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HR Tech Trends: Adoption in 2016

In the HR technology domain, some trends take longer to be adopted than others, even when the expected business impact of both are comparable. Various operational dependencies often drive which trend will explode, or not. These include competencies on-hand such as the:

– ability to properly interpret, analyze data, build related frameworks in the case of people analytics adoption;
– ability to expertly market a “case for change” if an HR transformation effort is the organizational mandate.

These may appear straightforward in theory, but trend adoption dynamics also extend to how the trend is being promoted, and by whom.

Tech Trends Adoption
Below are excerpts from a new White Paper titled “HR Technology Trends to Watch in 2016″ co-authored by Steve Goldberg.

Technology-Enabled Talent-Management Science

Sierra Cedar recently found that 39 percent of organizations were now involved in some form of talent-management analytics. But, the lack of analytics-related competencies such as defining the frameworks, interpreting data, identifying predictive relationships persists in most HR departments. We should expect to soon see HCM systems guide users as to where to look for relationships across their data ecosystem.
An increase in the employee turnover might have the system highlight factors that have contributed to higher turnover in the past; for example, a change in compensation or benefits, cutting back on management training, retirement or even restructuring activities that should perhaps not be counted as regular turnover, using less effective sourcing channels or more aggressive time-to-fill target metrics and so on.

Personalized Engagement and Retention Plans

With three generations working side-by-side at workplaces for the first time, it is more critical than ever to personalize how employees are managed and through what rewards and recognition levers. Basically to the extent of having personalized engagement and retention plans for all key employees and including what each employee values in his/her work experience and career journey over time.

In addition, personality tests and team culture or compatibility indicators, might soon become staples within enterprise HCM solutions going forward. Letting a high-potential employee be exposed to different parts of the business might cost almost zero, but, in the end, could be a more effective engagement driver and retention hook than a larger bonus for many.

If you have any thoughts on this post, please leave a comment and we’d love to have a conversation.

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