Stories

Disruptive Trends in HR for 2017

Disruptive Trends in HR Featured image

The HR tech market is undergoing one of the most severe disruptions ever, as per a new report by Deloitte. A complete reinvention of the market is transpiring, according to the report. Investors have been pumping money into this domain for the last couple of years, eager to partner businesses in the people ambit. Many transformations have hit the HR platform subdomain, while the advent of social analytics, video, behavioral economics, and other hi-tech HR interventions have changed how businesses function. This in turn means changing the way people are hired, trained, paid, engaged, rewarded, and managed for highest productivity.

Human Resource Information Systems (HRIS) hit the HR market more than a decade ago, and already one can see a high degree of disruption in the type of applications being preferred. As talent management becomes more complex with evolving work norms and cultural expectations, it is getting imperative to add the “intelligent” plus “human” element to people management. The onset of emerging technologies such as cloud, mobile, social media, Internet of Things (IoT) has a deep impact on our lives; these will invariably spill over and alter the way we work. Moreover, the workforce itself is radically different—millennials, cross-cultural, cross-geography virtual teams are becoming a norm, each having their unique set of expectations.

Here is a lowdown on the technological answers of the future that help to meet these expectations.

People analytics: Harnessing people data and building predictive models using this data will gradually become a norm. Much consolidation has happened in this space: Workday acquired Platfora, ADP launched its analytics service, IBM launched Talent Insights powered by its AI-led Watson, Cornerstone OnDemand acquired Evolv—an entire list of developments can be penned. The bottom line is to understand people better, and organizations are ready to transform their HR systems for the purpose.

Mobile is real: Web architecture will give way to mobile architecture, and platforms will be built for mobile. As work happens increasingly on mobile, it will become important for people functionalities. Be it delivering a learning module, or sharing updates on the latest project with your team, mobile-application-based HRIS will dominate. It will extract the advantage of “anytime,” “anywhere” in its true sense.

The rise of PaaS: The Platform as a Service (PaaS) model will be the preferred one for cloud services in the talent management space. Thus, third-party software developers will be able to build upon existing core apps, say SAP HANA, IBM BlueMix, or CornerStone Edge. The HR tech marketplace will thus open up. A case in point is the Salesforce AppExchange program, which offers Salesforce customers thousands of tools to choose from. This will be the new model for HR tech.

Performance management will be redefined: A move away from annual increments to a more continual process of “check-ins” happened over 2015 and 2016. The concepts of continuous feedback took a new meaning and found favor in a continuously working business environment. Accordingly, a new set of HR tools has hit the market, many of which are high on people and tech innovation. This is not merely a system change, but augurs a cultural change.

Engagement becomes always-on: Keeping HR’s customers engaged is one of its most important deliverables. Tech now comes to the fore with its new engagement models and processes. Many new companies today deliver feedback mechanisms for teams and peers, open networks for communication and collaboration, and apply behavioral analytics to understand what engages people. These all-encompassing tools, or intelligent pulse surveys, address a wide ambit of issues, right from identifying leadership gaps to pointing out learning needs. All this happens through social analytics such as sentiment analytics—tracking and analyzing views, comments, likes, and other social trends.

Learning becomes employee empowered: 2017 will see the proliferation of learning mechanisms, with the employee driving his or her own learning. With attention spans reducing further, new learning interfaces such as MOOC, video-based online training, and mobile learning will become predominant. This is an opportunity for new vendors to alter the corporate learning experience greatly.

Wearables will marry HR: Wearables will take on a new role—improving employee experiences at work. This new breed of gadgets will take on more holistic goals; for example, Fitbit is encouraging enterprise employees to exercise. As burnout and lower productivity instances increase, wearables will be used by HR as the motivators for wellness and emotional wellbeing.

Talent acquisition will change for the better: A number of developments have given way to newer possibilities—the acquisition of LinkedIn by Microsoft, the applicant-tracking market becoming obsolete, and so on. The future is all about new platforms that cater to sourcing, employer branding, job ads, candidate assessment, and interview management. The year 2017 will also see video interviewing become common.

These trends point toward a shift away from traditional people management models of “automate” and “integrate” to a more advanced system of “engage” and “empower.” Personnel will be at the heart of the transformation, with hi-tech revolving around them to deliver an unsurpassed candidate or employee experience.

About the Author

| administrator

A Strategic Marketing Executive at Harper and Hill, Project Associate at aseanhr.org, Social Media Marketing, Web Developer that specializes in Web Content Writing, Web Designing, Developing, SEO, and Database Management.

ASEAN HR TECH VENTURE SUMMIT 2018
REGISTER NOW 33% DISCOUNT
SUMMIT PASS

Send this to a friend