Change is in the wind for HR and, not surprisingly, it’s being driven by technology. A survey report released by the global professional services organization Towers Watson in June showed that nearly 30 percent of respondents plan to direct a substantial portion of HR spending to technology. As budgets are being cut for traditional HR spends, mobile technologies, talent management systems, HR portals and SaaS (software as a service), and HR data and analytics will see an influx of investment.
As you consider your organization’s HR budget, taking a deeper look at the “why” of this shift can provide ideas for how you might maximize the benefits of your current technologies or even help to build the case for increasing the technology budget in certain areas.
Here are several of the more significant technology trends that support—and enhance—HR functions:
Organizations are awash in data, and questions about it as well: what data resides where, what’s important and what’s not, and— once that’s sorted out— what to do with the “important” data? With U.S. employee disengagement levels hovering at around 70 percent (Gallup, 2013), “important” data for HR could well be the information gleaned from employee engagement surveys. To get greatest value from your employee engagement surveys:
Mobile HR processes have come a long way in a short time. Just a few years ago, HR’s mobile processes had little more than time and attendance functionality. Today, mobile platforms have a big role in recruitment, performance management, and even as a support tool for online learning. HR Magazine from SHRM reports, “Mobile functionality has emerged as a crucial buying criterion for HR leaders looking to replace or upgrade existing human capital management or talent management systems.”
Mobile is rich with possibilities but it can also lead to unintended, negative consequences if not part of a well-integrated strategy. For example, HR Magazine suggests, if your website’s “careers” page isn’t mobile-optimized, doesn’t include content beyond jobs listings, or doesn’t allow prospective employees to apply for jobs through their tablets or smartphones, you could be losing the competition for top-notch talent.
At the very least, you’ll want your employees to be able to connect with the employee-facing content of your performance management platform from their tablets and smartphones.
SaaS is emerging as the “go to” technology for payroll and talent management. When thoughtfully considered and well implemented, SaaS has the potential to virtually transform the HR function, moving HR to a higher level of efficiency and effectiveness, especially in the area of talent management. Here’s why:
But if you haven’t already gone the SaaS route, consider the pitfalls as well:
HR technologies aren’t in the future. They are now. Explore the full range of technology solutions available or call a technology solution expert at 800.543.7373.
Deloitte Human Capital Trends, 2011: “HR in the Cloud. It’s Inevitable.”