全球化研究报告-PDF版

世界银行集团（WBG）：公共部门就业与薪酬报告评估报告（英文版）（68页）.pdf

公共支出审查(PER)的总体目标是提供有关如何使用公共支出以及如何调整公共支出以帮助实现可持续性的信息。对世界银行集团来说，蓝色经济是指健康海洋中经济部门的可持续综合发展。气候变化是利用和保护蓝色经济.

2021-12-30 68页 5星级

MSCI：CEO薪酬调研报告（英文版）（25页）.pdf

我们之前对美国首席执行官薪酬的研究询问，在2004年至2016年的10年期间，公司长期绩效是否与薪酬一致。这些研究根据已授予和已实现的薪酬衡量公司绩效。1我们2016年的研究“首席执行官是否因绩效而获得报酬?”，研究发现，在目标股权奖励中支付最多的公司表现不如支付最少的公司。我们2017年的研究“不正常：美国首席执行官薪酬和长期投资回报”发现，超过五分之三的受访公司显示，以股东总回报(TSR)衡量，实际薪酬与长期绩效之间存在偏差。本研究通过探索CEO任期轴上的薪酬-绩效关系，对这些分析进行了扩展。这种方法使我们能够根据董事会试图激励的人在任期内的实际薪酬和绩效结果来衡量董事会对CEO薪酬的意图。我们的样本包括235位美国公司的首席执行官，他们在2006年至2020年间开始并完成了首席执行官的任期。样本包括摩根士丹利资本国际(MSCI)美国指数所列公司的首席执行官，补充了我们过去对首席执行官薪酬研究中评估的公司首席执行官。本报告附录A中包含了我们在组装该样本时采用的方法及其组成概述。

2021-12-24 25页 5星级

麻省理工学院斯隆管理学院：2021-2022MBA就业报告（英文版）（15页）.pdf

我很高兴分享2021 MBA课程的就业报告，其中包括MBA 2022级的实习数据。今年的成果突出了麻省理工学院斯隆巴的价值，尤其是在需要灵活的商业领袖以独创性解决复杂问题的时代。2021的MBA班95.9%的学生在毕业后三个月内收到了录取通知书。我们的研究生招聘的主要行业是咨询(28.3%)、技术(25%)和财务(21.4%)，遵循我们在实习中观察到的趋势，2021的MBA学员也接受了比以前的CHILLASS药品/医疗/生物技术(9.8%)更高的全职提供。MBA课程2021的平均基数增加到148075美元，而中等收入则稳定在150000美元。签约奖金中位数为30K。其他担保品需求量今年再次增加，这标志着一个两年的趋势。70.5%的毕业生表示，除了签约奖金，他们还获得了保证薪酬，平均薪酬为3.4万美元，中值为6.5万美元。增长潜力是(40.7%)毕业生接受其职位的首要原因。在2022年的MBA课程中，金融业的实习率最高(26.2%)。技术(25.6%)和咨询(21.0%)。制药/医疗保健/生物技术(7.3%)仍然是寻求实习的学生的一个关键行业，排在前四位。斯隆人的动机是潜在的影响和机会，使他们的想法重要。毕业生在长期雇佣的公司找到了这些机会与麻省理工学院斯隆学院的关系，以及首次在麻省理工学院斯隆学院招聘员工的公司。2021和2022的员工接受了342家公司的机会，在全国各地和全球范围内寻找领先和成长型组织的影响和发展的途径。48.6%接受职位的学生与雇佣三名或三名以上斯隆人担任全职角色或实习的雇主一起工作;今年，53.5%的机构首次聘用了斯隆人。

2021-12-24 15页 5星级

AIHR：2022年人力资源趋势报告（英文版）（29页）.pdf

对于一个组织的成功来说，人力资源的作用从来没有像在这个动荡和不可预测的时代这样重要。随着世界从禽流感大流行中复苏，并面临通胀上升、供应链滞后或严重人才短缺等其他新挑战，人力资源部门将成为所有必要变革的.

2021-12-22 29页 5星级

AON：人才数据构建敏捷组织（英文版）（29页）.pdf

人力资源部现在是战略合作伙伴面对业务不确定性、技术进步和波动性，企业比以往任何时候都更需要精干、更具弹性、适应性更强和盈利能力。建立组织敏捷性可以帮助组织发展不断发展的能力。它使他们能够加快感知和适应.

2021-12-21 29页 5星级

议会预算监督机构（PBO）：2021年联邦薪酬公平财政分析报告（英文版）（11页）.pdf

在女性占主导地位的职业类别中工作的员工。4 3具体而言，我们关注女性占主导地位的职业类别中的员工比例，这些职业类别中接受薪酬公平调整的员工比例，以及平均年度薪酬公平调整占年薪的比例。中国人民银行公共部.

2021-12-07 11页 5星级

PayScale：2021-2022年薪酬预算调查报告（英文版）（80页）.pdf

这些积极迹象表明，人们对疫情复苏的信心正在增强，并表明人们开始担心劳动力市场吃紧。事实上，50%的受访者表示，经济状况的改善和劳动力市场的担忧都是增加工资预算的原因。与2020年相比，这是一个相当大的.

2021-12-02 80页 5星级

PayScale：2021年薪酬和劳动力市场趋势白皮书（英文版）（13页）.pdf

准确评估工资和劳动力趋势需要了解劳动力和薪酬的竞争者工人的期望，这些见解是解释和验证实时市场数据行为的主要因素。我们的主要调查结果表明，市场应该预期工资上涨压力。Payscalle 对季度工资趋势的研.

2021-12-02 13页 5星级

Staffing Hub：2021人力资源行业分析报告（英文版）（44页）.pdf

今年，大多数机构(69.6%)预计增长11%或更多。以下是本节的主要要点摘要：1、2020年增长最快的行业：IT专业/管理、工业、工程和医疗2、2021年预计增长率最高的行业：IT专业/管理和医疗保健.

2021-12-02 44页 5星级

Michael Page：2021年银行与金融服务行业薪资和技能指南（英文版）（46页）.pdf

这就是为什么我们把这份指南放在一起，提供清晰的见解和趋势，以及银行业和金融服务业的平均工资。我们的薪酬指南包含了10个不同行业的全面信息，包括会计与金融、税务、审计、风险、法律、合规、中办与运营、投资.

2021-12-02 46页 5星级

万宝盛华（MPG）：2021年第四季度全球就业市场报告（英文版）（90页）.pdf.pdf

全球劳动力趋势区域劳动力亮点国家劳动力趋势美洲、欧洲、中东和非洲亚太地区全球劳动力趋势全球劳动力趋势自2020年1月以来，对蓝领/轻工业工人的需求增加21%美国:24%亚洲和澳大利亚:23%欧洲:16.

2021-12-02 90页 5星级

万宝盛华（MPG）：2021年第三季度全球就业市场报告（英文版）（101页）.pdf.pdf

全球28%的人口接种了全面疫苗。在低收入国家，只有1.8%的人接受过至少一剂疫苗。在全球的招聘广告中，疫苗接种要求并不多见，但在美国却更普遍。

2021-12-02 101页 5星级

Ceridian：2021-2022高管调研报告-赢得新一轮人才争夺战（英文版）（14页）.pdf

Ceridian 2021-2022 | Executive Survey | 12021-2022 Executive SurveyWinning the new war for talentCer.

2021-12-02 14页 5星级

Payscale：2021年就业市场回顾报告-最热门职业及未来薪酬规划（英文版）（12页）.pdf

这份排名列表代表了 Payscale 在线薪资调查中最具知名度的工作，来自总体而言，无论他们是在评估工作机会、他们目前的职位，还是只是探索就业市场。 这份清单有助于了解哪些工作最有可能失去员工，尤其是.

2021-12-02 12页 5星级

美国消费者金融保护局(CFPB)：2021年消费者金融保护局年度员工调查报告（英文版）（24页）.pdf

CONSUMER FINANCIAL PROTECTION BUREAU | FEBRUARY 2022 2021 CFPB Annual Employee Survey Results 2 202.

2021-12-02 24页 5星级

威达信（MMC）：2021年员工健康需求调查报告（英文版）（45页）.pdf

经历了前所未有的一年后，员工的能力通过提供多样化的健康和福祉支持对员工的健康和弹性没有积极影响，这是我们 MercerMarsth Benefcts Health on Demand 调查的最重要发现之一。今年，我们调查了超过 14,DO0 遍布 13 个部门的员工。我们的研究 了解员工在健康和福祉方面的需求。近三分之三 (6295) 的员工报告称在大流行期间从雇主那里得到了强有力的支持，他们认为雇主关心他们的健康状况。相比之下，只有五分之一的员工(1996 年表示他们获得了帕尔支持。然而，脆弱的民众 , 包括妇女和低薪工人在内的工人不太可能感受到雇主的支持，而更有可能受到 pantdiermic 的负面影响。

2021-12-02 45页 5星级

ISG：2021年人力资源HR技术和服务趋势报告（英文版）（26页）.pdf

1 1 2021 Information Services Group, Inc. All Rights Reserved.2021 Survey on Industry Trends in HR Technology and Service Delivery2021 Survey On Industry Trends in HR Technology and Service DeliveryApril 20212 2 2021 Information Services Group, Inc. All Rights Reserved.2021 Survey on Industry Trends in HR Technology and Service DeliveryExecutive Summary Coming out of a challenging year marked by uncertainty and significant change in the way we work, HR organizations are accelerating their move to the cloud. This past year, organizations found not only cost savings with a shift to the cloud, but better business value. We see suc-cesses happening in organizations that are developing clear HR technology strategies, aligning their HR service delivery models with their new HCM platforms, optimizing HR processes and focusing on data and analytics. However, significant opportunity to improve HR service delivery still remains. To better understand these opportunities and how organizations are moving forward in their digital transformation journey, ISG asked 260 companies a series of questions about their HR technol-ogy and service delivery environments. The companies represent a cross-section of industries operating in key geographic regions around the world and range in size from 5,000 employees to more than 50,000 employees. ISGs 2021 Industry Trends in HR Technology and Service Delivery Report is an analysis of that data through the lens of our deep market experience.Report Highlights HR organizations are accelerating the move to the cloud. Based on this years survey results, organizations were ahead of where they expected to be in 2020 as reported in the 2019 survey. This accelerated shift to the cloud coming out of the pandemic illustrates how organiza-tions are prioritizing the employee experience, support for a virtual workforce, and a more agile model to meet the needs of the business. Not only are organizations achieving costs savings across both IT and HR in moving to HR Software-as-a-Service (SaaS) solutions, but they also are capturing measurable business value a significant improvement from the prior survey. Organizations that failed to approach their human capital management (HCM) implementation as a true transformation were much less likely to achieve business goals. Organizations that take the time to harmonize and optimize their processes are reporting significantly better results in driving efficiency and improving the user experience with their HR technology. Organizations are slower to adopt emerging technologies (such as robotic process automation and AI/cognitive solutions) and have limited awareness of their effectiveness within HR operations. Nearly seven in 10 organizations expect more than 20 percent of their employees to work from home (WFH) in 2022 and beyond, with the most common view being that 20-40 percent will WFH. Outsourced and hybrid-outsourced delivery models have grown in prevalence as the pri-mary service delivery model across HR functions. There is a clear year-over-year migration toward increased use of outsourcing as a primary or hybrid delivery model, with indication of robust growth for both outsourcing and shared services. Organizations of different sizes realize different impacts with outsourcing. Smaller organizations (with fewer than 10,000 employees) report the greatest improvement in service quality; larger organizations (with more than 50,000 employees) report the greatest improvement in cost reduction. Organizations have made progress around data and analytics with the desire for data at an all-time high. However, surfacing the data and insights, quickly delivering them to the business and using them to drive action that creates business impact remain challenges for many.3 3 2021 Information Services Group, Inc. All Rights Reserved.2021 Survey on Industry Trends in HR Technology and Service DeliveryHR Technology: Key Trends and AnalysisOver the past several years, we saw strong demand for HR technology, but organizations were not able to move to SaaS as quickly as they had anticipated. Taking time to adequately plan, secure approval for a business case, ensure readiness to implement a new platform and adjust operating models among other factors stretched HR teams. While challenges remain, the results in this years survey depict a greater-than-predicted shift to SaaS.Figure 1 depicts the aggregate response from our survey participants when we asked them to select one profile that best describes their enterprises (primary) HR technology model in 2020 and the one that best describes where they will be in 2023.In looking at the results of companies in this years survey, 46 percent indicate that a SaaS subscription-based or hybrid solution best describes their HR technology platform today, while the remaining 54 percent operate on-premises, hosted or internally developed solutions. SaaS adoption is higher than predicted based on the results from the prior survey, Industry Trends in Human Resources Services and Delivery 2019, in which 41 percent of respondents expected to be up and running on a SaaS or hybrid solution in 2020. The percentage of on-premises models remains almost exactly as predicted at 31 percent; internally developed solutions fell from 6 percent to less than 1 percent.Figure 1: Current (2020) and future (2023) primary HR technology modelLooking to 2023, the percentage of organizations expecting to be on a SaaS subscription-based or hybrid solution jumps to 57 percent an indication of continued strong growth.31#39%0%1 202023Licensed software on-premisesLicensed software hostedSaaS subscription-basedHybridInternally developed system4 4 2021 Information Services Group, Inc. All Rights Reserved.2021 Survey on Industry Trends in HR Technology and Service DeliveryThe most important outcomes organizations have gained or expect to gain in adopting SaaS are depicted in Figure 2. Improving the user experience is the top outcome organizations expect in adopting HR SaaS. Coming out of COVID, organizations are particularly focused on better engaging employees, supporting a virtual workforce, improving productivity and enabling a more agile model for HR. During a time plagued by heavy workloads, work-home life imbalance and limited communication and engagement, HR SaaS is seen as a critical strategy to help achieve these outcomes.Reducing dependency on IT, reducing HR administration cost and improving integration of data and applications were also highly rated outcomes for the move to SaaS. HR stakeholders prioritized employee experience, employee engagement and reduced dependency on IT as outcomes of the move to HR SaaS. Conversely, reducing HR cost was ITs top priority. And Shared Service stakeholders were focused on improving integration of data and applications to address operational challenges with disparate systems and manual activities. Figure 2: Top three most important outcomes from adopting HR SaaS technology solutions18%9%4%6%6%3%4%3%3%3%6%5%8%7%8%6%2%3%4%3%8%8%7%6%5%7%4%8%6%5%3%Improve the employee user experienceReduce dependency on ITReduce HR administration costImprove integration of data and applicationsIncrease employee engagementEnable agility for HRReduce technology cost of ownershipAccess to ongoing innovation and best practicesEnable globalizationSpeed to implement and achieve valueEnable use of artificial intelligenceEnable agility for the businessAvoid capital expenditureImprove ability to attract the best talentOutcome 3Outcome 2Outcome 15 5 2021 Information Services Group, Inc. All Rights Reserved.2021 Survey on Industry Trends in HR Technology and Service DeliveryFigure 3: Criteria that drives HR tech selectionEvaluating New HR TechnologyOrganizations have an increasingly diverse and complex set of require-ments to evaluate in selecting new technology. Figure 3 shows the criteria that drives HR technology selection decisions. Data security once again tops the list of priorities in selecting a new HR platform. This is perhaps not surprising in another year in which data security breaches made headlines around the globe. Ease of use was the second highest priority for HR tech selection, tying directly to the priorities of user experience and engagement. We see this reflected in investments by the leading HCM platforms, such as the creation of cloud “journeys” to differentiate the experience and stream-line the process steps to make it easier for employees to manage critical moments such as onboarding, promotion or taking leave.Being globally connected and providing mobile access to the workforce has never been more important, and we see that dynamic in this years results. Mobile access increased in importance from our last survey to now become a “top priority” or “must have” for 61 percent of respondents. Chat, voice and self-service capabilities also increased in importance this year for a more virtual workforce focused on improving productivity. Importantly, mobile access, chat and self-service capabili-ties also are critical components of creating an optimal user experience.Price was not a significant driver in our survey with 44 percent of survey respondents citing it as “not important” or “nice to have.” Extending the HCM platform to other enterprise resource planning (ERP) modules ranked last on our list of top priorities, though it is still important for almost half of survey respondents. 4%6%8 0&(6304473106(141#3)2(3SFC7)%# ta securityEase of useEase of maintenance/agilityDepth of functionalityConfigurabilityMobile accessPredictive analyticsGlobal designChat, voice, and self-service capabilitiesPriceSocial featuresArtificial intelligence, automationModern look / feelAbility to extend to other ERP modulesNot ImportantNice to HaveMust Have/ ExpectedTop Priority6 6 2021 Information Services Group, Inc. All Rights Reserved.2021 Survey on Industry Trends in HR Technology and Service Delivery646%YesNoAchieving Business Value In our prior study, we found a significant gap between the investments organizations were making in SaaS technology and their ability to demonstrate improved business results. Only 41 percent measured business value improvements, such as increased retention and reduced time to fill, by adopting SaaS. This year, 64 percent said they achieved measurable business value by adopting SaaS (see Figure 4) a full 23 percentage points higher (and a more than 50 percent increase) than the prior results. The biggest metric that was improved: productivity. Cost savings is another area in which organizations cited significant improvements. Figure 5 highlights that 70 percent of organizations were able to achieve HR savings of 10 percent or more, with 37 percent of respondents achieving 20 percent or more savings. Just 10 percent of respondents said they spent more or were unable to achieve HR cost savings. Sixty-one percent of organizations were able to achieve more than 10 percent cost savings in IT/Technology Operations, Maintenance and Support when they moved to HR SaaS. A quarter of respondents achieved more than 20 percent IT savings. Sixteen percent said they spent more or were unable to achieve IT cost savings.Figure 4: Have you achieved measurable business value by adopting SaaS?7 7 2021 Information Services Group, Inc. All Rights Reserved.2021 Survey on Industry Trends in HR Technology and Service DeliveryIn cases in which organizations failed to achieve clear business value improvements, the reasons revolved around the organization failing to change the HR service delivery model or business processes when implementing the system and the technology falling short of the organizations expectations. Approximately two-thirds of cases in which companies didnt meet business value were related to factors outside of the technology itself. Organizations that failed to approach the HCM implementation as a true transformation were much less likely to achieve business goals.Figure 5: What savings were you able to achieve by leveraging SaaS?8%7%8%3$63$%7%9%2%4%IT / Technology Operations, Maintenance, and SupportHR Administration and ManagementSpent moreNo savingsLess than 10-19 -290-39-50%8 8 2021 Information Services Group, Inc. All Rights Reserved.2021 Survey on Industry Trends in HR Technology and Service DeliveryLessons Learned in the Pandemic 2021 Information Services Group, Inc. All Rights Reserved.8 8How has the pandemic changed HRs priorities?In 2020, the COVID-19 pandemic changed work in unimaginable ways and rearranged the focus of HR activity. Survey respondents said they prioritized WFH tools, technologies and policies; training and upskilling employees; employee wellness; monitoring per-formance/productivity remotely; and cost reduction. HR has been on the frontlines throughout the pandemic, managing lay-offs and returns, design-ing WFH policies and the safe return to workplaces, all while caring for the wellness and engagement of employees during the most stressful events in recent history. 9 9 2021 Information Services Group, Inc. All Rights Reserved.2021 Survey on Industry Trends in HR Technology and Service Delivery 2021 Information Services Group, Inc. All Rights Reserved.9 9How did HR technology enable HR to respond to the COVID-19 pandemic?Fortunately, many organizations that had invested in digital HR technologies were able to leverage these tools to effectively react and manage through these difficult times. Some of the primary ways HR technologies brought value were: Enabling real-time, data-based decision-making Fostering connections and collaboration with employees Monitoring performance, productivity and engagement Enabling virtual recruiting, onboarding and offboarding Streamlining workflow and enabling remote working Many of the leading SaaS HCM solutions quickly added COVID-specific functionality to comply with new payroll legislation, track COVID cases and help manage the return to work. Overall, these tools enabled HR to accommodate the sweeping changes driven by the pandemic with agility, speed and confidence.Looking ForwardWhat is the Future of WFH? Most organizations expect about half of their employees will remain remote in 2021. Three-quarters of organizations expect more than 60 percent of employees will work onsite while less than a third of organizations expect 80 percent of employees will work onsite by 2022. It seems WFH is here to stay with some number of employees working from home going forward.What do you expect your organizations split between WFH and onsite will be in 2021 and beyond?3#8)%7%0%6E2% onsite20212022 1010 2021 Information Services Group, Inc. All Rights Reserved.2021 Survey on Industry Trends in HR Technology and Service DeliveryFigure 7: Highest priority for HR IT

2021-12-02 26页 5星级

ADP Research：职场人2021-全球劳动力观点（英文版）（48页）.pdf

作为衡量2019冠状病毒病大流行发生一年后全球劳动力感受的晴雨表，今年的报告对迄今为止工人和雇主如何应对以及劳动力对未来的感觉提供了无与伦比的洞见。尽管态度和行为受到世界不同地区流行病的地方路径和各国.

2021-12-02 48页 5星级

AlphaSense：2021年高管层ESG和可持续发展趋势报告（英文版）（28页）.pdf

ESG是一个对商业至关重要的话题，在世界各地具有前瞻性的企业中，它越来越成为人们的首选。这份报告中的数据直接来自AlphaSenses广泛的私人和公共内容，包括华尔街顶级分析师的研究，公司披露，新闻，贸易期刊，新闻发布，收益记录，演示文稿，等等。

2021-12-02 28页 5星级

WTW：气候变迁高管薪酬指南（英文版）（32页）.pdf

投资者的观点投资者群体将气候变化视为一种投资风险和机会。机构投资者希望确保他们投资的公司在低碳经济中拥有可行的商业模式，以便他们的长期投资创造可持续价值和更高的风险调整投资回报。机构投资者也被ESG资.

2021-12-01 32页 5星级