W H I T E P A P E R 5 Tech Trends Changing HR

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Summary

Whether you call it people analytics, HR analytics or simply “big data,” there’s no question technology is changing the HR profession. This paper examines:

•How the use of data analytics has altered the HR landscape and is helping HR professionals solve business problems in new ways

•Five tech trends reshaping the HR landscape

•Five tips on choosing core HR systems that capitalize on these trends

Who should read this?

HR professionals:

•Interested in the impact of data analytics on HR

•Wanting to understand technology trends influencing HR today

•Considering implementing new workforce management tools or systems

5 Tech Trends Changing HRand 5 Ways to Take Advantage of Them

W H I T E P A P E R 5 Tech Trends Changing HR

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How Big Data Changed HRThere’s no doubt about it—data changed the HR landscape. HR professionals now have access to unprecedented employee lifecycle data from recruiting and hiring to productivity and wellness.1

Josh Bersin, HR tech expert and founder of Bersin by Deloitte, defines the intersection of data and HR as “people analytics,” the ability to compile data on employees to “solve specific business problems like sales productivity, retention, fraud, customer satisfaction,” and more.2

“Instead of the CEO visiting cubicles and workstations,” writes Ian Davies of Skil-trek, the workforce solutions and staffing firm, “Data scientists and HR analysts use people analytics software and digital tools…to understand and explain what’s going on in an organization and formulate highly effective solutions.”3

Because this gives HR new avenues to solve bigger business issues, it positions HR professionals as business leaders and key advisors in their organization.

So, which emerging HR tech trends continue to impact where and how we use this data?

5 Tech Trends Reshaping Today’s HR LandscapeBersin identifies five tech trends transitioning HR today:4

• Shift from “systems of record” to “systems of engagement” Instead of simply collecting and warehousing data, new workforce manage-ment systems (WMS) are designed to “make work life better” by helping employees get tasks done.

• Shift from cloud-based to app-based systems As consumers, we now spend over 40 percent of our online time on smart-phones, so it’s no wonder that employees prefer mobile apps for work. Apps can increase employee adoption, satisfaction and productivity.

• Analytics-driven feedback New HR tech offers employees “smart recommendations” based on their system activity to help them take actions and make decisions.

• Startups give legacy vendors serious competition The flexibility and innovation of startups—with systems featuring solid new tools and reimagined functionality and business models—are running circles around incumbent vendors.

• Customized software suites Today, most organizations don’t have an all-in-one WMS solution. This means HR professionals become “experience designers,” combining different systems to create a customized WMS suite.

W H I T E P A P E R 5 Tech Trends Changing HR

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Taking Advantage of the Trend: 5 Tips for Choosing Core HR SystemsCore HR management systems (like payroll, benefits, and time and attendance) are the heart of any WMS suite. What qualities should you look for in your core systems to stay ahead of the HR tech curve?5

• Encourages engagement The key to better HR data is implementing systems employees are willing to engage with regularly. Bersin advises looking for systems that “focus heavily on ease of use…if the systems are hard to use, you simply won’t get people to adopt them.”

• App-based Bersin recommends making sure any HR tools you’re considering have a mobile app or be deliverable on mobile. Apps will likely drive up employee adoption, productivity, and even satisfaction.

• Smart recommendations Choose systems with smart recommendations (such as alerts and notifications) that cue employees to take helpful actions (like punching out at the end of a shift or submitting their time card). Focus on the system’s data quality since this is what drives those recommendations, and teach employees how to use it.

• Innovative, flexible vendors While legacy vendors may seem like a safer bet, Bersin says over 80 percent of organizations are replacing legacy systems because they’re too difficult to use. Today, startups are creating solid, innovative systems with better features, functionality and flexibility. Stay current—ask peers and professional networks for vendor recommendations.

• Integration with other systems Bersin suggests prioritizing systems that enhance the employee experience.6 Also consider how easily the system integrates with the rest of your core suite. The more easily it integrates, the more likely users will readily adopt it.

ConclusionJust like big data, new systems and tools are changing the HR profession. To stay ahead of the curve, choose core HR systems that are easy to use, offer mobile access, provide smart recommendations to employees, demonstrate innovation and flexibility, and integrate seamlessly with other tools to create a customized WMS suite.

W H I T E P A P E R 5 Tech Trends Changing HR

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References1 Bersin, Josh. “Viewpoint: The State of HR Technology Today.” SHRM.org. 12 Jan 2016. Web.

Accessed 17 Mar 2016. https://www.shrm.org/hrdisciplines/technology/articles/pages/viewpoint-state-of-hr-technology-today.aspx

2 Bersin, Josh. “People Analytics Takes Off: Ten Things We’ve Learned.” Linkedin.com. 19 Oct 2016. Web. Accessed 17 Mar 2016. https://www.linkedin.com/pulse/people-analytics-takes-off-ten-things-weve-learned-josh-bersin

3 Davies, Ian. “Three Ways Technology Is Transforming Talent Management in 2016.”17 Mar 2016. Web. Accessed 17 Mar 2016. http://www.forbes.com/sites/forbestechcouncil/2016/03/17/three-ways-technology-is-transforming-talent-management-in-2016/#194cab43f05a

4 Bersin, Josh. “Viewpoint: The State of HR Technology Today.”

5 Ibid.

6 Ibid.