function. Interestingly Bersin shared a Glassdoor fact, showing that in 2008 (during the recession) average engagement scores were 3.11 and now 10 years later, they’ve risen to 3.2 – which isn’t much of a difference, clearly showing the need for change.
“Employees are overwhelmed. I think one of the reasons productivity is slowing down is because we are distracted by emails, texts, social media – it’s a cognitive overload,” Bersin explained. He then went onto discuss the issues millennials face, and how a recent study showed that two-thirds of millennials believe their own economic wellbeing will be less fortunate than their parents. Bersin urged organisations to take a more rounded and citizenship role within wider society.
Bersin indicated that three areas of HR need to be developed:
Technology and AI
Talent attraction and retention
Productivity and wellbeing
A new future of work
To enter into this new and very changeable world of work, Bersin advised leaders to take a deeper look at five ways in which they can improve the overall working experience for employees:
A new organisational structure
A huge issue for companies is the inability to operate digitally because the organisation’s structure stifles it. Companies are often organised around an industrial model that no longer works. Digital companies need to embrace and incorporate agile networks of teams, which are independent, yet interlinked groups with an optimum number of five within each group. People gravitate towards teams when they’re physically co-located, and formalities are taken away. Physical proximity creates intimacy and relationships, which will help improve engagement and productivity and create a shared culture along with shared leadership and potentially new talent practices.
Reinventing management
Be a coach not a boss, we need managers that empower people, build teams, coach people, and collect feedback. Therefore, we now need a different type of leader. If we consider that historically feedback would be carried out once per year in surveys and appraisals, we now (at Deloitte) have a continuous feedback process. Continuous performance management has certainly arrived, which helps coach, develop and identify poor performance. Only 4% of top management is aware of issues within organisations, but with this new wave of technology these tools can enable employees to provide real-time feedback.
Employee experience
When trying to define the issues that affect people at work employee experience data is crucial. Culture is a significant part of this – companies that define a mission and values outperform peers eight-fold over time; when people fit into the organisation’s culture they will rate your company higher. It’s also important to give people a healthier working experience and consider their overall wellbeing, which needs to move into the area of performance within HR. For example, looking to redesign the workplace could have a positive impact by helping with inclusion, fairness and the overall transparency of the business.
Career overhaul
In a world of ever-changing jobs, we need to build better career models and consider the aging workforce. How can we find roles for more senior people? Jobs are becoming stark contrasts between tech and soft skills. People can be retrained for the jobs of future with only 1 years’ worth of education. This option allows people to adapt and gain more skills, and leaders should be seizing this opportunity.
Embrace new technology
In the early 2000s, we went through an integrated talent management wave, after which we had the emergence of products that were cloud-based and easy-to-use (e.g. systems of engagement), but the work experience hasn’t improved. We can be smart with our working and use new technology to bring teams together; for instance, we can use tools to automatically survey people you email on regular basis to feedback on skills and then coach you on those skills – which will be driven by AI. We need a new breed of system to help us manage teams. As an HR team, you should talk to IT about this new breed of team-based tools, as they will become the HR platforms of the future.“More CEOs understand the job of the future is people-centric, but a lot don’t. Almost two-thirds of CEOs think that the key to becoming a digital business is to have new technology, but this isn’t so – people are the key. HR should have a new role, as Chief Productivity Officer,” Bersin concluded.
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