手机版|
二维码|
请留意这些由人力资源管理技术部门和人力资源管理特别专家小组总结出的人力资源新科技的趋势：
User experience. Ease of use will become more important to employees when it comes to HR technology solutions.
用户体验。涉及到人力资源技术方案，具备‘便于应用’的特点已经对员工越来越重要。
Customization. * -size-fits-all solutions will decrease in popularity and effectiveness.
自定义。 自定义大小匹配度高的方案将变得更加普及和高效。
Integration. Employees will expect a more integrated digital experience when it comes to their interactions with HR departments. Examples of integration include single sign-on features and one-stop shopping for benefits.
整合。与人力资源部门合作时，员工会期待一次真切的数字化体验。整合后的系统具有单点登录功能和一站式购物等优势。
Mobile access. Employees will expect HR departments to provide mobile access to core HR functions.
移动访问。员工会期望人力资源部门提供可直达人力资源核心职能的移动访问。
Going social. Social media tools will become an integral and core component of virtually all HR functions, including employee relations, benefits management, and training and development. Employees will continue to find uses for social networking for work and other purposes.
走向社会。 社会化媒体工具将成为几乎所有人力资源职能的核心组成部分，包括处理员工关系，福利管理，员工的培训和发展。人们还在继续寻找工作社交网络的其他用途。
Leverage. HR professionals will continue to move away from viewing their role in social media as a policing function and more toward helping business leaders leverage social media for maximum employee engagement.
杠杆作用。人力资源专业人士将转变其以往对社会化媒体的管辖职能，而是更倾向于帮助企业领导人衡量社会化媒体工具以获取最大的员工敬业度。
Autonomy. HR managers will gain more autonomy and flexibility in making technology decisions that impact their work and their departments.
自治。人力资源经理在制定影响他们的工作和部门的技术决策时将获得更多的自主权和灵活性。
Virtual conferencing. HR professionals will increase reliance on videoconferencing as well as help business leaders adopt this technology in appropriate ways.
虚拟会议。人力资源专业人士将增加对视频会议的依赖，同时帮助企业领导人在适合的时候采用这种技术。
Into the cloud. Soft-as-a-service as well as cloud-based software solutions will become the preferred direction for HR technology.
在云中。‘软件即服务’以及基于云计算的软件方案将成为人力资源技术的首选方向。
Getting linked. HR information systems solutions will offer integration with social media tools like LinkedIn.
取得联系。人力资源信息系统方案将提供较完善的社会化媒体工具如LinkedIn。
Wanted: HR Professionals with Social Media Skills
招聘：通晓社会化媒体技术的人力资源人才
Between May and August, more than 1,000 new ads for HR positions included requirements for social media skills, nearly a 160 percent increase above the same period in 2010, according to WANTED Analytics.
五月至八月期间，人力资源岗位有1000多个新增的要求社会化媒体技能的招聘启示，根据WANTED分析报告，对比2010年同期增加160％。
Firm researchers, who collect detailed hiring-demand data using WANTED Analysis, say those skills include being able to develop recruiting strategies and source talent by using the Internet and social networking sites. Candidates looking for HR jobs that include social media components need to be abreast of new, innovative sourcing techniques and recruitment best practices and need to know how to utilize web searches, apps, job boards and social media sites to create community and generate leads. Simply knowing how to tweet job openings or scour LinkedIn or Face book pages to find talent is not enough.
公司的研究人员根据WANTED分析收集了详细的企业雇佣需求的数据，结果显示对技能的要求主要包括能够开发和利用互联网及社交网站的招聘战略和人才来源。人力资源工作的求职者需要掌握新的社会化媒体工具，最新的招聘技术和最佳招聘方法，还需要了解如何利用网络搜索应用程序、工作板和社交媒体网站创建社区和生成信息。像以往一样只知道张贴职位信息，或者在LinkedIn或Face book页面上刷新招聘人才已然远远不够。
According to the researchers’ analysis, companies are looking for human resource candidates who can:
据研究人员分析，公司想要招聘的人力资源人才需要具备以下几点：
· Direct web traffic to corporate career sites through social media channels.
利用社会化媒体工具将网络点击流量直接指向企业的招聘网站。
· Proactively identify and attract passive talent through inexpensive sources such as social media.
充分利用省钱的资源如社会化媒体工具主动识别并吸引被动人才。
· Build and maintain a pipeline of prospects through networking and social media research, while maintaining a “robust LinkedIn profile.”
通过对网络和社会化媒体的熟练掌握建立并保持一条有前景的通道，同时保留“庞大的LinkedIn资料。”
· Create Boolean search strings， and use advanced search techniques.
创建布尔搜索字符串，并使用先进的搜索技术。
· Assist in placing employment ads with appropriate sources, including websites and social media.
在适当资源如网站和社会化媒体上放置招聘广告。
“We’ve heard the ‘buzz’ about social recruiting,” says Bruce Murray, CEO of WANTED Technologies. “Facts are showing that forward-looking companies are now expecting their recruiters to have mastered this core competency. Social recruiting has moved beyond ‘buzz’ and is definitely main stream.”
“我们已经听到有关社会招聘杂七杂八的讨论声，”WANTED技术公司首席执行官布鲁斯·默里说。“事实证明有前瞻性的公司现在正期待他们负责招聘的工作人员已经掌握了这一核心竞争力。社会招聘早已超越了社会对它的非议并已成为绝对的招聘主流。”
Cloud computing and Security
云计算与安全性
Cloud computing is all the rage. But should sensitive HR data reside on the Internet?
云计算可以说是风靡一时。但敏感的人力资源数据应该放在互联网上吗？
Cloud computing refers to storing, developing or processing data on vendors’ servers running on the Internet, or “in the cloud,” rather than on company computers. The subset of cloud computing most familiar to HR leaders is software-as-a-service.
云计算是指对在互联网上运行的厂商服务器上的数据进行存储，开发和整理，或称为‘在云中’，企业的数据并不在公司的电脑上。对许多人力资源领导人来说最熟悉的是云计算的一个子集——‘软件即服务’。
Most experts say the advantages are many. But are they worth the risks?
大多数专家都知道云计算的好处颇多，但是否也有风险？
Pros and Cons
优势和弊端
Cloud hosting takes up less space, saving companies thousands of dollars by allowing them access to expensive technologies, but requiring them to pay only for the services they use. And by “renting” rather than buying software to house payroll, benefits or recruiting data on vendors’ servers, managers can relieve themselves of information technology maintenance burdens.
云托管只占用少量空间，让企业获得昂贵的技术的同时还节省了数千美元，因为公司只需支付他们所使用的服务的费用。 实际上就是为工资，福利或供应商服务器上的招聘数据‘租借’而非购买该软件，企业管理者还可以减轻他们自己信息技术维护的负担。
It’s convenient, too. “Cloud computing makes an IT investment more efficient, flexible and faster, and allows access to data anytime, anywhere, any place and with any electronic device,” said Jose Granado, a security expert with Ernst & Young.
它用起来也很方便。“云计算使互联网投资更高效，灵活，速度更快，并允许用户随时随地使用任何电子设备对数据进行访问，”安永会计师事务所安全专家杰斯·格拉纳多说。
But ubiquitous access to that data makes it more prone to theft. “The more connected we become, the more exposed we are,” Granado says.
但随时随地访问这些数据也使得信息更容易丢失。 “我们操作得越频繁就越容易泄漏信息，”格兰纳多说。
Many cloud providers would have their customers believe that using cloud storage is completely safe.
许多云计算的供应商都会让他们的客户相信使用云存储是绝对安全的。
“There is no way to know unless you assess the cloud you’re going to put your data in,” says Damon Petraglia, director of forensic and information security services for Chartstone LLC.
“除非你把数据放入云中再去评估它，否则没有办法知道，”Chartstone有限责任公司信息安全服务部门负责人达蒙·彼得拉利亚说道。
Experts say that people looking to use cloud computing—especially HR departments—need to do their homework before putting their faith in the cloud. According to International Data Corp., the cloud computing market could hit $72.9 billion by 2015.
专家提醒想使用云计算的用户，尤其是人力资源部门需要在使用前做足功课。据国际数据公司指出，云计算市场预计到2015年可达到72.9亿美元。
Although cloud computing services are gaining acceptance, organizations still must address the potential risks before moving business applications to the cloud. A recent Ernst & Young’s survey shows that nearly half of respondents are engaging in, evaluating or planning to use cloud-based solutions. However, the top risk most concerning businesses about using the cloud is compromised data. Not knowing the exact location is a fear as well.
虽然云计算服务为人们所接受，但企业必须在将其业务纳入云中之前了解其潜在风险。最近安永会计师事务所的调查显示，近一半的受访者正在从事，评估或计划使用基于云计算的服务。然而，企业使用云计算的最大风险是那些缺乏抵抗力的数据，不知道数据的确切位置也是用户要冒的风险之一。
“When you put data into a cloud you may not know where it is,” Petraglia says, as some Amazon customers discovered on Aug. 7, 2011, when a power outage interrupted Amazon’s only European data center in Dublin for two days, leaving the company struggling to restore customers’ data.
“一旦你把数据放在云中你可能就不知道它在哪里了，”彼得拉利亚说。2011年8月7日由于停电导致亚马逊在都柏林唯一的欧洲数据中心中断达两天之久，使得该公司慌乱中努力恢复客户的数据。
Data in the cloud, Petraglia pointed out, is only as safe as the company hosting it.“So when it goes into the cloud and you let someone else be responsible for it, you’re taking a risk,” he says. If the information is compromised or hacked, the company will be on the legal hook, not the service provider.
彼得拉利亚指出云中的数据仅在服务器托管它们时才是安全的。“因此，当数据进入云中，你让别人来负责数据的安全你就在承担风险，”他说。如果信息被破坏或被黑客攻击，会是你的公司而不是云服务提供商被推上法庭。
Due Diligence
恪尽职守
Brian Richards, vice president of Client Technologies for SIRVA, Inc., says that with data security “there’s no silver bullet. If you’re evaluating a vendor and are concerned with data security, look internally and see if they can do it better than your IT department. Do due diligence.” He adds that, in many ways, a cloud computing provider has to demonstrate that it has good data security—more “than your IT department, because if they have a data breach, they’re out of business.”
SIRVA公司负责客户端技术的副总裁布赖恩·理查兹说，对于数据安全“并没有绝对的安全。如果你正在评估供应商或担心数据的安全问题，就从你的公司内部着眼，看看供应商是否能比你的IT部门做得好，是否能做到恪尽职守。”他补充说，“在许多方面，云计算提供商其实已经证明他们比企业的IT部门更能保证数据的安全，因为即使有数据泄漏，他们也并不通晓公司的业务。”
Dev Chanchani, president of INetU, a cloud computing provider, says there are three broad categories to consider when selecting a cloud computing provider: physical, technical, and administrative.
云计算提供商之一INetU公司总裁德武·詹猜尼指出，在选择云计算提供商时要考虑三点：物理，技术和行政。
Adds Grady Summers, principal, information security, at Ernst & Young:”You’ll want to access logs, tour the data center, go through data center questionnaires and see who has the administrator’s password, Make sure that the service provider can meet regulatory requirements as well.”
安永会计师事务所信息安全负责人雷迪·萨默斯说道：“你要访问日志，就要到数据中心，通过管理员的密码提问才能够访问，确保服务供应商也会为你的数据提供类似的监管。”
招聘：通晓社会化媒体技术的人力资源人才
Between May and August, more than 1,000 new ads for HR positions included requirements for social media skills, nearly a 160 percent increase above the same period in 2010, according to WANTED Analytics.
五月至八月期间，人力资源岗位有1000多个新增的要求社会化媒体技能的招聘启示，根据WANTED分析报告，对比2010年同期增加160％。
Firm researchers, who collect detailed hiring-demand data using WANTED Analysis, say those skills include being able to develop recruiting strategies and source talent by using the Internet and social networking sites. Candidates looking for HR jobs that include social media components need to be abreast of new, innovative sourcing techniques and recruitment best practices and need to know how to utilize web searches, apps, job boards and social media sites to create community and generate leads. Simply knowing how to tweet job openings or scour LinkedIn or Face book pages to find talent is not enough.
公司的研究人员根据WANTED分析收集了详细的企业雇佣需求的数据，结果显示对技能的要求主要包括能够开发和利用互联网及社交网站的招聘战略和人才来源。人力资源工作的求职者需要掌握新的社会化媒体工具，最新的招聘技术和最佳招聘方法，还需要了解如何利用网络搜索应用程序、工作板和社交媒体网站创建社区和生成信息。像以往一样只知道张贴职位信息，或者在LinkedIn或Face book页面上刷新招聘人才已然远远不够。
According to the researchers’ analysis, companies are looking for human resource candidates who can:
据研究人员分析，公司想要招聘的人力资源人才需要具备以下几点：
· Direct web traffic to corporate career sites through social media channels.
利用社会化媒体工具将网络点击流量直接指向企业的招聘网站。
· Proactively identify and attract passive talent through inexpensive sources such as social media.
充分利用省钱的资源如社会化媒体工具主动识别并吸引被动人才。
· Build and maintain a pipeline of prospects through networking and social media research, while maintaining a “robust LinkedIn profile.”
通过对网络和社会化媒体的熟练掌握建立并保持一条有前景的通道，同时保留“庞大的LinkedIn资料。”
· Create Boolean search strings， and use advanced search techniques.
创建布尔搜索字符串，并使用先进的搜索技术。
· Assist in placing employment ads with appropriate sources, including websites and social media.
在适当资源如网站和社会化媒体上放置招聘广告。
“We’ve heard the ‘buzz’ about social recruiting,” says Bruce Murray, CEO of WANTED Technologies. “Facts are showing that forward-looking companies are now expecting their recruiters to have mastered this core competency. Social recruiting has moved beyond ‘buzz’ and is definitely main stream.”
“我们已经听到有关社会招聘杂七杂八的讨论声，”WANTED技术公司首席执行官布鲁斯·默里说。“事实证明有前瞻性的公司现在正期待他们负责招聘的工作人员已经掌握了这一核心竞争力。社会招聘早已超越了社会对它的非议并已成为绝对的招聘主流。”
Cloud computing and Security
云计算与安全性
Cloud computing is all the rage. But should sensitive HR data reside on the Internet?
云计算可以说是风靡一时。但敏感的人力资源数据应该放在互联网上吗？
Cloud computing refers to storing, developing or processing data on vendors’ servers running on the Internet, or “in the cloud,” rather than on company computers. The subset of cloud computing most familiar to HR leaders is software-as-a-service.
云计算是指对在互联网上运行的厂商服务器上的数据进行存储，开发和整理，或称为‘在云中’，企业的数据并不在公司的电脑上。对许多人力资源领导人来说最熟悉的是云计算的一个子集——‘软件即服务’。
Most experts say the advantages are many. But are they worth the risks?
大多数专家都知道云计算的好处颇多，但是否也有风险？
Pros and Cons
优势和弊端
Cloud hosting takes up less space, saving companies thousands of dollars by allowing them access to expensive technologies, but requiring them to pay only for the services they use. And by “renting” rather than buying software to house payroll, benefits or recruiting data on vendors’ servers, managers can relieve themselves of information technology maintenance burdens.
云托管只占用少量空间，让企业获得昂贵的技术的同时还节省了数千美元，因为公司只需支付他们所使用的服务的费用。 实际上就是为工资，福利或供应商服务器上的招聘数据‘租借’而非购买该软件，企业管理者还可以减轻他们自己信息技术维护的负担。
It’s convenient, too. “Cloud computing makes an IT investment more efficient, flexible and faster, and allows access to data anytime, anywhere, any place and with any electronic device,” said Jose Granado, a security expert with Ernst & Young.
它用起来也很方便。“云计算使互联网投资更高效，灵活，速度更快，并允许用户随时随地使用任何电子设备对数据进行访问，”安永会计师事务所安全专家杰斯·格拉纳多说。
But ubiquitous access to that data makes it more prone to theft. “The more connected we become, the more exposed we are,” Granado says.
但随时随地访问这些数据也使得信息更容易丢失。 “我们操作得越频繁就越容易泄漏信息，”格兰纳多说。
Many cloud providers would have their customers believe that using cloud storage is completely safe.
许多云计算的供应商都会让他们的客户相信使用云存储是绝对安全的。
“There is no way to know unless you assess the cloud you’re going to put your data in,” says Damon Petraglia, director of forensic and information security services for Chartstone LLC.
“除非你把数据放入云中再去评估它，否则没有办法知道，”Chartstone有限责任公司信息安全服务部门负责人达蒙·彼得拉利亚说道。
Experts say that people looking to use cloud computing—especially HR departments—need to do their homework before putting their faith in the cloud. According to International Data Corp., the cloud computing market could hit $72.9 billion by 2015.
专家提醒想使用云计算的用户，尤其是人力资源部门需要在使用前做足功课。据国际数据公司指出，云计算市场预计到2015年可达到72.9亿美元。
Although cloud computing services are gaining acceptance, organizations still must address the potential risks before moving business applications to the cloud. A recent Ernst & Young’s survey shows that nearly half of respondents are engaging in, evaluating or planning to use cloud-based solutions. However, the top risk most concerning businesses about using the cloud is compromised data. Not knowing the exact location is a fear as well.
虽然云计算服务为人们所接受，但企业必须在将其业务纳入云中之前了解其潜在风险。最近安永会计师事务所的调查显示，近一半的受访者正在从事，评估或计划使用基于云计算的服务。然而，企业使用云计算的最大风险是那些缺乏抵抗力的数据，不知道数据的确切位置也是用户要冒的风险之一。
“When you put data into a cloud you may not know where it is,” Petraglia says, as some Amazon customers discovered on Aug. 7, 2011, when a power outage interrupted Amazon’s only European data center in Dublin for two days, leaving the company struggling to restore customers’ data.
“一旦你把数据放在云中你可能就不知道它在哪里了，”彼得拉利亚说。2011年8月7日由于停电导致亚马逊在都柏林唯一的欧洲数据中心中断达两天之久，使得该公司慌乱中努力恢复客户的数据。
Data in the cloud, Petraglia pointed out, is only as safe as the company hosting it.“So when it goes into the cloud and you let someone else be responsible for it, you’re taking a risk,” he says. If the information is compromised or hacked, the company will be on the legal hook, not the service provider.
彼得拉利亚指出云中的数据仅在服务器托管它们时才是安全的。“因此，当数据进入云中，你让别人来负责数据的安全你就在承担风险，”他说。如果信息被破坏或被黑客攻击，会是你的公司而不是云服务提供商被推上法庭。
Due Diligence
恪尽职守
Brian Richards, vice president of Client Technologies for SIRVA, Inc., says that with data security “there’s no silver bullet. If you’re evaluating a vendor and are concerned with data security, look internally and see if they can do it better than your IT department. Do due diligence.” He adds that, in many ways, a cloud computing provider has to demonstrate that it has good data security—more “than your IT department, because if they have a data breach, they’re out of business.”
SIRVA公司负责客户端技术的副总裁布赖恩·理查兹说，对于数据安全“并没有绝对的安全。如果你正在评估供应商或担心数据的安全问题，就从你的公司内部着眼，看看供应商是否能比你的IT部门做得好，是否能做到恪尽职守。”他补充说，“在许多方面，云计算提供商其实已经证明他们比企业的IT部门更能保证数据的安全，因为即使有数据泄漏，他们也并不通晓公司的业务。”
Dev Chanchani, president of INetU, a cloud computing provider, says there are three broad categories to consider when selecting a cloud computing provider: physical, technical, and administrative.
云计算提供商之一INetU公司总裁德武·詹猜尼指出，在选择云计算提供商时要考虑三点：物理，技术和行政。
Adds Grady Summers, principal, information security, at Ernst & Young:”You’ll want to access logs, tour the data center, go through data center questionnaires and see who has the administrator’s password, Make sure that the service provider can meet regulatory requirements as well.”
安永会计师事务所信息安全负责人雷迪·萨默斯说道：“你要访问日志，就要到数据中心，通过管理员的密码提问才能够访问，确保服务供应商也会为你的数据提供类似的监管。”
