If you missed this #Nextchat on 9/28/16, click here for the RECAP.
In my capacity as program co-chair for the annual HR Technology Conference & Exposition, I get a unique opportunity to talk with dozens of executives from HR technology solution providers, organizational HR leaders, industry analysts and thought leaders as I review and prepare the conference agenda.
Through these many conversations, solution demonstrations and my participation in industry events, I try to get an overall idea on which trends, themes and important ideas are driving the practice of HR and are reflected in the HR technology landscape.
I'd like to share what I think are the five big themes and trends in HR tech and what they suggest for HR leaders.
1. Making Sense of HR and People Data
If there has been any single, consistently cited HR trend in the last several years, it's the increased use of data and analytics in the practice of HR and talent management. As analytics and data-driven capabilities become more accessible and available in HR technology solutions, it will be critical for HR leaders to stay up to date on these latest developments and to learn from early-adopter organization successes.
2. Engaging and Retaining Talent
The organizational challenge of engaging and retaining the best and most talented employees continues to rank high on the agendas of most HR and business leaders. The HR technology marketplace is, of course, responding to these challenges with an evolving set of solutions to help HR leaders and organizations with these important talent concerns.
3. The Continuing Impact of Marketing on HR and HR Tech
A few years ago, we began to see more collaboration between marketing and HR in the areas of recruitment advertising, employment branding and the candidate experience. HR and talent acquisition leaders have seen the value of this collaboration and the adoption of many marketing principles in HR and recruiting processes. In the last few years, new HR tech solutions for managing HR and recruiting content marketing, creating and communicating the employer brand, and helping employees share their unique career stories with the outside world have emerged.
4. Succeeding with Modern HR Technology
While the migration of most modern HR technology solutions to the cloud (SAAS-based delivery models) has made certain aspects of implementation, deployment and adoption simpler and faster for HR organizations, fundamental challenges to succeeding with technology remain, which HR leaders must continue to consider. Well-designed strategy, implementation, communication and change management plans go a long way to ensuring that the organization's investments in technology solutions will produce the desired benefits.
5. Design and User Experience Come to the Forefront
In the last decade or so—loosely tied to the introduction of the original iPhone in 2007—the importance of the user experience has increased, extending to the technology that we rely on in our workplaces.
HR technologies, particularly ones that are designed to be used by all employees, must be developed in a manner that encourages universal adoption. They must meet—and even exceed—the popular consumer technology experience in terms of layout, appearance, ease of use and "time to value"—or the length of time it takes to provide value to users. Note to HR: Employees aren't going to adopt technologies that can't provide this value.
So as you can see, it’s a demanding but also an exciting time for HR leaders seeking to implement modern HR technology solutions to help solve organizational and talent management challenges, better engage their workforces, and improve business outcomes.
Please join @shrmnextchat at 3pm ET on September 28 for #Nextchat with special guest HR Technology Conference & Exposition Co-Chairman Steve Boese (@SteveBoese). We’ll chat about the new trends shaping HR technology and how they are affecting your workplace.
Q1. What success have you had in implementing analytical approaches and technologies to improve talent management processes?
Q2. What are the benefits of collaboration between marketing and HR in the areas of recruitment advertising and employment branding?
Q3. How has working with your marketing department and shared technology improved employee branding and talent attraction?
Q4. How are you making HR technology more user-friendly for your employees? What UX trendy features/apps are they requesting?
Q5. How are you using HR tech in innovative ways to engage and retain talent?
Q6. What was the biggest unanticipated problem your organization encountered when moving your HR system to the cloud? (SAAS)
Q7. What was the greatest benefit to your organization when moving your HR systems to the cloud? (SAAS)
Q8. With little time to spend, what simple steps are you taking to make HR analytics a part of your daily/weekly processes?
If you missed this #Nextchat click here for the RECAP.