The Hot HR Technology Trends Of 2014

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The Hot HR Technology Trends Of 2014

Re-blogged from Forbes

Author: Meghan Biro

HR techIt’s been a while since I’ve seen a solid independent survey of HR tech trends that will affect the workplace in 2014. The Information Services Group III -0.22% (ISG), a leading technology insights, market intelligence and advisory services company, recently conducted the ‘Industry Trends in Human Resources Technology and Service Delivery Survey’. Released in February 2014, the survey presents findings, which, while not surprising, should be top of mind for leaders and talent managers everywhere.

The survey points to three benefits companies expect to realize from investments in HR tech (quoting from the report): an improved user and candidate experience, access to ongoing innovation and best practices to support the business, and speed of implementation to increase the value of technology to the organization.

Driving the need for an improved user interface is the coming surge of new talent entering into the workforce. It’s no surprise that many more people, having grown up with technology, expect it to be available, easy to use and responsive to their situations – e.g., having both mobile and social components.

Companies, on the other hand, want HR tech to offer strategic alignment with the business. I see this as more about enabling flexibility in talent management, recruiting and retention, all of which are increasing in importance as more Boomers retire, taking with them their deep knowledge and experience. Companies thus are looking more for the analytics end of the benefit spectrum; the delivery model, also no surprise, will be through cloud-based SaaS solutions.

Also on companies’ must-have lists: data security; data privacy; integration with existing systems, both HR and general IT, and customizability, to align with internal systems and processes.

If you’re in the market for an HCM solution, think about putting these requirements on your RFP list:

1. Cloud-based – According to ISG’s report, more than 50% of survey respondents have implemented or are implementing cloud-based SaaS systems. It’s easy, it’s more cost-effective than on-premise software, and it’s where the exciting innovation is happening.

2. Mobile/social – Any HCM tool must have a good mobile user experience. This means everything from well-designed mobile forms, ease of access, and a secure interface.

3. Simple, intuitive user interface – Whether accessed via desktop or mobile, the solution must offer a single, unified, simple-to-use interface.

4. Social collaboration tools – Millennials expect to be able to collaborate via social channels, and HR is no exception. While this may be challenging from a security and data protection angle, it’s a must-have capability.

5. Analytics and reporting – Management needs reporting to know their investment is paying off, and they also need robust analytics to keep ahead of trends within the workforce.

Of course, the switch to these modern HCM solutions means companies also need to consider a restructuring of HR – at a minimum to the way in which they deliver HR services to employees.

I believe technology will help companies make the transition as their workforces evolve while enabling them to maintain loyalty, trust, retention and employee satisfaction. Laggards who are slow to adopt technology may find themselves faced with a very limited talent pool. The time to move to SMAC-enabled HR technology is right now – before the workforce changes dramatically with the exodus of baby boomers.

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Scott Rosen

Want to know why 90% of the NJ, NY, DE and PA companies who work with us for their HR staffing needs (including Merck, Rutgers, PNC Bank, Daimer-Chrysler, Pfizer, SAP America and 150+ others) either re-hire our firm or refer us? We specialize exclusively in the Direct-Hire and Contract Placement of Human Resources Professionals including EVP of HR, VP of HR, Human Resources Manager, Compensation Manager, HR Generalist, Benefits Manager & Training Managers. The Rosen Group is one of very few firms in the NJ, NY, PA, and DE area that focuses on one, single area all day, every day – Recruiting and assessing HR talent! Our low-volume (2-3 positions filled per week, 8-12 per month and 100 per year), highly-consultative “super-niche” approach means that I will send you the right candidates – the first time (and typically within 1 week). For example 98% of our HR contractors complete their assignments, 50% are extended and 30% to 40% receive permanent offers! We’re giving Fortune 500 companies, SMBs and nonprofit organizations access to the best and brightest HR candidates. We have a database of thousands of HR executives with a wide range of experience, expertise and talent at all levels all the way up to the VP HR level. Plus we use social media and employment branding strategies to get your opportunities in front of top candidates. We're committed to the professional growth and development of the HR executives that we place for clients. That’s why I founded the HR Executive Alliance and the Talent Acquisition Leadership Alliance and have created the HR Department of the Year Awards. Maybe this is why the Rosen Group is one of the Inc 500 Fastest Growing Companies (Number 147!) – and why 90% of our clients refers us or rehire us.

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