5 Big Trends in HR Technology
See below for a list of some of the biggest 2017 trends in Human Resources Technology, as well as what they suggest for HR leaders today:
1. Discerning “People Data”
Over the last several years, there has been an increase in the use of data in the practice of HR and talent management. With this comes the availability of more data-driven capabilities in HR Technology solutions. HR leaders will need to keep alert of such developments and learn from successful early-adopters to ensure that they are staying on top of this trend.
2. Retaining Top Talent
Engaging and retaining top talent is an organizational challenge ranked high on the the agendas of many organizations today. The HR Technology space is continuously developing and improving solutions to help HR leaders, professionals and organizations with their talent burdens!
3. Integration of Marketing and HR
Over the past few years, there has been an increase in the collaboration between Marketing and HR in the areas of recruitment, candidate experience, and employment branding. With that, there has come new HR Technology solutions for recruitment content marketing, the creation & communication of the employment brand, as well as new tools to aid employees in sharing their unique experiences with organizations to the outside world.
4. Design and User Experience
HR Technologies need to be designed and developed in a way that encourages universal adoption by all employees. In terms of layout, ease of use, appearance, and/or the length of time it takes for the technology solution to provide the intended value to its users, the HR technology solution must meet popular consumer technology experience standards. It’s vital for HR leaders to know that it will be difficult for employees to adopt a solution if they aren’t provided with the aforementioned value.
5. Performance is being reinvented with goal check-ins and feedback.
This trend is a bit more specific & disruptive in the HR Technology landscape. Organizations are beginning to ditch the “once, annually” performance reviews. Instead, they are moving to real-time, frequent, feedback-driven approaches. Performance management software is beginning to incorporate these functionalities and support these new processes through various HR technology platforms (including mobile–the emergence of which is yet another HR technology trend).