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    什么是物联网 [外企头条|物联网如何塑造未来工作场所?]

    时间:2019-09-01 00:06:21来源:素素范文网 本文已影响
    物联网将如何重塑工作场所?法国索迪斯公司发布的《全球工作场所趋势报告》,将帮助你了解人们关注和探讨的几大趋势。

    请看详细报道↓↓↓

    自2012年起,索迪斯每年发布全球工作场所趋势报告,对各个维度进行审视。通过理解这些关键趋势及其影响,能够更有效地帮助客户规划未来。

    Since 2012, Sodexo has scanned the horizon in its annual Global Workplace Trends Report. By understanding key trends that are shaping both the nature of the enterprise and the future of work, Sodexo has been able to more effectively help the clients plan for the future that lies ahead.

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    人力资本管理3.0:员工体验变革

    Human Capital Management 3.0: Transforming the Employee Experience

    企业正在寻求简化人员互动和减少工作负荷的方法,员工的体验成为企业据此改进的重要关注点,因此人力资本管理越来越多地被视作解决方案。

    As organizations look for ways to simplify interactions and reduce overload, the employee experience has come into focus as a key area for improvement—and Human Capital Management (HCM) is increasingly being leveraged as a solution.

    有效的人力资源管理3.0基于以下理念,即员工体验可以——而且应该——通过能在工作和生活同时应用的解决方案,从而成为一种终身体验。

    Effective HCM 3.0 delivers upon the idea that the employee experience can—and should—become the life experience through solutions that can be used at work and at home.

    这意味着需要将员工在日常生活中对工作、社区、家庭和物质方面的追求进行无缝整合。

    This means seamlessly blending work, community, family and material aspects of what employees are seeking in their day-to-day lives.

    通过人力资本管理3.0,将有机会把各种不同的科技和项目联动起来,从而帮助员工和公司最大化发挥潜能。

    Through HCM 3.0, there is a real opportunity to get all of the different technologies and programs working together to help employees and organizations perform at their best.

    创造情智工作场所

    Creating the Emotionally Intelligent Workplace

    需要对工作场所的这些情绪进行引导这一点已被广泛认可,这意味着情绪智力/情商在当下已成为一个高绩效企业和优秀领导者的核心技能组合。

    With this understanding comes a recognition of the need to navigate these emotions in the workplace, meaning that emotional intelligence (EI) has become a core skill set for high-performing organizations and outstanding leaders today.

    数十年来的研究都强调“软技能”的重要性,但是当下,情绪智力/情商比任何时候都更重要。

    Decades of research support the importance of “soft skills,” but EI matters now more than ever.

    本趋势报告讨论了把情商测试推到最前沿的因素,描述了企业如何改善其整体情绪智力——从招聘合适的人选到更好地测量和引导情绪智力。

    This article discusses the drivers that have pushed this measure of intelligence to the forefront, and describes how organizations are boosting their collective EI—from recruiting the right talent to better assessing and teaching EI.

    对于那些希望着手于此的企业来说,体验设计可以帮助发现工作需要和动机,以及识别能提升员工体验的方法。

    For organizations looking for a place to start, practices such as experience design can help uncover workforce needs and motivations, as well as identify ways to enhance the employee journey.

    本报告提出了情商正快速成为备受欢迎的员工技能,以及塑造一个设计良好、以人为本工作环境的重要条件。

    This article takes a deep p>

    重构共享经济中的资源

    Re-imagining Resources in the Sharing Economy

    面对2008年后经济形势中出现的 “新常态”,个人和企业都在重新评估其资源的利用情况。

    Faced with an often difficult “new normal” in the post-2008 economic sphere, both inp>

    此外,还催生了一种“共享”或“零工”经济。不同于传统的所有制,这一现象更倡导劳动力和资源利用率最大化。

    Out of this has grown a “sharing” or “gig” economy; one that eschews traditional ownership to promote maximum efficiency of labor and materials.

    在实践中,共享经济意味着自由职业更为普遍和频繁,物资(如办公空间和设备)多采用短期共享方式。

    In practice, the sharing economy has meant a rise in freelance working as well as frequent and temporary sharing of material resources like office space and equipment.

    从公司获得更大的灵活性,到更好地平衡工作生活以及提高员工的满意度方面,这对公司和个人来说都是一个前所未有的机会。

    This represents an unprecedented opportunity for organizations and inp>

    推进性别平衡

    Moving the Needle on Gender Balance

    近年来,企业已经开始采用一个更为直接的方法提升工作场所的多元化,尤其是在团队的性别失衡问题上。

    For much of the recent past, business has taken a more direct approach to improving p>

    现在,由于多元化的提高带来了重要价值,人们越来越多地意识到女性在工作场所面临的独特挑战。多元化的重点不再仅仅是女性数量上的提高,更是让员工渐渐感受到真正的归属感和包容感。

    Now, with a growing awareness around the unique challenges faced by women in the workplace—and because of the significant value generated by improved p>

    对那些希望改进性别失衡的公司,第一步就是去检验阻碍女性融入的障碍——从偏见、双重标准,到缺少资助。

    For companies that want to overcome gender imbalances, the first step is to examine the barriers that are holding women back—from biases and double standards to a lack of sponsorship support.

    只有这样,他们才能采取适宜行动,使之逐步转变成为一个性别平衡的工作场所,届时,员工们才能感到他们的独特性是被看重的,并且获得归属感。

    Only then can they take steps toward creating a gender intelligent workplace, one in which employees feel that their uniqueness is valued and that they belong.

    员工——企业责任变革的推动者

    Employees: New Change Agents for Corporate Responsibility

    当今商界的成功,不仅是指企业需在经济层面成功——也需要成为广义层面上环境和社会问题的变革因子。

    To succeed in today’s business world, organizations need to become involved in more than just economics—they also need to become actors of change around large-scale environmental and social problems.

    然而,推动企业履行广义责任的不仅是商业逻辑,更是因为员工对雇主实施企业责任越来越高的期待感。

    However, responsible business is being nudged forward not only through business case logic, but because employees increasingly expect their employers to act responsibly.

    同时,许多员工本身就是强大的倡导者和变革的推动者。有远见的公司理解“激发并动员员工参与解决全球问题”的必要性。

    At the same time, many employees are themselves acting as powerful advocates and change agents. Forward-thinking companies understand the need to engage their workforce in inspiring ways about global issues.

    尽管大家都希望“做得好并做好事”,但是许多企业都面临信任危机,不只来自其自身员工,也来自全球市场。

    Despite their aspirations to “do well while doing good,” many organizations face a crisis of distrust among their workforce and in the broader global marketplace.

    因此,企业首先应该审视自己,重新理解领导的真正含义,重获员工的信任,努力打造一个共同的、更美好的未来。

    With this in mind, businesses first need to take a look at themselves, recapture the understanding of true leadership, and recover the trust of their employees in an effort to begin working towards a better future for all.

    来源:经济日报 外企头条工作室 陈颐 朱琳

    图片来源:索迪斯公司

    编辑:刘辛未

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