【HR术语】什么是绩优加薪？（What is a merit increase?）
什么是绩优加薪？
绩优加薪是公司为工作成绩或业绩突出的专业人员提供的加薪。根据行业和公司的不同，绩效加薪可以是每年一次，也可以根据完成的项目进行加薪。
绩效加薪与加薪
通常情况下，公司每年或每半年为全体员工、部门或特定职位加薪一次。加薪可确保公司的薪酬具有竞争力，并与生活成本保持一致。如果员工认为自己的薪酬过低，要求加薪是完全可以接受的，但加薪并不一定与绩效挂钩。
而绩效加薪则与工作表现直接相关。企业为特定职位上的高价值专业人员提供绩效加薪，以奖励、鼓励和赞赏他们的工作效率和成就。
什么是标准的绩优加薪？
平均绩优加薪幅度约为个人当前工资的 3%。根据个人的绩效和对公司的价值，绩效加薪的幅度通常从绩效较低者的 1% 到绩效较高专业人员的 10% 不等。
了解公司如何对待绩效加薪非常重要。专业人士应在面试过程中专门讨论这个话题，以正确衡量公司的年度薪酬政策是否符合他们的期望和需求。
公司为什么要择优加薪？
公司通过绩优加薪来表彰优秀员工的成就和奉献精神。绩优加薪还可以激发每个人提高工作质量的动力，从而提高工作效率。最终，通过激励员工提高工作绩效，公司可以建立一种富有成效、以目标为导向的工作文化，并提高公司的底线。
人力资源领导者为什么要关注绩优加薪？
虽然绩效加薪肯定不是留住人才的唯一方法，但它可以起到帮助作用。通过对表现出色的员工给予额外的奖励，公司表明了对他们及其贡献的重视。因此，绩效加薪是另一种表达 "谢谢你，我们感谢你的服务 "的方式。
一个精心设计且行之有效的绩优加薪计划，奖励值得奖励的专业人员，可以提高员工的留用率、生产率和参与度。
保持高素质员工的参与度和积极性，可以最大限度地减少公司必须招聘和雇佣新人的数量，从而降低成本。此外，实施计划周密的绩效加薪制度还有助于留住为公司成功做出重大贡献的优秀团队成员。
哪些人应该获得绩效加薪？
绩效加薪并不适合所有人，这没有关系。
不是每个人都是高绩效员工。此外，在数年或数十年内额外增加 3% 至 5% 的薪酬可能代价高昂。
这就是为什么绩效加薪只适用于那些有杰出成就并直接推动业务目标实现的专业人士。
确保只有在制定了绩效加薪标准、评估了绩效考核并由高管审查了每位候选人之后，才会为员工提供绩效加薪。
如何计算绩效加薪？
要了解如何计算绩效加薪，让我们来看一个例子。
假设您为一位目前年薪为 80,000 美元并按月领取工资的员工提供 3% 的绩效加薪。
当前工资 x 绩效加薪百分比 = 年加薪
80,000 x .03 = 每年加薪 2,400
新工资/每年的工资额=新月薪
82,400 / 12= 6,866.66 美元为确保绩优加薪幅度在预算和职位薪资范围之内，人力资源领导者可以与薪酬经理合作，建立一个绩优矩阵--一个易于阅读的网格，显示准确的计算结果和有竞争力的加薪幅度。
人力资源领导者如何实施绩效加薪？
人力资源领导者可以利用这些指导原则，创建一个能促进员工参与、留住员工和提高生产力的绩效加薪制度：
考虑其他决定性因素。因为绩优加薪并不是提高员工参与度和留任率的唯一因素，所以应首先考虑其他核心人力资源因素： 员工是否拥有舒适工作所需的条件？职位是否提供工作灵活性？公司文化是否包容并接受思想多样性？是否有适当的学习和发展机会？分析完其他核心因素后，您就可以确定绩优加薪。
确定哪些人员有资格获得绩优加薪。要确定哪些职位和人员对企业的成功至关重要，就要评估找人替代该人员或担任该职位的难度。该职位或人员对公司业务目标和战略的影响有多大？在评估员工的职业价值时，应依靠来自多个渠道的数据，如频繁的绩效考核、360 度审查和人才分析。
确定标准。确保标准切合实际。在尊重工作与生活平衡的前提下，你希望这些要求能激发员工努力工作。理想情况下，标准应能激发动力，而不是失望和怨恨。
让每个人都能了解标准。将绩优加薪标准写入员工手册，并向管理人员解释，以此传达标准。这样，专业人员就能了解他们需要达到哪些基准才能获得资格。
经常进行绩效加薪。人力资源部门的领导者可以全年提供绩效加薪，这样，每当员工达到既定目标时，人力资源部门就可以通过有竞争力、有预算的绩效加薪来奖励他们的表现，从而促进员工的参与度和工作效率。
采取综合方法。仅仅依靠绩效加薪并不能达到提高员工敬业度、生产率和留任率的预期效果。然而，将绩优加薪落实到尊重和欣赏员工、提供有竞争力的基本工资以及拥有能够指导员工的经理人的企业文化中，才是企业成功的基础。
为什么绩优加薪应成为现代人力资源战略的一部分？
绩优加薪是人力资源专业人士用来留住人才和提高生产力的绝佳工具。一家公司认可并奖励员工的成就和表现，就表明它欣赏员工及其贡献。如果将绩效加薪纳入员工福利的综合方法中，就能帮助专业人员保持热情和参与度。
以下为文章原文：
What is a merit increase?
A merit increase is a salary raise companies offer professionals for outstanding work achievements or performance. Depending on the industry and company, merit increases may be provided annually or based on the projects completed.
Merit increase vs. pay raise
Typically, companies offer pay raises annually or biannually for the entire workforce, department, or specific positions. Pay raises ensure that a company’s salaries are competitive and align with the cost of living. While it’s completely acceptable for people to ask for a raise if they think they’re underpaid, raises aren’t necessarily connected to performance.
Merit increases, on the other hand, are directly related to work performance. Businesses offer merit increases to highly valuable professionals in specific positions to reward, encourage, and show appreciation for productivity and accomplishments.
What is a standard merit increase?
The average merit increase stands at about 3 percent of a person’s current salary. Depending on the person’s performance and value to the company, merit increases typically range anywhere from 1 percent for lower performers to 10 percent for high-performance professionals.
Understanding how companies treat merit increases is important. Professionals should address this topic specifically during the interview process to properly gauge whether a company’s annual compensation policies match their expectations and needs.
Why do companies give merit increases?
Companies incorporate merit increases to recognize top performers’ achievements and dedication. Merit increases can also spur increased workplace productivity by igniting everyone’s drive to improve work quality. Ultimately, by providing an incentive to elevate work performance, the company can build a productive, goal-oriented work culture and increase its bottom line.
Why should HR leaders care about merit increases?
While merit increases definitely aren’t the only way to retain talent, they can help. By rewarding high-performers with extra compensation, the company demonstrates that it values them and their contributions. Thus, merit increases are another way to say “thank you, we appreciate your service.”
A well-designed and effective merit increase program that rewards deserving professionals can boost employee retention, productivity, and engagement.
Keeping high-quality employees engaged and motivated can minimize the number of new people a company must recruit and hire, thus reducing costs. Moreover, implementing a well-planned merit increase system can help retain stellar team members who significantly contribute to the company’s success.
Who should get a merit increase?
Merit increases aren’t for everyone, and that’s okay.
Not everyone is a high-performance worker. Furthermore, paying an extra 3-5 percent compensation increase over several years or decades can be costly.
That’s why merit increases are intended only for professionals with outstanding achievements who directly drive business goals.
Make sure you offer merit increases to people only after undergoing a process of establishing merit increase criteria, evaluating performance reviews, and having executives review each candidate.
How do you calculate a merit increase?
To understand how to calculate a merit increase, let’s take a look at an example.
Say you offer a 3 percent merit increase to someone who currently earns $80,000 annually and receives a monthly paycheck.
Current salary x merit increase percent = annual raise
80,000 x .03 = 2,400 annual raise
New salary/amount of paychecks per year = new monthly salary
82,400 / 12= $6,866.66To ensure that the merit increase is within budget and the position’s salary range, HR leaders can collaborate with compensation managers to build a merit matrix–an easy-to-read grid that displays accurate calculations and competitive salary increases.
What can HR leaders do to implement merit increases?
HR leaders can create a merit increase system that promotes employee engagement, retention, and productivity using these guidelines:
Look at other determining factors. Because merit increases aren’t the only components involved in driving engagement and retention, consider other central HR factors first: Do people have what they need to work comfortably? Does the position offer work flexibility? Is the company culture inclusive and accepting of thought diversity? Are there appropriate learning and development opportunities? Once you’ve analyzed the other core factors, you can home in on the merit increase.
Determine what qualifies people for a merit increase. To identify which positions and people are vital to business success, evaluate how difficult it is to find someone to replace that person or fill that role. How much does this position or person impact the company’s business goals and strategy? When assessing peoples’ professional worth, rely on data from several channels such as frequent performance reviews, 360-degree reviews, and talent analytics.
Define the criteria. Make sure the criteria are realistic. You want the requirements to spark hard work while still respecting work-life balance. The criteria ideally should stimulate motivation rather than disappointment and resentment.
Make the criteria accessible to everyone. Communicate the merit increase criteria by including it in the employee handbook and explaining it to managers. This way, professionals can understand which benchmarks they need to reach to qualify.
Offer frequent merit increases. HR leaders can provide merit increases throughout the year so that every time an employee reaches a set goal, HR can reward them for their performance with a competitive, budgeted merit increase that drives engagement and productivity.
Take a holistic approach. Relying on merit increases alone won’t create the desired results of increased employee engagement, productivity, and retention. However, implementing merit increases into a company culture that respects and appreciates its people, offers competitive base salaries, and boasts managers who can coach and mentor their people is the foundation of business success.
Why should merit increases be part of modern HR strategy?
Merit increases are great tools HR professionals can use to boost retention and productivity. A company that recognizes and rewards peoples’ achievements and performances shows that it appreciates its people and their contributions. When incorporated into a comprehensive approach towards employee wellbeing, merit increases can help keep professionals enthusiastic and engaged.
【HR术语】什么是替代时间（What is time in lieu?）
什么是替代时间？
所谓 "代替时间"，也称 "代替休假 "或 "TOIL"，是指个人以休假代替加班费。它是雇主可以提供的一种特殊福利，可以为员工创造更灵活的工作环境。
人力资源领导为什么要关注 "代休"？
人们通常希望有代班时间，这就是为什么它值得考虑作为吸引求职者的一种方式。这对组织也是有利的。
代休政策的好处包括：
为员工提供更多的自由时间，而当今的专业人士通常对自由时间的重视程度甚至超过了额外的报酬
作为一种激励机制，鼓励人们在紧迫的截止日期前更加努力地工作，因为他们会在工作后获得休假时间
让员工有更多时间放松身心，从而减少职业倦怠，提高工作绩效
减少组织需要支付的加班费用
人力资源领导者该如何管理代休时间？
提供 "以假代薪 "可为企业带来巨大利益。要使计划取得成功，必须考虑以下几点：
如何计算休假时间
计算休假时间很简单。无论加班多少小时或多少天，都有权获得相应的补休时间。因此，如果一个星期工作 50 个小时，而不是合同规定的 40 个小时，他们就可以额外获得 10 个小时的休假时间。
代替休假协议
如果您选择为员工提供 "代替休假"，那么在您的员工协议中加入一项关于如何使用 "代替休假 "的政策是非常重要的。在该政策中，您可能需要包括以下指导原则：
团队成员可以累积多少 TOIL
员工何时可以使用 TOIL
TOIL 日的有效期有多长
使用考勤跟踪软件管理替假流程
当然，准确记录加班和请假时间非常重要。这可以通过标准 Excel 电子表格、考勤表或更简单的考勤跟踪软件来完成。
考勤跟踪软件可以自动处理时间管理的所有方面，包括代班时间。员工和管理人员可以输入加班时间，说明他们将获得时间补偿，这些时间将自动计算并添加到他们的可用休假时间中。
为什么应将 "时间替代 "作为现代人力资源战略的一部分？
在这个世界上，工作与生活的平衡就像薪水一样，是一个职位的重要吸引力所在，因此 "时间替代 "政策非常值得考虑。提供时间补偿可以帮助企业吸引更多求职者，改善员工体验，提高绩效，甚至降低成本。
以下为文章原文：
What is time in lieu?
Time in lieu, also referred to as time off in lieu or TOIL, is when a person takes time off as an alternative to pay for overtime hours. It is a specific type of benefit employers can offer, creating a more flexible workforce.
Why should HR leaders care about time in lieu?
People often want time in lieu, which is why it’s worth considering as a way to attract job candidates. It’s also advantageous for the organization.
The benefits of a time off in lieu policy include:
Offering people more free time, something today’s professionals often value as much or more than additional compensation
Serving as a motivator that encourages people to work harder toward a tight deadline because they’ll receive time off afterward
Giving people more time to relax and unwind, reducing burnout and improving performance
Decreasing the amount of overtime the organization has to pay for
What can HR leaders do to manage time in lieu?
Offering time in lieu can significantly benefit the business. To make the program a success, it’s important to consider the following:
How to calculate time off in lieu
Calculating time off in lieu is simple. For any number of hours or days someone works overtime, they will be entitled to that amount of time off in lieu. So if they work 50 hours in a week instead of the 40 their contract stipulates, they would be granted an additional 10 hours of time off.
Time off in lieu agreements
If you choose to offer time off in lieu to your people, it’s important to include a policy for how it works in your employee agreement. In this policy, you may want to include guidelines for:
How much TOIL team members can accumulate
When people can take their TOIL
For how long TOIL days remain valid
Managing the time off in lieu process with time and attendance tracking software
Naturally, it’s important to accurately record both overtime and time taken in lieu. This can be done through standard Excel spreadsheets, timesheets, or–more easily–with time and attendance tracking software.
Attendance tracking software can automate all facets of time management, including time in lieu. Employees and managers will be able to input overtime hours, indicate that they will be compensated with time in lieu, and the hours will automatically be calculated and added to their available time off.
Why should time in lieu be a part of the modern HR strategy?
In a world where work-life balance is as significant a part of the appeal of a position as a salary, a time in lieu policy is well worth considering. Offering time in lieu can help businesses attract more candidates, improve the employee experience, boost performance, and even reduce costs.
降低成本
2024年07月05日
降低成本
【HR术语】什么是内部流动？（What is internal mobility?）
什么是内部流动？
内部流动是指员工在公司内部向新角色或职位的流动。这包括晋升（纵向流动）、调动和角色变化（横向流动）。
目前，许多企业都在使用内部流动战略来应对日益增长的人员流动率。良好的内部流动可以培养员工的技能，提高他们的工作满意度，甚至可以为企业节省时间和金钱。
为什么内部流动很重要？
在当前人员流动率居高不下的趋势下，内部流动可以成为提高员工留任率的有力工具。
通过为员工提供获得新经验的成长机会，可以提高整体工作满意度，从而降低员工离职另谋高就的可能性。
除了提高工作满意度，内部流动还能最大限度地发挥员工的才能。让员工体验不同的角色或部门，有助于他们发展新技能，使公司更加自给自足。
通过促进内部流动，你将拥有一支才华横溢、技能高超的团队，可以填补可能出现的大部分技能缺口--这样你就不必经常到公司外部寻找人才，从而节省了时间和金钱。
内部流动的例子
角色到角色的流动--员工在公司内部调动到相同资历的新角色。
调动--员工在不同地点继续担任组织内的相同职务。
晋升--团队成员晋升到公司更高级别的职位。
基于项目的流动--由具有不同专长的员工组成的团队为某一特定项目工作。
岗位轮换--员工在不同岗位或部门之间临时流动，以获得新的经验和学习新的技能。
发展计划--组织提供培训或发展计划，帮助员工掌握新技能，为在公司内担任不同角色做好准备。
内部流动的好处
降低成本--招聘新人的成本可能很高。企业可以通过聘用已经了解企业文化和流程的内部候选人来填补空缺职位，从而降低成本。
提高员工留任率--当员工感到自己有机会成长和晋升时，他们就更有可能长期留在公司。
提高参与度--有了在公司内学习、成长和接受新挑战的机会，员工会感到更有参与感和动力。
提高生产力--内部流动让员工接触到新的人员、流程和思维方式。这为团队成员提供了宝贵的知识，他们可以将这些知识运用到工作中。
如何促进内部流动？
您可以从建立内部流动计划开始。与每个部门的员工分享新的晋升或岗位轮换机会，明确表示欢迎每个人申请。
您还可以提供培训、在线课程和会议，帮助员工获得新技能和新知识。
通过招聘启事、内部通讯和定期的一对一交流，确保所有团队都了解这些机会，并激励员工去争取。给予他们追求发展目标所需的时间和支持。
另一种促进内部流动的方法是鼓励不同部门和团队之间的合作。这可以让员工接触到他们可能不熟悉的公司领域，并帮助他们与那些能为他们提供职业发展指导的人建立关系。
员工希望学习和成长。如果公司支持员工的发展和学习机会，那么最终也会帮助内部流动成为公司文化的一部分。
内部流动最佳实践
对于内部流动而言，重要的是为公司的每个职位制定清晰的职业发展路径。同时，要向所有员工开放机会，让他们可以尝试转换角色和传授技能。
说到这些机会，可以尝试组建一个招聘团队，寻找内部人才并从内部提拔。
为使这一做法行之有效，应在组织内部开展定期岗位轮换，以便对员工进行交叉培训，让他们在不同的岗位上积累经验，从而使他们具备所需的可转换技能，以便在他们愿意的情况下抓住这些机会。
内部流动是一项长期投资。但从长远来看，促进内部流动的企业会从中获益，创造一个高效的工作场所，让员工更加快乐。
以下为文章原文：
What is internal mobility?
Internal mobility is the movement of employees within a company to new roles or positions. This can include promotions (vertical mobility), as well as transfers and role changes (lateral mobility).
Many businesses are now using an internal mobility strategy to address the increasing rates of turnover. Good internal mobility develops employees’ skills, increases their job satisfaction, and can even save an organization time and money.
Why is internal mobility important?
With the current trend of high turnover, internal mobility can be a powerful tool for boosting the retention rate for employees.
By giving employees opportunities to grow with new experiences, it can increase overall job satisfaction—reducing the likelihood of them leaving for a new job elsewhere.
Besides increasing job satisfaction, internal mobility makes the most of what employees have to offer. Giving employees experience in different roles or departments helps them develop new skills that can make your company more self-sufficient.
By promoting internal mobility, you’ll have a talented, highly skilled team that can fill in most of the skills gaps that may appear—so you won’t have to regularly look outside the company for talent acquisition, saving you time and money.
Examples of internal mobility
Role-to-role mobility – When an employee moves to a new role at the same level of seniority within the company.
Transfer – When an employee continues their same role for the organization, but at a different location.
Promotion – When a team member is promoted to a higher-level position in the company.
Project-based mobility – When a team of employees, with different kinds of expertise, is put together for a specific project.
Job rotations – When an employee moves temporarily between different roles or departments to gain new experiences and learn new skills.
Development programs – When an organization provides training or development programs to help employees acquire new skills and prepare them for different roles within the company.
Benefits of internal mobility
Reduced costs – Hiring new people can be expensive. Businesses can reduce costs by filling open positions with internal candidates who already understand the organization’s culture and processes.
Improved employee retention rates – When employees feel that they have opportunities to grow and advance, they’re more likely to stay with the company long-term.
Increased engagement – With opportunities to learn, grow and take on new challenges within a company, employees feel more engaged and motivated.
Improved productivity – Internal mobility exposes employees to new people, processes, and ways of thinking.This gives team members valuable knowledge that they can apply to their work.
How do you promote internal mobility?
You can start by establishing an internal mobility program. Share new opportunities for promotions or job rotations with employees from every department, making it clear that everyone is welcome to apply.
You can also offer training, online courses, and conferences to help employees gain new skills and knowledge.
Make sure that all teams are aware of these opportunities through job postings, internal newsletters, and regular one-on-one check-ins—and inspire your people to go for them. Give them the time and support they need to pursue their development goals.
Another way of promoting internal mobility is by encouraging collaboration between different departments and teams. This exposes employees to areas of the company they may be unfamiliar with, and helps them build relationships with people who can give them guidance on advancing their careers.
Employees want to learn and grow. If a company supports employee development and learning opportunities, then it will also end up helping internal mobility to become an established part of company culture.
Internal mobility best practices
For internal mobility, it’s important to develop a clear career path for each role in your company. At the same time, keep opportunities open to all employees, so that they can try switching roles and transfer their skills.
When it comes to these opportunities, try putting together a recruitment team to find internal talent and promote from within.
For that to be effective, start regular job rotations within the organization so that you cross-train employees—giving them experience in different roles so that they have the transferable skills needed to take those opportunities, should they wish to.
Internal mobility is a long-term investment. But the businesses that promote it in the long-run reap the benefits, creating a productive workplace with happier employees.
降低成本
2024年05月11日
降低成本
【美国】人工智能解决方案公司Simbian获得1000万美元种子轮融资，打造由Gen-AI支持的完全自主安全平台
Simbian是一家为不同 IT 环境下的业务运营提供人工智能解决方案的公司，公司获得了 1000 万美元的种子轮融资。以实现完全自主的安全。作为实现这一目标的第一步，公司正在推出业界首个由 GenAI 驱动的安全辅助驾驶仪，将安全和智能 AI 解决方案集成到不同的 IT 环境中，以最大限度地扩大覆盖范围，加快解决安全团队不断变化的需求。该辅助驾驶员可持续观察用户操作和环境，并随着时间的推移学会自主执行日益复杂的任务。Simbian 致力于通过将所有战术任务委托给其可信赖的人工智能平台来实现完全自主的安全，从而使用户能够专注于战略安全目标。
本轮融资由 Cota Capital、Icon Ventures、Firebolt 和 Rain Capital 领投，Datadog 联合创始人兼首席执行官 Olivier Pomel、Nile 联合创始人兼首席执行官 Pankaj Patel、Anchorage Digital 联合创始人兼首席执行官 Diogo Monica、Facebook、Uber 和 CloudFlare 前首席运营官 Joe Sullivan 参投； Suresh Batchu、高盛运营合伙人 Paul Albright、硅谷传奇投资人 Pierre Lamond 以及 Coinbase 和 Pinterest 董事会成员 Gokul Rajaram。
"Cota Capital 合伙人 Aditya Singh 说："传统的安全自动化方法已不能满足当今动态环境的需要。"人才越来越稀缺，同时威胁载体也越来越复杂。根据一份网络安全市场报告，到 2028 年，全球网络安全市场将增长到 2,985 亿美元 。Simbian是该领域的领导者，它对安全自动化的细微差别和背景有着深刻的理解，能够通过人工智能进行学习，并随着时间的推移变得更加智能和深入。Simbian的创始团队拥有独一无二的成熟背景，曾打造过英伟达™（NVIDIA®）GPU、保密计算和领先的云安全解决方案。我们很高兴能加入Simbian，共同迈向完全自主安全的征程。"
Simbian的GenAI驱动平台是业内首个安全辅助驾驶平台，可适应各种IT环境并涵盖所有安全功能。大多数企业都有来自多个供应商的软件和内部软件。每个企业和安全团队的每个成员都有独特的、不断变化的安全需求。Simbian 可帮助从首席信息安全官到一线从业人员的每位安全团队成员实时解决其独特的安全需求。用户以自然语言提供他们的目标，Simbian 正在申请专利的 LLM 平台提供个性化建议，并在异构环境中生成自动操作--提供更好的安全结果，提高对不断变化的业务需求和威胁的敏捷性，并降低成本。
"Axelar联合创始人Sergey Gorbunov说："安全领域的复杂性与日俱增。"每天的安全事件都会带来新的变数。Simbian正朝着完全自主安全平台的目标迈进一大步。我们很高兴能与他们合作，因为这可以让我们在安全目标上更具战略性，而将安全机制留给Simbian。"
虽然安全厂商越来越多地使用 GenAI，但现成的 GenAI 模型存在许多安全风险，包括幻觉、提示注入风险和 PII/机密数据暴露。Simbian 利用正在申请专利的名为 TrustedLLM™ 的加固 LLM 系统将这些风险降至最低，该系统在用户与其使用的 GenAI 模型之间采用了多层安全控制。
"企业战略集团（Enterprise Strategy Group）首席分析师Dave Gruber说："人工智能驱动的安全解决方案可以大大提高威胁检测能力、加快修复速度并降低复杂性。"Simbian正在将这一愿景变为现实，因为他们利用人工智能将各级安全分析师日常执行的许多更具挑战性、更频繁的安全任务自动化。"
Simbian的联合创始人兼首席执行官Ambuj Kumar最近曾担任数据安全公司Fortanix的联合创始人兼首席执行官，他在该公司成功融资1.35亿美元以上，并建立了机密计算安全类别。Kumar 先生曾担任英伟达™（NVIDIA®）GPU 的首席设计师和密码学研究公司（Cryptography Research Inc. Simbian的联合创始人兼首席技术官Alankrit Chona曾在Twitter工作，拥有丰富的大规模平台和数据工程背景，是成功的初创公司Afterpay和Spotnana的创始成员。
"Simbian联合创始人兼首席执行官Ambuj Kumar表示："安全团队无法跟上每天必须完成的操作任务，尽管我们多年来一直在投资内部自动化和工具，以提高他们的工作效率，这就是我们创办Simbian的原因。Simbian联合创始人兼首席执行官Ambuj Kumar表示："行业内的早期反馈和追捧非常积极，我们很高兴今天能推出这家公司。作为业内首创，Simbian 让安全运营商牢牢掌控安全决策，我们让用户能够与各供应商的产品互动，从而完成任务。我们利用 LLM 和自然语言用户界面在代码中生成命令的能力在业内独一无二，我们还能让用户对我们支持的操作进行排列组合，所有这些都是即时完成的。
关于Simbian
Simbian是业内首家利用GenAI将安全、智能的人工智能解决方案整合到不同IT环境下的业务运营中的公司，以最大限度地提高安全覆盖率，加快解决安全团队最迫切、不断变化的需求。Simbian 凭借其经过加固的 TrustedLLM™ 系统，成为首家通过授权安全团队的每一位成员（从 C-Suite 到一线从业人员）为其独特的安全需求（从复杂的调查和响应到治理和报告）制定量身定制的见解和工作流程来加速安全的公司。该公司由风险投资支持，总部位于加利福尼亚州山景城。
降低成本
2024年04月12日
降低成本
【HR术语】什么是工作充实？（What is job enrichment?）
什么是工作充实？
工作丰富化是一种激励策略，其重点是使人们从事的工作更有价值、更令人满意。更具体地说，工作丰富化为个人成就提供了更大的空间、更具挑战性的工作、更多的责任以及个人成长和发展的机会。
我们都希望对自己所从事的工作感觉良好，但只有 15%的人对自己的工作感到投入。这就是工作丰富化发挥重要作用的地方，它能让团队成员更快乐、更有动力。
工作丰富化的例子
人们喜欢挑战、被接受和被重视的感觉。人力资源经理需要采取正确的工作充实策略来持续促进这种感觉，从而培养职场参与度。
那么，该从哪里入手呢？有帮助的是，这些策略可分为四大类和技巧：
增加职位的难度和责任。例如，可以让团队成员在日常工作中拥有更多的自主权或控制权。
增加需要新技能的新任务。这将有助于增加角色的趣味性，促进团队成员的专业和个人发展。
让团队成员参与决策过程。这应该与团队成员的工作或部门相关，能让他们感觉到自己在工作中更有价值、更投入。
提供培训机会，促进职业发展。这样，员工就能在现有技能的基础上更上一层楼，避免停滞不前。
工作丰富化和工作扩大化有什么区别？
工作充实和工作扩展这两个词经常被混淆。我们知道，工作充实是指让工作变得更有趣、更有挑战性、更有回报--其中大部分涉及在工作中增加更有意义的任务。
然而，工作扩大化是指增加工作的广度，增加更多难度或技能水平相似的任务。这被认为是纵向的工作扩展，即在某一技能范围内增加职责，从而减少无聊感，但并不一定能提高工作积极性。
从本质上讲，这两种策略都是为了提高工作满意度，但工作丰富化是通过使工作更复杂、更有价值来实现的，而工作扩大化只是使工作更多样化。
工作丰富化有哪些好处？
以下是丰富工作内容能改善员工体验的好处：
提高工作满意度
当任务变得更加复杂、更有意义时，工作内容的丰富化会使工作更有满足感，从而使团队成员更加快乐，工作环境更加积极向上。
成功留住人才
对工作的满意度意味着你的优秀人才不太可能离开。这可以降低与高离职率相关的成本，也意味着企业在顶尖人才的掌舵下不断向前发展。
减少缺勤
美国雇主每年每小时员工的旷工成本为 3,600 美元。因此，当团队成员有参与感时，他们就会更加投入、更有动力，并随时准备投入最佳工作。
继任规划和职业发展
对员工提出挑战意味着你可以看到他们真正的潜力和能力。大家都知道，从公司内部招聘人才的成本效益要高得多，而丰富工作内容则是一种简便的方法，可以让你感觉到哪些人非常适合在未来担任更高级别的职位。
授权带来生产力
当人们感到自己有能力时，生产力就会开始飙升。授权有助于建立自尊，而自尊来自于自主、信任和责任。
工作丰富化有哪些挑战？
工作丰富化有很多好处，但与任何事情一样，它也伴随着潜在的挑战：
技能组合错位。新的任务和职责必须与团队成员的职业目标相一致。如果团队成员对复杂的任务不感兴趣，或者根本就不在自己的技能范围内，就会导致不满情绪的产生。
增加工作量。如果管理不当，工作丰富化可能会造成任务超负荷，从而导致倦怠。关键是要为员工提供资源和支持，以应对增加的责任。
需要培训和支持。承担新的技能和复杂的任务可能意味着团队成员需要额外的培训和持续的支持。这就需要对预算和资源管理进行细致的前瞻性观察，以确保培训成本不会飙升。
人力资源技术如何帮助丰富工作内容？
人力资源技术可以成为工作丰富化道路上的盟友。它可以帮助识别员工的优势和能力，使他们更容易匹配具有挑战性和满足感的任务和角色。反过来，这也可以通过识别准备好进行角色转换的人员，支持继任规划和职业发展。
提供反馈和认可空间的人力资源平台是工作丰富化的一个关键部分，尤其是在人们追求新技能和接受挑战的时候。为同事点赞是一种很好的激励方式，能让人们对自己的工作感到满意。
与此同时，人力资源平台还可以提供反馈功能，如员工满意度调查。这可以让您监测工作丰富化的效果如何，以及哪些方面需要改变。
以下为文章原文：
What is job enrichment?
Job enrichment is a motivational strategy that focuses on making the work people do more rewarding and satisfying. More specifically, job enrichment gives greater scope for personal achievement, more challenging work, more responsibility, and the opportunity for personal growth and development.
We all want to feel good about the work we’re doing, yet only 15% of people feel engaged with their work. This is where job enrichment plays a vital role, leading to happier, more motivated team members.
Examples of job enrichment
People like to feel challenged, accepted, and valued. HR managers need to adopt the right job enrichment strategies to facilitate this on an ongoing basis, so they can nurture workplace engagement.
So, where to start? Helpfully, these strategies fall into four main categories and techniques:
Increasing the level of difficulty and responsibility of a role. This could involve giving a team member more autonomy or control over their day-to-day tasks, for example.
Adding new tasks that require new skills. This will help make the role more interesting and add to the team member’s professional and personal development.
Making team members part of the decision-making process. This should be related to their job or department and can help people feel more valued and invested in their work.
Offering training opportunities to propel career development. So people can build on their existing skillset and stop stagnation from creeping in.
What’s the difference between job enrichment and job enlargement?
Job enrichment and job enlargement are terms that often get confused. We know that job enrichment is about making a job more interesting, challenging, and rewarding—and much of this involves adding more meaningful tasks into the mix.
However, job enlargement involves ramping up the breadth of a job and adding more tasks of a similar level of difficulty or skill. It’s thought of as vertical job expansion, where adding responsibilities within a skillset reduces boredom but doesn’t necessarily increase motivation.
In essence, both strategies aim to increase job satisfaction, but job enrichment does it by making a job more complex and rewarding, while job enlargement simply makes a job more varied.
What are the benefits of job enrichment?
Here are the benefits of job enrichment that will improve the employee experience:
Greater job satisfaction
When tasks are more complex and meaningful, job enrichment makes the job more satisfying—and you get happier team members and a more positive working environment as a result.
Success with retaining talent
Satisfaction in a job means your top talent will be less likely to leave. This can reduce the costs that are linked with high turnover rates, and also means that the business keeps moving forward with top talent at the helm.
Reduced absenteeism
Absenteeism costs U.S. employers $3,600 per hourly employee per year. It makes sense that when team members feel engaged they will be more present, more motivated, and turn up ready to do their best work.
Succession planning and career pathing
Challenging people means you can see their true potential and capabilities emerge. As you know, it’s far more cost-effective to recruit from within your company—and job enrichment is an easy way to sense-check who would be a great fit for higher-level roles in the future.
Empowerment leads to productivity
When people feel empowered, productivity starts to soar. Empowerment helps to build self-esteem, which springs from autonomy, trust, and responsibility.
What are the challenges with job enrichment?
Job enrichment comes with many benefits, but—like everything—it comes with potential challenges:
A misalignment of skillsets. It’s important that new tasks and responsibilities are in line with a team member’s career goals. Loading on complex tasks that aren’t of interest, or simply aren’t within a person’s skillset can actually lead to dissatisfaction.
Increased workload. When not managed properly, job enrichment can cause an overload of tasks that could result in burnout. It’s key that employees are given the resources and support to handle the increased responsibility.
A need for training and support. Taking on new skills and complex tasks may mean a team member needs extra training and ongoing support. This will need careful foresight to watch over budget and resource management to make sure training costs don’t spiral.
How can HR tech help with job enrichment?
HR tech can be an ally on the road to job enrichment. It can help identify the strengths and abilities of employees, making it easier to match them with tasks and roles that are challenging and satisfying. In turn, this can also support succession planning and career pathing by identifying the people who are ready for a role shift.
An HR platform that gives space for feedback and recognition is a key part of job enrichment, especially as people are reaching for new skillsets and taking on challenges. Giving kudos to colleagues can be a great way to motivate and make people feel good about their work.
Alongside this, HR platforms can offer a feedback feature such as an employee satisfaction survey. This lets you monitor how well job enrichment is working—and what needs to change.
【德国】中小企业IT管理平台提供商deeploi获得600万欧元种子轮融资，通过更智能的IT管理促进企业发展
总部位于德国柏林的中小企业 IT 管理平台开发商 deeploi 获得600 万欧元种子轮融资。本轮融资由 Atomico 领投，现有投资者 Cherry Ventures 参投。作为本轮融资的一部分，Atomico 合伙人 Andreas Helbig 将加入 deeploi 董事会。
公司打算利用这笔资金加速扩大其产品和工程、IT 支持和上市团队，并进一步开发平台，以适应 deeploi 所服务的现代云原生公司的技术堆栈。
每家企业都需要高效的 IT，因为网络攻击不断增加，数据泄露的管理成本也越来越高。然而，IT 领域的现有解决方案长期服务不足--它们只能解决一部分问题（如移动设备管理），而且是为专业的全职 IT 管理员量身定做的。因此，通常没有能力或资源聘请专门 IT 部门的中小企业在管理其技术堆栈时面临着巨大的摩擦、安全风险和费用。这些 IT 管理职责都落在了非专业人员身上，而他们的主要职责却在其他方面。根据Atomico的分析，在德国拥有20-150名全职员工的55万家中小企业中，有60%依赖于这些非专业人员，随着IT变得越来越复杂，他们很难驾驭现有的大量工具。
deeploi 的定制平台覆盖了整个 IT 部门，简化了从入职、离职、设备管理到合规性和网络安全的所有流程。该平台的现有用户报告称，入职时间从几小时缩短到几分钟，估计他们在 IT 上花费的时间总体减少了 80%。
"deeploi 联合创始人Julian Lübke说："对于没有专业 IT 职能的企业和意外的 IT 管理员'来说，要确保每个人的笔记本电脑、软件和安全都符合要求是一件非常困难的事情。"这些任务的自动化可以为企业节省时间和金钱，提高生产率，促进增长"。
deeploi 联合创始人 Philipp Hoffman 补充说："作为 IT 管理服务的提供者，我看到了 IT 管理可能带来的压力和消耗的资源。但在现代社会，良好的 IT 是企业运行的保障。因此，我为我们能够提供一种降低成本而非质量的整体产品而感到自豪。
Atomico 合作伙伴 Andreas Helbig 说："简单安全的 IT 管理对所有企业来说都至关重要。中小企业要么外包给管理服务提供商（MSP），要么让自己的 "意外 IT 所有者 "不堪重负，这种现状不可能成为未来的趋势。deeploi 的两位创始人都亲身经历过这个问题： 朱利安通过他在McMakler等企业的扩展经验，而菲利普作为一家 MSP 的所有者，看到了这个行业所缺少的东西。他们在公司成立不到一年的时间里所取得的成就给我们留下了深刻的印象，他们选择 Atomico 作为其发展历程中的合作伙伴，我们感到非常高兴。
关于deeploi
deeploi为企业提供经济、高效和安全的IT服务。其全面、一体化的管理平台和专家团队能满足您所有的IT需求，简化从入职、离职和设备管理到网络安全和合规性的所有流程。deeploi由Julian Lübke和Philipp Hoffman于2023年创立，得到了包括Atomico和Cherry Ventures在内的欧洲领先投资者的支持。公司总部位于柏林。两位创始人将他们在扩大业务规模和IT管理服务方面的互补经验结合起来，创建了deeploi，为那些没有时间、预算或技术诀窍来建立和维护自己的企业级IT的公司提供定制解决方案。
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