【HR术语】什么是员工价值主张（EVP）？（What is an employee value proposition (EVP)?）
什么是员工价值主张（EVP）？
员工价值主张，又称 EVP，是员工在工作场所的表现所换取的所有福利和奖励的总和。从本质上讲，它就是作为雇主，你能为员工的技能、经验和能力提供哪些回报。
员工价值主张是任何雇主品牌的重要组成部分，它展示了企业能为潜在团队成员提供的独特价值。
员工价值主张由哪些部分组成？
员工价值主张由五个要素组成，包括：
薪酬： 这一要素包括薪资以及整个福利方案，包括保险、退休、奖金、学费报销、健康计划和任何其他福利。它还包括您按时支付薪酬、适当加薪以及公平补偿所有人的能力。
工作与生活的平衡： 这包括灵活的工作时间、在家办公、休假时间、PTO 政策和带薪育儿假。
稳定性： 这指的是贵组织确保员工了解其工作安全并帮助他们成长和发展的能力。这包括指导、辅导、培训、学习和发展。
地点： 这是关于您所提供的工作环境，既包括实际的、物理意义上的，也包括更形象的。
尊重： 这一要素指的是公司文化、组织价值观、管理、团队合作、信任等。
为什么需要员工价值主张？
您的员工价值主张最终决定了您吸引和聘用的人才对您品牌的看法。它可以将你与竞争对手区分开来，帮助鼓励人们选择为你而不是其他公司工作。在当今竞争激烈的环境中，这一点至关重要，因为正是人才最终决定了企业的发展和成功能力。
特别是，如果你从事的是竞争激烈的高科技行业或其他类似行业，你可以利用你的 EVP 来吸引科技人才。
员工价值主张有哪些例子？
为了帮助你学习如何创建一个引人注目的员工价值主张，以下是一些公司的例子。
联合利华： 正如联合利华欧洲区全球人才吸引和品牌主管 Anuradha Razdan 所说："我们价值主张的核心是培养领导者。我们为联合利华培养领导人才，而联合利华的领导人才也会成为世界其他地方的领导人才。联合利华的价值主张非常注重稳定性，这对那些有兴趣在与鼓舞人心的员工一起工作的过程中不断成长，以改善人们生活为目标的求职者来说极具吸引力。
Trader Joe's：Trader Joe's是公认的最佳零售雇主之一，它的EVP强调学习和成长机会、公平的福利（如每年两次的审查，每年可能加薪7%到10%），以及灵活、多样化和善于沟通的企业文化，从而赢得了人们的忠诚。
贝恩公司： 这家咨询公司在 Glassdoor "最佳工作场所 "排行榜上名列第一，他们的 EVP 有几项令人难忘的福利，包括外部实习机会、全球调动、育儿假、请假、弹性工作时间以及两个月的休假机会。
如何衡量员工价值主张？
您可以查看一些关键绩效指标来衡量您的 EVP 在帮助您吸引、聘用和留住人才方面的效果，其中包括：
保留率
流失率
每次招聘成本
申请人数
员工净促进得分
Glassdoor 等网站上的排名和评分
员工推荐
如何制定员工价值主张？
现在您已经熟悉了什么是 EVP，下一步就是学习如何为您的组织制定 EVP。我们建议采取以下步骤：
进行审核： 审视您当前的品牌形象。您是如何与人才沟通并吸引人才的？你们的薪酬福利、企业文化或工作环境有什么特别之处？
征求反馈意见： 你能从在职和离职员工那里收集到一些最有价值的信息。利用调查、内部焦点小组和离职访谈来询问
是什么吸引了你的员工申请为你工作？
是什么让他们选择你而不是其他公司？
员工喜欢与你共事的哪些方面？
如何改进为员工提供的服务？
确定包含在你的 EVP 中的关键点：利用你收集到的信息，列出你作为一个优秀雇主的与众不同之处。
起草你的 EVP：现在，你已经准备好撰写 EVP 了，重点是你能为理想候选人提供什么。目标是使用清晰、独特和鼓舞人心的语言。
评估您的 EVP：您的 EVP 不一定是一成不变的。利用我们上面提到的关键绩效指标，定期重新审视您的 EVP，看看是否可以加以改进。
为什么 EVP 应成为现代人力资源战略的一部分？
吸引、聘用和留住顶尖人才的能力是企业能否取得成功的关键。令人信服、独一无二的 EVP 是寻找和聘用最优秀人才的重要工具。
以下为文章原文：
What is an employee value proposition (EVP)?
An employee value proposition, also called EVP, is the sum of all the benefits and rewards people receive in exchange for performance in the workplace. It’s essentially what you, as an employer, can offer in return for a person’s skills, experience, and abilities.
EVP is a major part of any employer brand, showing the unique value your organization can offer to potential team members.
What components make up an employee value proposition?
An EVP is made up of five elements, including:
Compensation: This element includes salary as well as the entirety of your benefits package, including insurance, retirement, bonuses, tuition reimbursement, wellness programs, and any other perks. It also includes your ability to offer pay on a timely schedule, give appropriate raises, and compensate all people fairly.
Work-life balance: This includes flexible hours, work from home, vacation time, PTO policy, and paid parental leave.
Stability: This refers to your organization’s ability to ensure people know their job is safe and to help them grow and develop. It includes things like mentoring, coaching, training, learning, and development.
Location: This is all about the work environment you offer, both in a literal, physical sense and a more figurative one.
Respect: This element refers to your company culture, your organization’s values, your management, teamwork, trust, and so on.
Why do you need an employee value proposition?
Your EVP ultimately defines how the talent you attract and hire perceives your brand. It can differentiate you from your competitors and help encourage people to choose to work for you instead of another company. In today’s competitive climate, this is essential because it is your talent that ultimately determines your organization’s ability to grow and succeed.
In particular, you can use your EVP to attract tech talent if you work in the notoriously competitive high-tech industry or others like it.
What are some examples of an employee value proposition?
To help you learn how to create a compelling employee value proposition, here are a few examples of companies who have theirs dialed in.
Unilever: As Anuradha Razdan, Unilever’s head of global talent attraction and brand, Europe, explains, “At the heart of our value proposition is that we build leaders. We develop leaders for Unilever, and Unilever leaders go on to be leaders elsewhere in the world.” This strong focus on the stability element of EVP is highly appealing to candidates interested in growing while working with inspiring people toward the goal of improving people’s lives.
Trader Joe’s: Widely recognized as one of the best retail employers, Trader Joe’s wins people’s loyalty with an EVP emphasizing learning and growth opportunities, fair benefits (such as their bi-annual reviews with potential for a seven to 10 percent pay increase each year), and a flexible, diverse, and communicative culture.
Bain & Company: Ranked first on Glassdoor’s Best Places to Work list, this consulting company has several memorable perks in their EVP, including externship opportunities, global transfers, parental leave, leaves of absence, flextime, and an opportunity to take two months off.
How can you measure your employee value proposition?
There are a few KPIs you can look at to measure how effective your EVP is at helping you attract, hire, and retain talent, including:
Retention rate
Attrition rate
Cost per hire
Number of applicants
Employee net promoter score
Rankings and scores on websites such as Glassdoor
Employee referrals
How can you develop an employee value proposition?
Now that you’re familiar with what an EVP is, the next step is learning how to develop one for your organization. We recommend taking the following steps:
Perform an audit: Look at your current brand identity. How do you communicate with and try to attract talent? What’s special about your compensation package, culture, or work environment?
Ask for feedback: Some of the most valuable information you’ll be able to gather will be from current and former employees. Use surveys, internal focus groups, and exit interviews to ask:
What attracted your people to apply to work for you?
What made them choose you over other companies?
What do people love about working with you?
How could you improve what you offer people?
Define critical points to include in your EVP: Using the information you’ve gathered, make a list of the things that make you stand apart as a great employer.
Draft your EVP: Now you’re ready to write an EVP focusing on what you can offer your ideal candidate. Aim to use language that’s clear, unique, and inspirational.
Evaluate your EVP: Your EVP doesn’t have to be static. Use the KPIs we mentioned above to revisit your EVP regularly to see if you can improve it.
Why should EVP be a part of modern HR strategy?
Your ability to attract, hire, and retain top talent is key to your organization’s capacity to succeed. A compelling, unique EVP is a critical tool in the effort to find and employ the best people.
【HR术语】什么是工资总额？（What are gross wages?）
什么是工资总额？
工资总额指的是从工资单中扣税前赚取的金额，是人们在接受一份工作时同意的月薪。在工资条上，工资总额位于页面底部，通常字体较大。
工资总额包括哪些内容？
工资总额包括员工的所有收入，其中包括：
工资或小时工资
佣金或奖金
加班费
小费
假期或病假工资
计件工资（按项目或单位计算）
例如，雇主支付 60,000 美元+两次年度奖金 3,000 美元。年工资总额为 66,000 美元。
如何计算工资总额？
对于小时工
小时工资 x 工资期内的工作小时数 = 每工资期的工资总额
如果有人加班，也应计算在内：
工资期内的加班小时数 x 加班小时工资 = 加班工资
确定受薪员工的工资总额：
年薪/每年发薪期数 = 每发薪期工资总额
工资总额和净工资有什么区别？
毛工资总是高于净工资。
换句话说，一个人接受的工薪金额要高于他带回家的金额。工资总额包括税前报酬，而工资净额是从工资单中扣除以下税项后的剩余金额
联邦、州或地方所得税
社会保险和医疗保险
工资扣款
医疗保险计划
退休基金
人力资源领导为什么要关心工资总额？
作为人力资源专业人士，您的首要目标是管理员工并满足他们的需求。但是，由于薪酬从根本上与工作挂钩，因此需要给予相当大的关注。
了解了工资总额及其工作原理，您就能更好地进行薪酬管理，从而吸引新员工并吸引现有员工。
人力资源领导者如何才能成功管理工资总额？
了解公司的工资制度。即使你与法律团队合作，你仍然需要了解员工的工资。这样你才能为公司和员工争取权益。
处理薪酬的人性化问题。工资总额通常反映了雇主对员工的重视程度以及员工的价值感，无论是否准确。在决定每个职位具有竞争力的工资总额时，要考虑预算和员工参与策略。
鼓励员工讨论自己的薪酬。学习文化可以提高员工的参与度、生产力和留任率。当专业人员掌握了技能并提升了自身价值时，他们自然会希望获得更高的工资。为鼓励员工自在地讨论更高的薪酬选择，应积极倾听并培养员工的心理安全感。
为什么要将适当管理工资总额作为现代人力资源战略的一部分？
在遵守法律的前提下向员工支付具有竞争力的工资总额，是吸引高素质、高技能专业人才的先决条件。有吸引力的薪酬不仅能树立企业的声誉，还能培养一支高效、敬业的员工队伍。
以下为文章原文：
What are gross wages?
Gross wages refer to the amount of money earned before taxes are withheld from a paycheck and are the monthly salary people agree to when accepting a job. On a pay stub, gross wages are at the bottom of the page—usually in a larger font.
What is included in gross wages?
Gross wages comprise everything an employee earns, including:
Salary or hourly wages
Commission or bonuses
Overtime
Tips
Vacation or sick pay
Piece rate pay (per project or per unit)
Let’s say, for example, an employer pays $60,000 + two annual bonuses of $3,000. Annual gross wages will be $66,000.
How do you calculate gross wages?
For hourly workers:
hourly rate x the hours worked during the pay period = gross wages per pay period
If someone works overtime, include that as well:
Overtime hours worked during a pay period x the overtime hourly rate = overtime wages
To determine the gross wages for salaried employees:
Annual salary/number of pay periods per year = gross wages per pay period
What’s the difference between gross and net wages?
Gross wages are always higher than net wages.
In other words, the amount of money a person accepts as the job salary is more than the amount they take home. While gross wages comprise compensation before taxes, net wages are the amount remaining after taxes are withheld from the paycheck for
Federal, state, or local income tax
Social Security and Medicare
Wage garnishments
Health insurance plans
Retirement funds
Why should HR leaders care about gross wages?
As an HR professional, your primary objective is to manage people and address their needs. But, because compensation is fundamentally tied to work, it needs considerable attention.
Understanding gross wages and how they work enables you to practice better compensation management for attracting new people and engaging your current workforce.
What can HR leaders do to administer gross wages successfully?
Understand the company wage system. Even if you’re working with a legal team, you still need to know people’s salaries. This enables you to advocate for your company and your people.
Handle the human side of compensation. Gross wages often reflect —whether accurately or not—how much the employer values its people and how valued they feel. Consider the budget and employee engagement strategies when deciding on competitive gross wages for each position.
Encourage people to discuss their salaries. A learning culture can promote engagement, productivity, and retention. When professionals upskill and increase their value, they will naturally want higher wages. To encourage your people to feel comfortable discussing higher salary options, practice active listening, and nurture psychological safety.
Why should proper administration of gross wages be a part of modern HR strategy?
Paying people competitive gross salaries while complying with the law is a prerequisite for attracting quality, skilled professionals. Not only do attractive salaries build your reputation, but they also build a productive and engaged workforce.
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2024年07月08日
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【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.
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