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EXPERT SPEAK

Technology is too Business Critical for both HR and the entire Organisation

By Douglas Peter, Founder, Michelle Adrian Consulting

Monday, October 30, 2017, 15:51 Hrs  [IST]

Last year we saw some insane new leaps in the technology world, including the new ‘king’ of smartphones – a computer that can learn (kind of) like a human, and even explode tablets.

Though 2016 was a year of great innovation and expansion in the HR technology landscape, it’s essential that HR continue to innovate at a rapid pace to meet changing business needs. I believe that coming years will be the year for innovation and expansion in HR technology as organisations of all sizes have become more digitally structured than ever before.

The following are the five technology trends that will shape the year ahead and beyond.

1. Cloud Based Systems :
HR System migrations to cloud has gathered momentum. This manifestation marks the move from ‘systems of record’ to ‘systems of engagement.’ When this happens, many HR staffers will likely gain extra time to complete administrative tasks. While migrating, it will be good if the organisations carefully consider their vendor’s road map and ensure it supports their HR technology strategy. By 2020 Cloud Technology is expected to completely dominate the HR industry.

2. People Analytics :
How do you know whom to hire? How do you know what your employees want in the workplace? How do you predict how a new update or change in your workplace is going to go over? Enter people analytics.

When combined with other technologies, Analytics provides a tremendous amount of insight and allows HR professionals to make decisions backed by concrete information and more efficient processes. Predictive analytics allow for better risk-management decisions.

Analytics also allow recruiters to assess potential employees based on real information; by basing hiring decisions on facts instead of hunches, they can improve the quality and placement of new hires.

3. Mobile enabled HR
To reach the right talent, you need to be mobile-friendly in design and have ease of usage. HR should always go where the talent is – and these days it’s on mobile. Mobile applications and tools will deliver employee self-service which will allow the global workforce to interact with each other and allow individuals to access their information more readily than ever before. The convergence of mobile computing is taking place with an intense focus on employee engagement, culture, wellness and productivity. The result will be a new breed of products that will totally reinvent what HR technology and HR itself can do.

4. New Landscape for Talent Engagement and Acquisition :
Today, there are so many vendors who offer cloud-based, team-centric performance management applications that connect to HR management or enterprise resource planning systems. A formal employee review every six months is fast becoming obsolete. What is far more important is software that enables us to stay on top of things in real time. Problems are nipped in the bud.

In recruiting, a new breed of platforms, including those from vendors such as SmartRecruiters, Lever, Greenhouse, Gild and others, have started from scratch, building end-to-end recruitment management systems that handle everything, including sourcing, ad management, analytics, online interviewing, interview management, candidate scoring, ongoing candidate relationship management and onboarding. These tools were designed to directly connect to LinkedIn and other job boards, and they can store candidates’ information so that it can be revisited year after year. In addition to managing applicants, they keep track of candidates and even alumni. Further, they focus on building tools that are easy to use for hiring managers and candidates, and not just recruiters and HR.

5. Continuous Learning and Shift in Learning Management Systems (LMS)
Adoption of new learning methods is on the rise where LMS (Learning Management Systems) has started taking a shift towards LEP (Learning Experience Platforms). They focus on delivering a ‘learning platform’ and not just a ‘learning management platform.’ In other words, they are places to go to browse and learn, and not merely to register for courses.

Despite the potential impact, many companies still haven’t made the switch to modern HR systems — but, I think it’s only a matter of time. As we move into the future of technology in the workplace, HR has a lot to look forward to; cloud computing, easier storage, better insights, and greater transparency are only the beginning. This presents a real opportunity for HR transformation by using technology to drive change and growth in the organisation.

Because of efficiencies, cost savings — for HR and organisations as a whole — technology is just too business critical to ignore.

The views expressed within this column are the opinion of the author, and may not necessarily be endorsed by the publication.

 
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