HR technology is going through a tectonic shift due to implementation of various tech tools and disruptive trends. Tech tools are transforming the way everything is executed in human resource management. This includes use of data driven approach & analytics, artificial intelligence, emergence of video and social recruiting in workplace. The technology HR professionals use, the software designs and the experiences these systems deliver is dramatically changing in this decade. Traditional HR techniques and systems are becoming outdated and new techniques are shaping HR industry.
Here are 9 tech tools that are transforming HR industry –
1. People Analytics –
Organizations have been moving from back-office HR data to advanced analytics. Instead of building their own solutions, companies are outsourcing such services from SAP SuccessFactors, Workday, ADP, Cornerstone etc. These softwares have employee retention predictors. Workday can predict employee job changes that can result in better outputs and products from oracle and success factors can recommend which training employees should be provided, based on their skills and role in organization.
2. The performance management revolution –
For almost five years, organizations have been making performance management more data-driven and team oriented, but there is no automation in the process. Now, there are more than 10 companies offering cloud based and team centric performance management applications connecting HR management. These applications help in managing employees by team rather than hierarchy, make goals transparent and easily accessible to workforce, have ingrained check-in mechanisms and are integrated with directories of employees and other HR tools.
3. Real-time engagement evaluation –
With technologies of always-on, pulse-based feedback systems, it has become easier for HR management to survey workers on quarterly, monthly or even weekly basis. Modern systems enable event based feedback that can be implemented whenever there is a major change in organization. These tools are integrated with work performance management systems, succession planning initiatives and change management strategies.
4. The growth of contingent workforce management –
Employers are now using channels on networks where many people look for jobs. On one hand there are cntingent workforce management systems like Fieldglass from SAP, Kronos, Beeline and Workday. On the other hand there are gig-wig networks that match workers to projects like Upwork, Freelancer, Fiverr, Workshop and others. HR professionals who want to find contingent talent should monitor these affinity sites to build a network of experts that can do contract work.
5. A wealth of wellness apps –
Organizations now use tools to manage wellness, work/life balance and employee activity. The applications for wellness, engagement, performance management and recognition are expected to be utilized as each of these areas collect information regarding employee feedback, activities and goals. Oracle, SAP SuccessFactor and Workday have built-in analytics engines that collate such data to employee database. Such tools inform the company about what employees are doing, how happy they are; and provide information about their wellness. A company can have an integrated view of employee wellness and be able to give workers insights, nudges and advice on ways to create a better work environment.
6. Maturation of the learning market –
Now, companies are looking beyond legacy learning management systems like Cornerstone, SumTotal, Saba, Oracle and SuccessFactors. There is a new category of learning products that focus on delivering a ‘learning platform’ and not just ‘learning management platform’. They are easily accessible and offer videos like YouTube to employees and have features for curation and recommended learning. Vendors of such products include Degreed, Pathgather, EdCast, Everwise, LinkedIn Learning etc.
7. The implementation of team management tools –
There are a variety of tools that are making collaboration of workforce easier and less formal by offering real-time messaging, archiving and work tracker. Such tools include softwares like Slack, Workboard, Trello, Asana, Wrike, Betterworks, and others. Not all of them can be categorized as HR technology tools, but most are starting to enter HR space. These tools help manager and employees do their job. Workday’s new learning management systems and talent management systems help employees find their next position in organization, and then view training and video learning relevant to that job.
8. Accelerated automated HR –
HR technology is incorporating artificial intelligence, natural language processing and robotics. The technology includes products that can listen to voices, execute call center processes and connect systems into a new workflow. Such technologies can design the entire employee joining process, processes for employee career and job transitions, including assessment, internal job search, recommendation and offers and retirement options. It would also provide access to employee potential including modules for leadership development.
9. A new landscape for talent acquisition –
There are tech tools that hugely help HR management in finding strong job candidates, and distribute job postings. Also, these tech tools help in performing background screening and psychological testing. Vendors like SmartRecruiters, Lever, Greenhouse, Gild and others are building end-to-end recruitment management systems that deal with sourcing, ad management, analytics, online interviewing, interview management, candidate scoring, candidate relationship management and onboarding. These tools directly connect to job portals like LinkedIn and Indeed. They can store candidate information so that it can be revisited every year. They also focus on building tools that not only HR but hiring managers can also easily use.
Technologies offering mobile computation, videos, sensors and artificial intelligence that have an intense focus on employee engagement, culture, wellness and productivity, are going to shape the HR industry in future.
