????一成不變的人力資源軟件到了需要變革的時(shí)候了。過(guò)去一年,，企業(yè)軟件巨頭IBM,、甲骨文（Oracle）和SAP共耗資約60億美元收購(gòu)招聘及薪酬軟件開(kāi)發(fā)商。而Salesforce最新推出的Work.com產(chǎn)品能幫助經(jīng)理和員工們有效記錄目標(biāo),。Salesforce社交軟件部常務(wù)副總裁約翰?武基稱(chēng)：“絕大部分績(jī)效管理系統(tǒng)都是緊緊圍繞HR準(zhǔn)則打造的,，但它們實(shí)際上并不能確保員工有效工作,。”為了解決這一問(wèn)題,，新一代軟件將依托于網(wǎng)絡(luò),、而且會(huì)天然整合社交網(wǎng)絡(luò)。它能給予員工實(shí)物和虛擬兩種獎(jiǎng)勵(lì),。要問(wèn)最大的變化是什么,？那就是，全年績(jī)效考評(píng)活動(dòng)變成了真正的全年活動(dòng),。（客戶(hù)們一般按月訂購(gòu)此類(lèi)服務(wù),，而不是一次性購(gòu)買(mǎi)。）這些花里胡哨的東西到底能不能提高生產(chǎn)效率,？我們將拭目以待,。

????老任務(wù)，新希望

????年度績(jī)效考評(píng)將得到保留,。但經(jīng)理和員工們現(xiàn)在有許多新的工具來(lái)記錄,、獎(jiǎng)勵(lì)進(jìn)步。

????全年目標(biāo)：現(xiàn)在,，員工們無(wú)需在年底時(shí)倉(cāng)促設(shè)定目標(biāo),，而是可以根據(jù)項(xiàng)目需要和自己的團(tuán)隊(duì)一起定期制定目標(biāo)。

????虛擬獎(jiǎng)項(xiàng)：就像童子軍有榮譽(yù)勛章一樣,，經(jīng)理可以向員工頒發(fā)“交易筆數(shù)最多”或“發(fā)貨量（最大）”等獎(jiǎng)項(xiàng),，還可以把這些榮譽(yù)發(fā)布到自己的個(gè)人簡(jiǎn)介上。

????快速反饋：相比于之前需要登陸繁瑣的HR軟件,，用戶(hù)如今可以在普通程序中提出和接收反饋信息,，例如在網(wǎng)站上提交評(píng)論。

????實(shí)物獎(jiǎng)勵(lì)：傳統(tǒng)的獎(jiǎng)勵(lì)方法有了新變化,。例如,，Salesforce就和亞馬遜（Amazon）合作，向績(jī)效優(yōu)秀的員工發(fā)放禮品卡,。

????狀態(tài)更新：想想Facebook的狀態(tài)更新,。不過(guò)這里不是每天更新個(gè)人心得和搞笑照片，相反,，員工們可以從經(jīng)理和同事那里獲得反饋信息,。

????譯者：項(xiàng)航

????Stodgy human resources software is getting a reboot. Over the past year enterprise giants IBM (IBM), Oracle (ORCL), and SAP (SAP) have collectively shelled out some $6 billion to acquire companies that make recruitment and compensation tools.Salesforce's new Work.com product lets managers and employees track their goals. "Most performance-management systems are built around a framework that's all about HR compliance," says John Wookey, Salesforce's executive VP of social apps. "But they haven't solved how to actually get people to work on the right things." To fix that, a new generation of software is web-based and, naturally, incorporates social networking. It also rewards employees with prizes both real and virtual. The biggest change? The annual performance review process becomes a year-round activity. (Clients typically pay a monthly subscription for such services, instead of a one-time price.) Whether all the bells and whistles could actually hurt productivity, rather than improve it, remains to be seen.

????Old task, new hope

????The annual performance review will live on. But managers and employees now have a slew of new tools to chart and reward workers' progress.

????Year-round goals: Instead of scrambling to come up with goals at the end of the year, workers can create them with their teams on a rolling basis as projects dictate.

????Virtual rewards: The adult equivalent of scout merit badges. Managers can create awards such as "most deals closed" or "products shipped," posting them to an employee's profile.

????Quicker feedback: Instead of logging in to cumbersome HR software, users give and receive feedback inside the applications they use every day, like posting a comment on a website.

????Real rewards: The old spot bonus is being reimagined. Salesforce (CRM), for instance, partners with Amazon (AMZN) to reward high-performing employees with gift cards.

????Status updates: Think Facebook's (FB) status updates. But instead of posting daily musings or funny photos, employees can request feedback from their managers and peers.