Workday发布2018年人力资源展望：新技能和更多人员数据 2018 Outlook for HR: New Skills and More People Data随着我们开始新的一年，帮助读者面对业务挑战，我们请Workday高管和合作伙伴提供对未来一年的深刻见解。我们发现，领导层正在重新关注人才管理和招聘，员工经验以及2018年技术和数据在推动工作场所多元化等举措方面的重要作用。
首先是人才竞赛。
寻找和留住高级人才在一个增加工作选择性和竞争的时代将继续成为许多人力资源领导者的首要考虑，许多人力资源领导者，更多的仔细看看需要支持其业务目标的具体技能。
IBM全球工作日实践组长Richard McColl表示：“新技术，尤其是工作和生活的数字化正在推动新技能人才的需求。“人力资源部门必须评估发展中的内部人才与外部雇佣人员之间的平衡，才能使他们获得最快的人才。例如，像学士学位这样的传统要求已经不再是工作的先决条件 - 技能是优先的。事实上，在过去的几年里，在美国雇用的IBM员工中大约有15％没有获得学士学位。“
Alight Solutions Workday产品战略副总裁Nelson Egurrola对此表示赞同，重申公司在内部看待员工的重要性，并确定他们需要填补的具体技能差距，以帮助改善招聘流程。
“我们必须更多地关注有针对性的招聘，以确定真正的人才需求和具体工作所需的基本技能。我们可以使用Glassdoor和LinkedIn等社交媒体网站，将公司需求与候选技能相结合，实现候选人渠道流程的自动化。“
Workday首席人事官员Ashley Goldsmith表示，到2018年，技术和数据将在工作场所多样性方面发挥重要作用。她说：“组织将采用人力资本管理技术，因为它们可以更深入地了解多元化数据，帮助揭示模式和趋势，突出成功和不足之处，并有效跟踪目标。”
“这些工具将帮助企业聚焦多元化和包容性趋势，这对于职场文化和商业成功至关重要。”
随着组织努力在2018年建立尽可能最好的团队并留住最优秀的员工，员工将成为驾驶员的座位。人员经理将需要担任辅导角色，以帮助团队成员发展自己的技能 - 不仅是为了业务的需要，而且是为了进一步实现个人的职业目标。
“如果您能为您的客户和员工创造最佳的体验，那么您的组织更有可能在新的数字时代取得成功。” -
IBM全球Workday实践领导者 - 理查德·麦科尔
Workday公司领导和组织效能副总裁Greg Pryor解释说：“员工将要求选择性，反过来，雇主将依靠技术来提高内部流动性，交叉培训和职业发展机会的透明度，以鼓励和引导员工对新的或不同的角色和职业路线感兴趣“。
行业分析师认为，今年的雇主经验应该是雇主的重中之重，即使这意味着人力资源领导者的转变。IBM的McColl说：“在数字时代，进步是由人和经验驱动的。“换句话说，如果你能为你的客户和你的员工创造最好的体验，你的组织就更有可能在新时代取得成功。经验的重要性意味着我们可能需要重新思考CHRO的作用。CHRO现在处于数字化人员体验业务，无论他们喜欢与否。“
有一件事是肯定的，那就是我们进入2018年：技术将成为更好地洞察员工的关键，这将有助于创建一个更多元化，更有参与性的员工队伍。
以上为AI自动翻译，查看原文请看下面
As we start a new year of helping our readers face their business challenges, we asked Workday executives and partners for their insights on the year ahead. We found that people leaders are renewing their focus on talent management and recruiting, the employee experience, and the important role technology and data will play in driving initiatives like workplace diversity in 2018.
First up is the talent race. Finding and retaining top talent in an era of increased job optionality and competition will continue to be top of mind for many HR leaders, with many taking a closer look at the specific skills needed to support their business goals.
“New technology and, in particular, the digitization of work and life, is driving a need for new types of talent with new skills,” says Richard McColl, IBM’s global Workday practice leader. “HR must assess what balance of developing internal talent and hiring externally will get them there the quickest. For example, traditional requirements like a bachelor’s degree are no longer the prerequisites for a job—skills are prioritized. In fact, over the past few years, about 15 percent of IBMers hired in the United States haven’t had a bachelor’s degree.”
Nelson Egurrola, vice president of Workday product strategy from Alight Solutions, agreed with this sentiment, reiterating how important it will be for companies to look internally at their workforce and identify the specific skill gaps they need to fill to help improve the recruiting process.
“We must focus more on targeted recruiting in order to identify the true talent need and which underlying skills are required for specific jobs. We can use social media sites like Glassdoor and LinkedIn to intersect company needs with candidate skills to automate the candidate funnel process,” he said.
Workday Chief People Officer Ashley Goldsmith said that in 2018, technology and data will play an important role when it comes to workplace diversity. “Organizations will embrace human capital management technologies because they provide deeper insights into diversity data, help reveal patterns and trends, highlight successes and shortfalls, and enable effective tracking of goals,” she said.
“Such tools will help organizations keep a spotlight on diversity and inclusion trends, which is critical to workplace culture and business success.”
As organizations strive to build the best teams possible and retain their best workers in 2018, employees will be in the driver’s seat. People managers will need to take on coaching roles to help team members evolve their skill sets—not only for the business’s needs but to further their personal career goals as well.
“Your organization is more likely to succeed in the new digital era if you can create the best experiences for your customers and your employees.”
—Richard McColl, IBM’s global Workday practice leader
Greg Pryor, vice president of leadership and organizational effectiveness at Workday, explains, “Employees will demand optionality and in turn, employers will rely on technologies that enable more transparency around internal mobility, cross-training, and career development opportunities to encourage and guide employees interested in new or different roles and career paths.”
Industry analysts agree that the employee experience should be a high priority for employers this year, even if that means a shift for HR leaders. “In the digital age, progress is driven by people and experience,” says IBM’s McColl. “In other words, your organization is more likely to succeed in the new era if you can create the best experiences for your customers and your employees. The importance of experience means we may need to rethink the role of the CHRO. The CHRO is now in the digital people experience business, whether they like it or not.”
One thing is for sure as we head into 2018: Technology will be the key to unlocking better insights into our employees that will help create a more diverse, engaged workforce.
Fortune评出美国最适合父母工作的50佳公司，Workday 排第一The 50 Best Workplaces for Parents
By Fortune Editors November 28, 2017
1. Workday
Courtesy of Workday, Inc.
U.S. headquarters: Pleasanton, Calif.
Industry: Information Technology
No. U.S. employees: 5473
Parental Benefits
Fertility treatments covered by health plan: Yes
Total maternity leave: 100 days
Fully-paid maternity leave: 100 days
Total paternity leave: 100 days
Fully-paid paternity leave: 60 days
Parental leave after adoption: 60 days
Parental-leave benefits to part-time employees: Yes
On-site or near-site child care center: Yes
Employees say:
“Management makes it very clear that personal lives come first and work is to be balanced with your outside life. We focus a lot on personal health from things like exercise, taking time off, team building events and simply having fun.”
“Workday encourages a work/life balance which has allowed me to spend more time with my family. I did not have this with my past employer who expected me to always be available and even made me feel guilty for taking maternity leave. With Workday I am now able to volunteer with my children’s activities and actually spend extra time with my family. This has made an enormous difference in my overall well-being and happiness.”
2. Ultimate Software
Courtesy of Ultimate Software
U.S. headquarters: Weston, Fla.
Industry: Information Technology
No. U.S. employees: 3972
Parental Benefits
Employees who telecommute: 50%
Fertility treatments covered by health plan: Yes
Total maternity leave: 60 days
Fully-paid maternity leave: 50 days
Total paternity leave: 60 days
Fully-paid paternity leave: 20 days
Parental leave after adoption: 60 days
Parental-leave benefits to part-time employees: No
On-site or near-site child care center: Yes
Employees say:
“I just returned from my four weeks of paid paternity leave and it was a once in a lifetime experience! Most companies still do not recognize the value a father can provide to his family after the birth of a child, so we are blessed that Ultimate does!”
“Words can’t even express how thankful I am to work for Ultimate Software. From the first day that I’ve arrived it has been a blessing. From the company paid benefits for my entire family, to the stock given which helped us to have our first home built, to all of the company perks given on a day-to-day basis, to the wonderful people and the work/life balance. I hope to retire here.”
3. Deloitte
Courtesy of Deloitte
U.S. headquarters: New York City
Industry: Professional Services
No. U.S. employees: 55608
Parental Benefits
Employees who use flexible schedules: 95%
Employees who telecommute: 95%
Employees who use compressed work weeks: 1%
Fertility treatments covered by health plan: Yes
Total maternity leave: 120 days
Fully-paid maternity leave: 120 days
Total paternity leave: 80 days
Fully-paid paternity leave: 80 days
Parental leave after adoption: 80 days
Parental-leave benefits to part-time employees: No
On-site or near-site child care center: Yes
Employees say:
“Executive leadership tries to create an atmosphere of good work/life balance. Benefits are very competitive including a wellness benefit, 16-week paid caregiver leave, sabbatical program and retirement pension plan fully funded by firm.”
“Firm flexibility has had significant impacts to my personal life. I have a daughter who has special needs which often has me out of the office for specific therapies and appointments. Both client, management and team has fostered a culture of allowing and demonstrating an understanding of these unique issues to help adapt to my schedule.”
4. Comcast NBCUniversal
Jeff Fusco—AP for Comcast
U.S. headquarters: Philadelphia
Industry: Telecommunications
Parental Benefits
Fertility treatments covered by health plan: Yes
On-site or near-site child care center: Yes
Employees say:
“The new Parental leave policy is a huge win! I love that fact that even though we are a Fortune 50 company people genuinely care about your wellbeing and your life outside of Comcast.”
“Working for Comcast has literally changed my life and been one of the biggest blessings in my life! When I started at Comcast, I was also tackling being a first-time single mother. There were definitely days that were challenging and hurdles to tackle but I would not be in the position I am today if it were not for my supervisor and support team coaching and encouraging me along the way. Comcast genuinely cares about employees and their career development.”
5. Salesforce
Jakub Mosur Photography
U.S. headquarters: San Francisco
Industry: Information Technology
No. U.S. employees: 17417
Parental Benefits
Fertility treatments covered by health plan: Yes
Total maternity leave: 130 days
Fully-paid maternity leave: 0
Total paternity leave: 130 days
Fully-paid paternity leave: 0
Parental leave after adoption: 130 days
Parental-leave benefits to part-time employees: Yes
On-site or near-site child care center: Yes
Employees say:
“Work life integration is the best I have ever had in my career. The job is fast-paced and demands are high, but I’m empowered and measured on my deliverables. I’m given the flexibility to manage my schedule so that I can be present with my family.”
“The maternity leave policy is awesome. It was great to take six months maternity leave to bond with my child. I was also given some additional time off and flexible work from home options on return. This is a godsend as many companies I know do not give any maternity leave to begin with. It greatly reduced my mental stress in returning back to work after a break.”
6. Edward Jones
Courtesy of Edward Jones
U.S. headquarters: St. Louis
Industry: Financial Services & Insurance
No. U.S. employees: 42950
Parental Benefits
Employees who telecommute: 20%
Fertility treatments covered by health plan: No
Total maternity leave: 120 days
Fully-paid maternity leave: 120 days
Total paternity leave: 14 days
Fully-paid paternity leave: 14 days
Parental leave after adoption: 120 days
Parental-leave benefits to part-time employees: Yes
On-site or near-site child care center: No
Employees say:
“You have the opportunity to build a career to whatever level of success you desire. You can have as flexible of a schedule as you want as long as you run an ethical and profitable branch.”
“A new [Parental Leave of Absence] benefit was added last year, that I was able to take advantage of: My husband and I adopted one of our foster children. I was able to take time off from work to help her settle in and adjust to the new horizon she was becoming a part of.”
7. Cooley
Courtesy of Cooley LLP
U.S. headquarters: Palo Alto, Calif.
Industry: Professional Services
No. U.S. employees: 1892
Parental Benefits
Employees who use compressed work weeks: 1%
Fertility treatments covered by health plan: Yes
Total maternity leave: 130 days
Fully-paid maternity leave: 80 days
Total paternity leave: 60 days
Fully-paid paternity leave: 35 days
Parental leave after adoption: 130 days
Parental-leave benefits to part-time employees: Yes
On-site or near-site child care center: Yes
Employees say:
“In addition to the generous leave policy for parents, Cooley permits employees to gradually ease back into their work schedule for six months after returning. This benefit was invaluable in enabling me to return back to work.”
“I have been with Cooley for 17 incredible years. I am a parent to six kids and never once have I felt like I’ve had to make a choice between being a great parent and a great lawyer here at Cooley. It truly is a ‘best of both worlds’ kind of place. My work schedule is incredibly busy but also very flexible so that I can fully meet my parental responsibilities to all my kids and still also fully meet my responsibilities to clients and colleagues. A completely supportive environment with respect to families is what we have here at Cooley—a rare thing indeed for a large international law firm.”
8. SAP America
Courtesy of SAP America
U.S. headquarters: Newtown Square, Penn.
Industry: Information Technology
No. U.S. employees: 18379
Parental Benefits
Employees who use flexible schedules: 100%
Employees who telecommute: 100%
Fertility treatments covered by health plan: Yes
Total maternity leave: 60 days
Fully-paid maternity leave: 60 days
Total paternity leave: 60 days
Fully-paid paternity leave: 30 days
Parental leave after adoption: 30 days
Parental-leave benefits to part-time employees: No
On-site or near-site child care center: No
Employees say:
“While in the middle of a very difficult set of diagnoses for my daughter, I was promoted to a highly visible position. I was not only able to take care of my family, but excel in my job because SAP’s flexibility and excellent training programs.”
“I think SAP is a great place to work to be a Working Mom. I have been able to reinvent my career a few times here to adjust to the changes in work life needs. My managers have always been very supportive. I was able to take advantage of the maternity leave program, part-time return to work programs, and vacation to care for my newborn. One of the biggest reasons woman leave the workforce is because they cannot balance caring for children and delivering on their career. At SAP, my managers helped me believe that I can do both and give me the support to do both.”
9. Kimley-Horn
Courtesy of Kimley-Horn
U.S. headquarters: Raleigh, N.C.
Industry: Professional Services
No. U.S. employees: 2805
Parental Benefits
Employees who use flexible schedules: 10%
Employees who use compressed work weeks: 96%
Fertility treatments covered by health plan: Yes
Total maternity leave: 60 days
Fully-paid maternity leave: 35 days
Total paternity leave: 60 days
Fully-paid paternity leave: 5 days
Parental leave after adoption: 60 days
Parental-leave benefits to part-time employees: No
On-site or near-site child care center: Yes
Employees say:
“Kimley-Horn’s support and recognition of women professionals and their emphasis on work-life balance is unparalleled. There is no feeling that there is a ‘glass ceiling’ present at Kimley-Horn.”
“I am truly allowed to be myself with this company. I don’t have to worry about not fitting in, because in order to fit in, you just have to be yourself. I have never worked at a company that had this genuine attitude towards its employees, and truly want each and every one of us to succeed not only in business, but in life as well.”
10. Wegmans Food Markets
Rich Schaub Photography
U.S. headquarters: Rochester, N.Y.
Industry: Retail
No. U.S. employees: 47084
Parental Benefits
Fertility treatments covered by health plan: Yes
Total maternity leave: 60 days
Fully-paid maternity leave: 30 days
Total paternity leave: 60 days
Fully-paid paternity leave: 0
Parental leave after adoption: 60 days
Parental-leave benefits to part-time employees: No
On-site or near-site child care center: No
Employees say:
“Wegmans allows me the time to be a mom, as well as understanding that I need to work as much as possible too. If my child is ill, leaving to get him is never as issue.”
“I am so very thankful for our benefits. Wegmans truly takes care of us. My wife and I have a child who has had special medical needs. We are so very grateful that Wegmans medical benefits have helped provide what we need for our child. I also love the people I work with. I feel like we are family working together to help our customers.”
Left 40 Others Best Workplace for Parents
11. American Express
12. Kimpton Hotels & Restaurants
13. Hyatt Hotels
14. Adobe Systems
15. USAA
16. World Wide Technology
17. PricewaterhouseCoopers
18. Genentech
19. VMware
20. Ernst & Young
21. Accenture
22. Zillow Group
23. Capital One Financial
24. Plante & Moran
25. West Monroe Partners
26. Squarespace
27. Orrick, Herrington & Sutcliffe
28. Intuit
29. NVIDIA
30. Progressive Insurance
31. Allianz Life Insurance Company of North America
32. Quicken Loans
33. Scripps Health
34. Hilton
35. First Horizon National
36. Point B
37. Marriott International
38. Navy Federal Credit Union
39. LaSalle Network
40. Crowe Horwath
41. SAS Institute
42. Total Merchant Services
43. PrimeLending
44. David Weekley Homes
45. Pariveda Solutions
46. Bank of America
47. Texas Health Resources
48. Roth Staffing Companies
49. T-Mobile US
50. Atlantic Health System
Original link:
http://fortune.com/2017/11/28/best-companies-working-parents/
刚刚，Workday宣布开放Workday Cloud Platform 进入Paas市场。
刚刚WorkdayCEO Aneel Bhusri 在拉斯维加斯举行的workday Altitude大会中宣布，开放其Workday Cloud Platform 进入Paas 市场。详细地址可以看 这里
Aneel 解释了为什么要进入，以及客户和伙伴们的强烈需求。同时比喻Workday 很像阿波罗登月计划一样，一步一步的来。第一步是HCM ，第二步是国际化，第三步是财务，第四步是棱镜分析与规划，开放平台则是第五步！
我们附录下Aneel 的英文全文帮助大家更好的了解：
“When will Workday open up its platform?”
This question is one of the most frequent ones we’ve received over the years from customers, analysts, and employees alike. And we have always been clear with our response: While opening up the platform was a likely possibility in the future, we needed to stay focused on more immediate priorities for our customers and the requisite needs of our application development teams. Indeed, we had to ensure our technology core offered rock-solid reliability and scalability as well as the flexibility to continually evolve with a rapidly changing business landscape.
Today, we are ready to take a big step forward on our extensibility journey by announcing our intent to open our platform to customers and a broader ecosystem of partners, independent software vendors (ISVs), and developers. The news was shared by our Chief Technology Architect Jon Ruggiero at Altitude, our annual conference for the Workday services ecosystem. This announcement followed an exciting platform hackathon that took place earlier at Altitude and validated that we are on the right path.
And like everything we do, we based our decision on customer input. Simply put, a growing number of customers have been asking for a more open Workday platform. They want to use Workday as a cloud backbone that supports cohesive, digital workflows across multiple business applications—reflective of how their people work and how their businesses operate in today’s hyper-connected, real-time world.
By opening up the Workday Cloud Platform and entering the Platform-as-a-Service (PaaS) market, Workday intends to enable customers and our broader ecosystem to use our platform services to build custom extensions and applications that can significantly enhance what organizations are able to accomplish with Workday.
For instance, customers will be able to create new tasks and business processes to consolidate workflows and they’ll also be able to integrate external applications with Workday using new APIs. This is just a sampling of what will be possible when opening the Workday Cloud Platform, and we’re looking forward to exploring all the ways we can empower our community to develop solutions for more unique business needs, while continuing to benefit from Workday’s contextual data, robust security, battle-tested scalability, and engaging user experience.
While it’s still early days, I believe that opening up the Workday Cloud Platform will prove to be one of most important moves we’ve made since starting the company back in 2005. As a big fan of the Apollo missions, I have been fond of comparing Workday’s strategy to the process of sending a rocket to the moon. HCM was our first booster rocket that launched the company, international expansion was the second stage, Financial Management was the third, and the combination of Planning and Prism Analytics was the fourth and most recent step in our journey. Opening up the Workday Cloud Platform and entering the PaaS market will be number five—a major step for Workday as we continue to innovate and bring increasing value to our customers.
It’s an exciting time for the Workday community, and I look forward to sharing more about this next phase of our journey together in the coming months (hint hint Workday Rising in the fall).
—Aneel
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