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Talent Development

OpenAI 收购高管教练AI初创企业Convogo的创始团队：领导力评估、360 反馈与 HR 工作流正在被重构 OpenAI 在 2026 年初宣布收购高管教练 AI 工具 Convogo 背后的创始团队。本次交易并未涉及 Convogo 的知识产权或产品，而是以全股票方式引入三位联合创始人，参与 OpenAI 的 AI cloud 相关工作。作为交易的一部分，Convogo 产品将正式停止运营。 2026 年 1 月 8 日，OpenAI 宣布以典型“acqui-hire”（团队收购）方式吸纳高管教练与领导力评估 AI 工具 Convogo 背后的核心团队。OpenAI 发言人对外明确表示，公司不收购 Convogo 的 IP 或技术，而是招聘该团队加入 OpenAI 的“AI cloud efforts”；Convogo 三位联合创始人 Matt Cooper、Evan Cater、Mike Gillett 将加入 OpenAI，交易据称为全股票（all-stock）形式，具体金额与估值原文未说明。与此同时，Convogo 现有产品将被逐步停止运营（wound down）。这笔交易延续了 OpenAI 过去一年通过并购/收购加速补齐能力版图的策略。TechCrunch 援引 PitchBook 数据称，这次 Convogo 团队收购是 OpenAI 在一年内的第九起收购，而其过往收购中相当一部分采取“产品整合”或“产品关闭、团队并入”的不同处理路径。交易要点：只要团队，不要产品与 IP 根据 TechCrunch 披露，OpenAI 对外强调本次重点并非拿下 Convogo 产品资产，而是吸纳其团队参与 OpenAI 的“AI cloud efforts”。这类“只买人不买产品”的交易，通常意味着收购方希望快速引入某个垂直场景的产品化经验、交付方法与行业理解，同时避免承接原产品的客户支持、路线图承诺与合规责任。 TechCrunch 同时披露，Convogo 团队在告知收购消息的邮件中指出，他们在实际落地中发现的核心问题，是如何弥合“每次新模型发布带来的能力跃迁”与“把能力转化为真实世界结果”之间的鸿沟，并强调“为专业人士打造目的明确、体验成型的应用”是跨越鸿沟的关键。 Convogo 在做什么：面向教练、咨询与 HR 的“领导力评估与反馈报告自动化” 从产品定位看，Convogo 属于典型的“专业服务工作流 AI”：服务对象不是泛用户，而是高频进行领导力评估、360 反馈、访谈与报告交付的专业人群，包括执行教练、咨询顾问、人才发展负责人及 HR 团队。TechCrunch 将其定义为一款帮助上述人群“自动化并改进领导力评估与反馈报告”的商业软件平台。在 Convogo 官方网站的对外描述中，Convogo 的核心价值是将教练与人才发展场景中耗时的“数据整理与分析”工作自动化，包括对访谈、调查以及其他反馈数据的分析，从而让专业人士把更多时间投入到高价值的人际沟通与辅导工作中。其案例页进一步展示了产品在典型交付物上的着力点：Convogo 将“准备 360 与测评报告”的重复劳动自动化，通过 AI 识别主题（themes）、抓取支撑性引用（supporting quotes）等方式帮助生成材料，减少人工整理与写作负担。在用户规模上，TechCrunch 援引 Convogo 邮件称，该产品在过去两年已帮助“thousands”的教练，并与“世界顶级领导力发展机构”合作，但具体机构名称、合同规模、收入等关键信息原文未说明。为什么是 Convogo：AI 应用竞争正在从“模型能力”转向“专业体验与落地方法” Convogo 的故事起点本身就指向一个强烈的“专业工作流”命题：TechCrunch 披露，Convogo 的灵感来自 Matt Cooper 的母亲（一位执行教练）的提问——能否让 AI 自动完成报告写作的繁琐部分，从而把时间还给真正的“人类教练工作”。这也解释了为何 OpenAI 在本次交易中强调不收购产品资产，而更看重团队加入其“AI cloud efforts”：在许多垂直行业里，真正稀缺的不只是模型调用能力，而是把模型能力转译为稳定可复用的行业工作流、让专业人士“用得起来、持续用得好”的产品化与交付经验。上述“模型能力到现实结果”的转化难题，也正是 Convogo 团队在邮件中着重强调的发现。放到 OpenAI 的并购版图里看：以并购加速“应用与平台能力”的补齐 Convogo 团队收购发生在 OpenAI 过去一年频繁并购的大背景下。以此前公开交易为例，OpenAI 2025 年 9 月宣布收购产品测试公司 Statsig，Reuters 报道该交易同样为全股票方式，并披露估值约 11 亿美元（基于当时 OpenAI 约 3000 亿美元估值计算）；同时 OpenAI 还任命 Statsig CEO Vijaye Raji 为 Applications 方向技术负责人。从外部观察，OpenAI 在并购策略上呈现两条并行路径：一类收购偏向“产品与能力并入生态”，另一类则更接近“吸纳团队、关闭产品”，而 Convogo 显然属于后者。TechCrunch 在报道中将 Sky、Statsig 作为“整合进生态”的例子，将 Roi、Context.ai、Crossing Minds 作为“产品关闭、团队并入”的例子。这也与 The Verge 对 OpenAI“应用团队”建设节奏的观察一致：OpenAI 正围绕 Applications 方向进行组织调整与能力扩建，并通过并购引入关键人才，覆盖从产品工程到商业化应用的不同层面。对 HR 与领导力发展行业意味着什么：评估、反馈与报告的“AI 自动化”会继续加速 Convogo 的停运不代表需求消失，反而凸显领导力评估与反馈报告这一类高度依赖文本、主题归纳、证据引用与结构化表达的工作，将持续成为 AI 最有机会重塑的“专业工作流”。Convogo 的产品路径显示，AI 在该领域的价值并不只是“写得更快”，而是把访谈、调查与 360 反馈等多源输入转化为可交付的主题与证据链，从而缩短周期、提高一致性，并让教练、顾问与 HR 团队把精力转向真正需要人类判断与沟通的环节。同时，本次交易也给行业用户带来直接影响：Convogo 用户需要面对产品停运后的迁移与替代方案选择，但关于数据迁移安排、停运时间表、客户支持与退款政策等细节，TechCrunch 报道中原文未说明。信息缺口与待确认事项截至目前公开信息仍存在关键缺口：交易金额与估值、团队入职后的具体岗位与项目、Convogo 的融资与收入数据、以及产品停运的具体节奏与客户善后安排等均未披露（原文未说明）。结语上看，Convogo 团队收购将“AI 并购的价值单位”进一步推向“团队与方法论”，而非“产品与 ARR”。对于 HR Tech 行业来说，这类交易的频发意味着平台型 AI 公司将更直接进入领导力发展、评估与反馈等专业服务深水区，未来竞争焦点将更集中在“把模型能力变成稳定、可审计、可规模化的专业体验”。

Talent Development
2026年01月08日
Talent Development

刚刚:Workday斥资11亿美元收购Sana，打造AI驱动的“未来工作入口” ——此举将重塑Workday在企业学习、知识管理与AI智能体领域的竞争格局 Workday出手11亿美元拿下Sana 2025年9月16日，Workday, Inc.（纳斯达克代码：WDAY）在Workday Rising 2025大会上宣布，已与总部位于瑞典斯德哥尔摩的AI企业知识平台公司Sana签署最终收购协议，交易金额约为11亿美元，将收购Sana全部流通股权。该交易预计将在Workday 2026财年第四季度（即2026年1月31日前）完成，需满足惯常交割条件。交割完成后，Sana将成为Workday全资子公司，其核心产品Sana Agents和Sana Learn将继续以独立品牌形态发展，并全面融入Workday的AI战略版图。 Sana此次交易的顾问为DLA Piper，Workday方面的财务顾问为Allen & Company LLC，法律顾问为Orrick。 Sana：AI原生的企业知识与学习平台成立于2016年的Sana，长期专注于AI原生企业知识与学习平台的研发，核心产品包括： Sana Agents：一套无代码AI智能体构建平台，可用于构建企业内部任务自动化代理，支持文档检索、内容生成、洞察分析、流程执行等全链条工作流，且所有操作通过“Agent System of Record”机制记录，保障安全与合规； Sana Learn：AI驱动的企业学习管理与内容创作平台，集课程生成、知识库搭建、个性化辅导、互动学习于一体。目前，Sana已服务全球数百家企业、超过100万名用户。其客户案例包括：某全球电动车制造商：员工学习参与度提升 275%；一家拥有7,500名员工的欧洲安装行业分销商：课程开发周期从 4个月缩短至4天；某全球金融科技公司：内容创作周期从 3周缩短至3小时。 Sana曾获得多轮风险投资支持，投资方包括Merck旗下基金与Polestar创始团队等，凭借其AI原生技术在企业培训和知识管理领域建立了领先地位。战略意义：打造“未来工作入口”平台根据Workday产品与技术总裁Gerrit Kazmaier的表述，Sana的加入将成为Workday打造“未来工作入口（front door for work）”战略的核心支点。Workday计划将Sana的知识搜索、智能体和学习系统，与其在人力与财务领域的独特数据上下文深度整合，实现以下目标：知识与数据融合：实现跨Workday、Google Drive、SharePoint、Office 365等多源数据的统一检索；智能体驱动工作：通过Sana Agents提供任务自动化、主动推荐、洞察推送、绩效管理等AI服务；学习与技能重构：利用Sana Learn的AI内容生成与个性化辅导功能，加速员工技能建设、内部流动与再培训计划；个性化体验升级：基于员工角色、团队构成与绩效数据，主动提供定制化仪表盘、流程工具和学习资源。届时，全球超过7,500万名Workday用户将能够在同一平台内完成数据获取、流程执行、内容生成与技能学习，极大提升工作效率与体验一致性。产品互补：强化Workday学习与前端智能化能力 Sana的两大核心产品与Workday现有产品形成互补： Sana Learn 将为Workday Learning注入AI生成式课程开发、个性化辅导与互动学习等能力，解决企业对“规模化+个性化”学习内容的迫切需求； Sana Agents 则补足了Workday在前端智能体、跨系统知识检索与工作流执行方面的能力，使员工可以用自然语言发出指令，系统自动完成数据整合、流程审批、绩效分析等任务。这意味着Workday未来的用户体验将从“提供数据平台”转向“提供智能助手”，从而显著提高员工生产力与系统使用粘性。行业观察：Workday的AI版图加速成型长期关注企业HR科技领域的分析师Josh Bersin指出，此次收购不仅是产品线补强，更是Workday整体战略架构的根本性跃迁。通过引入Sana的AI原生架构，Workday将从“后端交易系统”向“前端AI体验平台”转型，从而在以下几个方向强化竞争力：技术维度：实现AI原生知识图谱、生成式学习内容、智能体平台三位一体的闭环；用户体验维度：统一知识、数据、行动与学习入口，减少用户在多系统之间切换；商业维度：借力Sana成熟的企业客户基础与快速迭代的AI产品，将大幅提升Workday的客户粘性与交叉销售潜力。在全球企业加速投入AI转型、人才再培训与内部流动的大背景下，Workday通过此次收购切入企业知识与学习赛道的“AI上层建筑”，有望显著扩大其在HR科技市场的总体可寻址市场（TAM），并建立长期壁垒。与此同时，SAP收购SmartRecruiters、Oracle强化AI Copilot等竞争者动作频频，Workday此举也被视为正面回应市场竞争的关键举措。财务与运营前景 Workday目前尚未披露此次收购对未来财务业绩的具体影响，但表示将于后续财报更新指引。本次交易仍需监管及惯常交割程序完成。分析人士预计，此项收购将以增长性投资的形式纳入Workday整体战略支出，短期对利润率或有压力，但将强化其在人才管理与AI企业应用领域的长期增长潜力。 HRTech评论：这笔价值11亿美元的收购交易，标志着Workday在企业AI平台转型道路上迈出了关键一步。未来，Sana的AI能力与Workday在人员与财务数据的优势结合，将重塑企业用户与员工的交互方式，为全球客户带来更智能、更主动、更个性化的工作体验，也为Workday在AI驱动的下一代企业应用竞赛中奠定领先地位。值得注意的是，Workday近年已多次通过并购快速补充AI能力：包括2023年收购Helios（AI技能匹配引擎）、2024年收购HiredScore（人才智能与内部流动AI平台），以及2025年初收购Paradox部分团队以强化AI招聘助理功能。此次整合Sana，则进一步补齐了Workday在知识检索、任务自动化与AI学习内容生成上的关键能力模块，显示其正以“拼图式并购”策略加速构建AI时代的企业中台能力。新闻来源： Workday 官方新闻稿（PRNewswire，2025年9月16日） Josh Bersin《Workday Acquires Sana to Transform Its Learning Platform – And Much More》（2025年9月）

Talent Development
2025年09月16日
Talent Development

SHRM发布2025年HR新趋势：招聘降温，人才培养成关键 SHRM最新报告显示，2025年HR工作重点已从“招聘”转向“培养现有人才”。领导力发展、职业成长和员工体验成为核心关注点，招聘甚至未进入前三。 HR’s 2025 Focus: Retention and Career Growth Overtake Recruiting HR优先级转变：从招聘到人才培养根据2025年SHRM《职场状态报告》，HR的工作重点发生了重大变化。去年，招聘仍然是最优先的任务，而今年，领导力和管理发展已取代招聘，成为HR最关注的领域。令人意外的是，招聘甚至未能跻身2025年的前三大优先事项。这一变化表明，企业越来越关注内部人才的培养，而不是单纯依赖外部招聘来填补职位空缺。这一趋势的背后，是劳动力市场的降温。Indeed的数据显示，截至2024年11月，美国的职位发布指数同比下降10%。相比2022年的招聘难题，如今的企业已经从“疯狂抢人”转向了“如何更好地利用现有人才”的新命题。员工流失与倦怠问题仍是挑战虽然招聘需求下降，但员工流失和倦怠问题仍然困扰着HR管理者。SHRM的调查显示，2024年，56%的HR专业人士认为企业的招聘工作是有效的，而仅有41%的员工同意这一观点。由于职位长期空缺，超过三分之一的员工不得不承担更重的工作量，导致职业倦怠加剧，进一步加剧了人才流失问题。如果企业无法有效遏制员工流失，培训计划将难以发挥作用。美国人才发展协会（ATD）的一项研究发现，80%的人才发展专家认为，即使员工离职率较高，他们依然能够实施培训计划，但其中近一半的人表示，不清楚具体如何实现这一目标。这说明，在员工流动性较大的情况下，企业的人才培养计划可能面临实际落地的困难。人才培养和员工体验成为HR新焦点为了提升企业的竞争力，HR正将目光转向职业发展和员工体验。SHRM的报告强调，认可和团队协作是提高员工体验和留任率的关键要素。通过建立更有吸引力的培训体系，尤其是针对一线员工和小时工的职业发展路径，企业可以在竞争激烈的市场环境中保留核心人才。在当前的HR趋势下，招聘不再是企业最优先的目标，取而代之的是如何最大化现有人才的价值。企业应积极调整HR策略，优化员工体验，提高职业成长机会，才能在未来的劳动力市场中保持竞争力。关键点：招聘需求下降：2025年HR优先事项转向领导力发展和人才培养，招聘不再是首要任务。员工流失仍是挑战：职位空缺导致工作负担加重，员工倦怠加剧，HR需关注人才保留。培养人才成新趋势：通过提升职业发展机会和优化员工体验，提高企业竞争力。

Talent Development
2025年03月21日
Talent Development

参会指南：北美华人人力资源年度论坛日程及会议注意事项，保存收藏转发各位参会嘉宾，非常欢迎参加NACSHR北美华人人力资源年度论坛！为营造良好的会议氛围，帮助大家尽快熟悉会议安排以及会议相关行政事宜，特别分享论坛相关注意事项如下，烦请了解和熟悉！ 2024北美华人人力资源年度论坛 2024 NACSHR Annual Conference 时间：10月5日-6日周六周日 October 5-6, 2024 （9:00-17:00 周六上午8点半签到）地点: Crowne Plaza Silicon Valley North 一楼会议室 (32083 Alvarado-Niles Rd. Union City CA 94587 ) 几个机场SFO\SJC\OAK 到酒店距离差不多. 报名参会：https://www.nacshr.org/Survey/418189BC-FF9F-D9B7-B7F8-8E5980AAFFA1 赞助合作伙伴：Law Office of Xiaomin Hu P.C.、中国南方航空、LYD Law 会议日程 DAY1 DAY2 PS: 周五4号晚上、周六5号晚上8点半在酒店泳池大堂举行自由交流酒会，欢迎自由参加会议午餐：自理活动期间会组成不同小组，可结伴前往 Union Landing 广场 5分钟路程（I-880, Union City, CA 94587) 会议提问：可以这个链接提前输入自己的问题 http://hrday.com/survey/survey.php?id=50C568AA-5E95-CC19-714E-CD2BD7FE9AB3 会议日程安排：第二天日程安排 Workshop :Power Beyond Title and Presence 2024北美华人人力资源年度峰会 2024 NACSHR Annual Conference 时间：10月5日-6日周六周日 October 5-6, 2024 （9:00-17:00）地点: Crowne Plaza Silicon Valley North （ Union City）报名：https://www.nacshr.org/Survey/418189BC-FF9F-D9B7-B7F8-8E5980AAFFA1 费用：400美元/人优惠票（10月4日前）晚宴：150美元/人（不单独销售，需购买门票，名额有限，售完为止参与者为分享嘉宾、特邀专家、VIP参会等40人规模）合作伙伴：Law Office of Xiaomin Hu P.C.、中国南方航空、LYD Law、虚位以待峰会形式：论坛、评选、参访、职业机会、展位、颁奖、workshop、晚宴酒会等注：不含会议午餐和参访期间交通 (付款方式及报名后的注意事项：https://www.nacshr.org/2022.html) 参会其他注意事项（更详尽事宜访问网站,以网站为准）：视频和摄影参加 NACSHR 即表示您同意由官方展会摄影师和摄像师拍摄您的形象。由此产生的材料，包括静态照片、视频和音频记录，NACSHV 可以在新闻材料、宣传材料、网站和其他宣传渠道中不受限制地使用。与会嘉宾可以使用智能手机拍照和捕捉数字图像，仅限于个人、非商业用途，且摄影活动不得造成干扰。在会议进行时，与会嘉宾可以在座位上拍照，条件是不得站在媒体区域、阻挡其他人视线或使用闪光灯。照片不得以任何方式出售、复制、传播、分发或用于任何商业目的。直播和录制会议虽然 NACSHR 会录制和拍摄各种会议活动，这些活动主要是为了现场观众的利益。尽管我们实行“禁止直播和录制”的政策，但我们理解与会者希望通过手机捕捉照片和视频，并在社交网络上分享的愿望。为了保护发言者和会议内容的版权，与会嘉宾不得直播会议，并且同意录制任何单场会议的连续视频不得超过 60 秒。 NACSHR Forum Attendee Guidelines 1. Safety and Emergency Procedures Emergency Exits and Safety Routes: Locate emergency exits and familiarize yourself with the nearest safety routes upon arrival. Emergency Response: Remain calm and follow the directions of staff in case of an emergency. Health Safety: Adhere to all health and safety guidelines set by the venue, including the use of masks and sanitizers as required. 2. Registration and Identification Pre-registration: Ensure smooth entry by completing online registration and identity verification in advance. Badge Display: Wear your conference badge at all times for access and visibility during the event. 3. Code of Conduct Respect and Professionalism: Maintain respect for all participants, speakers, and staff. Harassment, discrimination, or inappropriate behavior will result in expulsion from the venue. Intellectual Property: Respect intellectual property rights; do not record or disseminate presentation content or materials without permission. Cyber Security: Exercise caution when using venue Wi-Fi, especially when accessing sensitive or critical information. 4. Photography and Recording Personal Use: Non-commercial photography and video recording should not disrupt the event or other attendees’ experience. No Live Broadcasting: Live broadcasting of any session is prohibited without explicit permission from the organizers. 5. Facility Use Cleanliness: Keep the venue clean; dispose of trash in designated receptacles. Equipment Care: Use conference facilities and equipment responsibly; damages may be subject to compensation. 6. Communication and Networking Engagement: Participate actively in discussions and networking opportunities to enhance your professional connections. Cultural Sensitivity: With diverse backgrounds among attendees, display cultural sensitivity and inclusiveness. 7. Intellectual Property and Confidentiality Confidentiality Obligations: Confidential information and unpublished data discussed at the forum must not be disclosed without authorization. Material Distribution: Conference materials are for session use only and should not be copied or distributed without consent. 8. Legal Compliance and Ethical Standards Local Laws: Comply with all applicable local laws, including antitrust laws and fair competition. Ethical Behavior: Encourage high standards of professional ethics, characterized by honesty, fairness, and responsibility. 9. Anti-Harassment Policy Harassment-Free Environment: Commit to a harassment-free environment; all complaints will be taken seriously to ensure the rights and privacy of victims. 10. Complaints and Feedback Mechanism Feedback Channels: Establish clear channels for complaints and feedback during and post-event. Rapid Response Team: Have a rapid response team available during the event to handle any emergencies or urgent needs from attendees. 11. Property Security Personal Belongings: Attendees are advised to keep personal belongings secure as the organizers are not liable for loss or damage. Facility Equipment: Unauthorized use or relocation of venue facilities and equipment is prohibited. 12. Prohibition of Political and Religious Advocacy Neutral Policy: The forum is a platform for professional and business exchanges; any form of political or religious advocacy is prohibited.

Talent Development
2024年09月25日
Talent Development

Happy Easter!祝大家复活节快乐！ Happy Easter to all our dear friends at NACSHR! As we step into this beautiful season of renewal and hope, accompanied by the delightful presence of chocolate bunnies and colorful eggs, we're sending a heartfelt bouquet of wishes your way. May this Easter not only fill your homes with laughter and warmth but also ignite your professional spaces with innovative ideas and vibrant growth. Let's allow the rejuvenating spirit of Easter to inspire us to hatch groundbreaking strategies and nurture our aspirations. This Easter, let's cherish the incredible power of connection and the beauty of our community. It's the perfect occasion to strengthen our bonds and celebrate the diverse tapestry of talents and perspectives that each of us contributes. To all our HR friends, let's take this moment to deepen our dedication to creating workplaces where every individual feels valued, supported, and empowered to flourish. Wishing you an Easter that overflows with joy and presents new opportunities to make meaningful impacts. As we indulge in Easter treats and gather with our loved ones, let us also gaze ahead with hope and anticipation for what the future unfolds. May the essence of Easter inspire us to approach challenges with bravery and embrace opportunities with open arms. Here's to a magnificent Easter, abundant in peace, prosperity, and progress for everyone. May it rejuvenate our spirits and rekindle our enthusiasm for making every workplace a beacon of positivity and growth. Happy Easter, dear friends at NACSHR! May this season bring everlasting happiness and success to you and your families. 亲爱的NACSHR的朋友们，祝大家复活节快乐！当我们迈入这个充满更新与希望的美好季节，同时享受着巧克力兔和彩蛋带来的乐趣，我们向你们发送最真挚的祝福。愿这个复活节不仅让你们的家充满笑声和温暖，也在你们的职场中点燃创新的思维和活力的增长。让复活节的复兴精神激励我们孵化出创新的策略，培养我们的志向。在这个复活节，让我们珍视连接的力量和我们社群的美好。这是完美的时刻来加强我们的联系，庆祝我们每个人贡献的多样化才能和视角。对于我们所有HR的朋友们，让这成为一个深化我们致力于创造每个人都感到被重视、支持和有力量成长的工作环境的时刻。祝愿你们的复活节充满欢乐，开启新的机会，让我们做出有意义的影响。当我们享受复活节的美食并与我们所爱的人聚集时，让我们也满怀希望和期待地看向未来。愿复活节的精神鼓励我们勇敢面对挑战，开放心扉迎接机会。祝大家有一个辉煌的复活节，充满和平、繁荣和进步。愿它重新点燃我们的精神，重新激发我们为让每一个工作场所成为积极成长的灯塔的热情。亲爱的NACSHR的朋友们，复活节快乐！愿这个季节为你们及你们的家人带来永恒的幸福和成功。

Talent Development
2024年03月31日

Talent Development

3 Non-Obvious Ways to Advance Your HR Career Let us take a look at 3 non-obvious ways to advance your HR career with William Taylor. (a VP at Workforce.com with 7 years of experience helping major companies develop better workforce management and HR practices) Summary Work in human resources on a small team at a small company. – More Focus on strategy by automating administrative work. – More Understand how HR impacts your company’s bottom line. – More When it comes to most HR career advice, the conversation is often dominated by talks of SHRM vs. HRCI accreditation, postgraduate study opportunities, or job hopping to get ahead. While these are all legitimate pathways to career growth, you’re probably already aware of them. They also lean further towards how to get a pay raise rather than how to become better at HR. So here are three ways you may not have thought about that can boost your HR expertise and advance your career. 1. Do HR at a smaller company Running HR at a small company gives you the ability to take more ownership, see how every part of HR operates, and take part in more strategic initiatives. This is often discouraged because many processes aren’t built out at smaller companies, but this is precisely why it’s a great opportunity. You get to be the one that builds out HR from the ground up. What constitutes a small company is hard to define, but an excellent place to start is somewhere smaller than where you currently are. Other good rules of thumb are fewer than five people in the HR department or less than 1,000 total employees. 2. Give yourself time to work on strategic HR Probably the biggest complaint about career advancement is that there isn’t time to work on strategic HR initiatives because HR is bogged down in busy work. This is a fair assessment. Some of the biggest culprits are collecting onboarding documentation, updating employee details, and fielding payroll queries. Don’t accept this reactive approach to HR. Get rid of the paper onboarding, let staff add their own availability and PTO, and allow them to access payroll details like their direct deposit information and electronic pay stubs. By automating these processes, HR is no longer the middleman between front-line staff and an outdated HRIS. Instead, HR actually has time to pursue valuable strategic initiatives like employee retention and talent development. 3. Understand the commercials of your company For most people, advancing their careers often involves promotions to more senior positions. While your technical HR skills help you on this journey, a firm understanding of how your company operates financially becomes probably the most essential tool in your toolbox as you develop seniority. The most crucial part for HR is understanding budgets. Both overall and team budgets, as well as HR budget metrics, like labor spend, cost of employee turnover, etc. This will help you justify the value of HR initiatives and show their impact on the bottom line. Secondly, you need to understand the business you’re in. Learn who your customers are, how your service or product solves their problems, and what role each team plays in that process. Doing so will help you make better decisions in HR, but it will also help to make other teams respect you. Both of these are essential if you ever want to become a CHRO. Next steps You’re probably not going to be able to do everything listed. Moving to a smaller company is a big step, but eliminating busy work to free up time for strategic HR and understanding your company’s commercials are two steps you can begin immediately. Schedule, engage, and pay your staff in one system with Workforce.com. SOURCE Workforce

Talent Development
2024年01月17日
Talent Development

2023 Recap: A Turbulent Year with Significant M&A Changes in the HR Technology Market Our annual reporting on M&A in the HR technology space is one of our most popular pieces of content year after year (see our 2022 version here). We look at some of the many announcements that happen over the course of the year, flag some key ones, and identify any big trends that seem to appear across the landscape. 2023 was no different than recent years. It’s a perennial “trend” from the “experts” in the space that “we will see more consolidation.” That statement is about as safe as saying that summer in Texas will be hot this year. Shocker. What’s most exciting for us at Lighthouse is that many of these companies that are succeeding and shaking up the industry are also winners in the HR Tech Awards program (now accepting 2024 submissions), a clear indication that the judges in our program see significant value in what these firms are bringing to the market for their clients. If you’re an employer looking for the right technology so support your organization, don’t hesitate to reach out for our insights. Overall HR Tech M&A Trends and Insights A considerable amount of consolidation in the services space, which is a bit tangential to this analysis of HR technology but significant for the larger market. For instance, Arthur Gallagher & Co. acquired Buck in the benefits consulting and administration services space. We’re starting to see some of these benefits companies using their data in creative ways to identify health trends, provide analytics back to employers on their workforce, etc. WilsonHCG picked up Personify in the recruitment process outsourcing industry. Our 2023 RPO research is some of the most compelling in the world when it comes to RPO buyer insights and behaviors. Engage PEO acquired Zamp. Relatively small in the bigger scheme of things, but we’re planning some PEO research in 2024 to explore how PEO is evolving so we’re watching the space closely. Also seeing some interesting crossover as services companies buy technology firms to scale and differentiate their services as well as technology companies buying service providers to reach more clients and bring more data into their solutions. AI-based solutions require a lot of data to train the models, and if it’s structured properly, services companies are sitting on a ton of data that can be a competitive advantage. In the past month we’ve met with two different companies that started as services firms and built a technology that could take their intellectual property and scale it to more customers via a platform. The challenge with that is that services companies make money when they touch customer accounts and support them, but product/technology companies make money when they don’t have to touch customer accounts. It’s a difficult transition to make. Let’s take a look at some of the announcements over the last year. Key 2023 HR Technology Mergers and Acquisitions Talent Acquisition and Hiring Radancy, a global leader in recruiting with its Radancy Talent Cloud, acquired Brazen, a hiring event and communication platform and Ascendify, an enterprise-focused recruiting CRM. Lightcast, a labor market insights company created by the merger of Emsi and Burning Glass, acquired Gazelle, a provider of B2B intelligence. LiveHire, an HR Tech Award-winning hiring platform, acquired Arrived Workforce Connections to support growth in candidate reach and direct sourcing. Clovers acquired Talvista to bring two inclusive hiring solutions under one roof. Fama, an innovator in social media background screening and HR Tech Award-winning company, acquired Social Intelligence. Spark Hire, a video interviewing solution, acquired Chally, an assessment solution. Video-only screening providers are trailing off in favor of video + assessment solutions that can provide a more full (and unbiased) picture of what candidates are about. Spark Hire also merged with/acquired Comeet, an ATS solution. Veritone (Pandologic AI-driven programmatic recruiting solution) acquired Broadbean, a legacy recruiting technology provider. Intrigued by the depth and breadth of data this might offer to train the Veritone AI solutions under the hood. Appcast, a leader in programmatic recruiting technology, acquired Bayard Advertising. Hirevue acquired Modern Hire, an HR Tech Award-winning provider of video interview and hiring assessment solutions for enterprise employers. Fountain, a high-volume hiring and onboarding solution, acquired Clevy. Talent Management and Employee Experience Engagedly, an HR Tech Award-winning company, acquired theEMPLOYEEapp for enabling client communications with frontline workers. Neobrain, a global skills insights and intelligence provider, acquired Flashbrand to establish a US presence and bring its popular technology to North America. Mitratech, an HR Tech Award-winning company and leader in employer compliance solutions, acquired Trakstar (talent acquisition and development) and Circa (DEI and OFCCP compliance). Simpplr, an internal communication and work hub, acquired Socrates.ai, one of the industry’s most compelling intelligent chatbot solutions for employee experience and navigation, to increase the ease of which employees find, access, and act on information. Edenred acquired Reward Gateway, a rewards and recognition provider. Perceptyx acquired Humu, the “intelligent nudges” company made famous by its founder, former Google HR leader Lazlo Bock. Intrigued to see this functionality in the Perceptyx ecosystem. Peoplelogic, an HR Tech Award-winning firm, picked up Plai to enhance its features across performance management and the overall employee experience. Core HR/HCM/Compensation Salary.com, an HR Tech Award-winning company, acquired CompXL to scale its enterprise compensation management functionality across merit increases, bonus allocations, and other rewards. Paycor, an HR Tech Award-winning SMB HR, payroll, and talent solution, acquired Verb for microlearning support. ADP, a leader in payroll and HR solutions, acquired Sora, a low-code workflow automation tool. Deltek, the global leader in payroll and finance solutions for government contractors, acquired Replicon, a workforce management system. When I Work, an HR Tech Award-winning company for its workforce management solution, acquired Lean Financial to incorporate earned wage access into the solution. UKG acquired Immedis, a global payroll solution, to enable more seamless payroll in countries around the world. Learning and Talent Development This year we’re unveiling our new Learning Tech Awards program to focus more deeply on the sophisticated and robust technologies supporting talent development, employee growth, and skills intelligence across the industry. If you operate in this space, you won’t want to miss it. Docebo, a leader in the global LMS market, acquired Edugo.ai to increase its AI capabilities. Go1, a leader in global learning content, acquired Blinkist and Anders Pink. LMS365 acquired performance management solution Weekly10. The Bottom Line In spite of the continuing challenges from an economic perspective, 2024 is poised to have some interesting activity. Election years are always a bit unpredictable, and many new providers are emerging to tackle today’s most pressing talent and workforce challenges. Stay on top of the latest by following our ongoing research and insights across the HR technology market. Curious what we do at Lighthouse? We work with employers by providing research and advisory services around 1) the complicated HR technology landscape, 2) the talent trends and practices that matter most to the modern workforce, and 3) executive presentations to internal teams on how the market is changing in their industry or demographic. We work with solution providers and vendors that want to sell more product and serve more customers. We use a combination of advisory, industry insights, market intelligence, and custom research to support our partners. HR Tech Awards opens for submissions on January 3rd: learn about benefits of participation Ben Eubanks Ben Eubanks is the Chief Research Officer at Lighthouse Research & Advisory. He is an author, speaker, and researcher with a passion for telling stories and making complex topics easy to understand. His latest book Talent Scarcity answers the question every business leader has asked in recent years: “Where are all the people, and how do we get them back to work?” It shares practical and strategic recruiting and retention ideas and case studies for every employer. His first book, Artificial Intelligence for HR, is the world’s most-cited resource on AI applications for hiring, development, and employee experience. Ben has more than 10 years of experience both as an HR/recruiting executive as well as a researcher on workplace topics. His work is practical, relevant, and valued by practitioners from F100 firms to SMB organizations across the globe. He has spoken to tens of thousands of HR professionals across the globe and enjoys sharing about technology, talent practices, and more. His speaking credits include the SHRM Annual Conference, Seminarium International, PeopleMatters Dubai and India, and over 100 other notable events. Contact Ben

Talent Development
2024年01月05日

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