【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.
【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.
员工体验
2024年02月23日
员工体验
健康福利解决方案提供商Remodel Health收购PeopleKeep，打造健康福利解决方案领域的强势企业
Remodel Health公司宣布收购 PeopleKeep 公司，这一战略举措将重塑健康福利解决方案的格局。此次收购标志着一个关键时刻的到来以及两套独特产品的结合。行业领导者的强强联合将为雇主提供更广泛的保险选择，同时充分利用个人承保健康报销安排（ICHRA）。在吸引和留住员工的关键时刻，更广泛的选择将提高其健康福利产品的竞争力。
"Remodel Health 联合创始人Justin Clements说："今天是 Remodel Health 的一个重要里程碑，我们收购了 PeopleKeep，进一步革新了小型企业的个人市场。"我们将共同推动医疗保健解决方案创新的新时代，简化复杂性，为全国范围内的积极变革创造条件。
收购 PeopleKeep 后，Remodel Health 成为 ICHRA 第一大提供商。ICHRA 是由雇主出资的健康报销安排 (HRA)，可提高雇主和员工利用健康保险市场的灵活性。对 PeopleKeep 的收购使 Remodel Health 能够为中小型企业提供更多个性化福利管理服务，进一步提升其能力和卓越标准。
"Remodel Health 首席执行官Austin Lehman说："Remodel Health 和 PeopleKeep 的融合确保我们的客户将体验到两个世界的最佳服务--Remodel Health 的个性化白手套服务，以及 PeopleKeep 自动化解决方案的效率和创新。"这次收购扩大了我们的服务和软件的广度和范围，最终使我们能够为更多处于不同业务阶段的客户提供服务，包括初创期和成长期的客户。
小型企业可以放心，他们期待 PeopleKeep 提供的卓越服务不仅会继续，而且会得到加强。Remodel Health 的 "白手套 "服务在大型团体市场享有盛誉，现在，PeopleKeep 为小型团体市场量身定制的自动化解决方案将对其进行补充。这种全面的方法可以满足雇主的所有需求。
"PeopleKeep 首席执行官 Victoria Hodgkins 表示："加入 Remodel Health 将为我们的客户、合作伙伴和员工带来显著优势，并对更广泛的健康报销安排市场产生积极影响。"我们将一如既往地致力于创新福利管理解决方案，帮助中小型雇主实现个性化福利，更好地满足员工和组织的需求。
Remodel Health收购 PeopleKeep 是向前迈出的战略性一步，旨在提升其集体能力，提高客户满意度，并为员工提供一个丰富的环境。这标志着员工健康福利解决方案新时代的开始。
"Remodel Health 联合创始人 Scott Lingle 表示："通过整合我们的优势，我们旨在重新定义员工福利领域，制定新的标准，不仅对印第安纳州，而且对全国市场产生积极影响，使企业能够以更大的灵活性和更高的效率应对复杂的医疗保健问题。
关于PeopleKeep
PeopleKeep通过提供无忧的员工福利帮助中小企业蓬勃发展。作为首家在2019年10月推出ICHRA解决方案的公司，PeopleKeep已经了解了使用其软件的数千家雇主的需求：无缝的员工体验、易用的软件和自动合规性。
关于Remodel Health
自 2015 年以来，Remodel Health 的直观软件已为雇主提供了无缝导航，帮助他们根据自身需求定制 ICHRA 健康福利解决方案。Remodel Health 非常注重卓越的客户服务，致力于彻底改变向员工提供健康福利的方式。
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