HR Technology Trends 2016: How New Solutions Are Transforming Organizations

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HRDA Research 2016

HR Technology Trends 2016

Lisa McDougaldDirector Expert Talent 

StrategiesSilkRoad

Stephen D. BruceHR.BLR.com EditorBusiness & Legal 

Resources

Justin ScaceSurvey Editor

Business & Legal Resources

ABOUT HRDA RESEARCH REPORTS• Six times a year• Pressing challenges• exclusive database 250,000 active HR practitioners. • Topics for 2016:

RecruitingTalent and performance managementRetention, engagement, and brandingHealth and wellnessHR tech trendsFLSA

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Highlights of the 2016 HR Technology Trends Survey:

•91.4% — payroll systems•13.4% — don’t spend any time•23.2% — tech increases productivity•19.3% — tech significantly reduces costs•62.6% — changed for the better•18.7% —majority of decisions

Who participated?

• 554 Respondents• Wide variety

Health Care and Social Assistance 17.1% 79

Manufacturing 11.7% 54Other Services (except Public Administration)

11.7% 54

Professional, Scientific, Technical Services 10.0% 46

Finance and Insurance 6.7% 31

Educational Services 6.1% 28

Public Administration 6.1% 28

Construction 4.1% 19

Transportation and Warehousing 3.5% 16

Retail Trade 3.5% 16

Maintain training records 50.1% 199Track training schedules and employee participation 42.8% 170Manage employee registration and administration 37.5% 149Maintain and deliver course content 36.3% 144I don't use software or technology to track or manage training and development.

35.5% 141

Create reports for management 34.5% 137Manage curriculum and certification 31.2% 124Track employee skills and competencies 23.2% 92Provide courseware for authoring training 11.1% 44Create Individual Development Plan (IDP) 10.3% 41Perform skill gap analyses 4.8% 19

Answe r Op tionsStro ng ly

a g reeAg re e

Ne ithe r a g re e no r d isa g ree

Disa g re eStro ng ly d isa g re e

Significantly reduces costs of HR activities 19.3% 39.8% 33.4% 5.9% 1.6%

Increases HR productivity 23.2% 46.8% 23.6% 4.5% 1.9%

Simplifies HR activities 23.0% 51.0% 20.1% 4.5% 1.4%

Reduces time spent on routine tasks 23.0% 48.7% 22.6% 4.1% 1.6%

Provides metrics that show how people impact company goals (e.g., profits, productivity, and revenue)

15.9% 32.6% 36.1% 9.9% 5.6%

Ple ase ind ica te the de g re e to which you a g ree with the fo llowing . In o ur HR de p a rtme nt, te chno log y:

Answe r Op tionsStro ng ly

a g reeAg re e

Ne ithe r a g re e no r d isa g ree

Disa g re eStro ng ly d isa g re e

Significantly reduces costs of HR activities 19.3% 39.8% 33.4% 5.9% 1.6%

Increases HR productivity 23.2% 46.8% 23.6% 4.5% 1.9%

Simplifies HR activities 23.0% 51.0% 20.1% 4.5% 1.4%

Reduces time spent on routine tasks 23.0% 48.7% 22.6% 4.1% 1.6%

Provides metrics that show how people impact company goals (e.g., profits, productivity, and revenue)

15.9% 32.6% 36.1% 9.9% 5.6%

Ple ase ind ica te the de g re e to which you a g ree with the fo llowing . In o ur HR de p a rtme nt, te chno log y:

How Has HR Tech Changed Companies for the Better …

In which areas of your organization has HR tech transformed your company for the BETTER? Check all that apply.

Answer Options Response Percent Response Count

Payroll 75.3% 332

Benefits management 54.6% 241

Recruiting 42.4% 187

Training 35.1% 155

Onboarding 33.3% 147

Legal compliance 27.4% 121

Metrics and reporting functions 22.2% 98

Compensation planning/management 16.8% 74

Engagement 10.2% 45

HR technology has not transformed our company for the better in any area.

5.2% 23

Other (please specify) 3.4% 15

answered question 441skipped question 113

… And How Has It Changed Companies for the Worse?

In which areas of your organization has HR tech transformed your company for the WORSE? Check all that apply.

Answer Options Response Percent Response Count

HR technology has not transformed our company for the worse in any area.

62.3% 180

Other (please specify) 11.1% 32

Recruiting 7.3% 21

Payroll 6.6% 19

Engagement 6.6% 19

Metrics and reporting functions 4.5% 13

Compensation Planning/Management 4.2% 12

Legal Compliance 4.2% 12

Onboarding 3.8% 11

Training 3.8% 11

Benefits Management 3.1% 9

answered question 289skipped question 265

HR Pros’ Final Thoughts on Technology• “Getting those employees who are resistant to change to embrace the new technologies.”

• “Purchasing the technology.”

• “Cost and employee buy‐in.”

• “We are a paper‐driven organization which requires significant changes to our system in order to incorporate any technology.”

• “Justifying cost of HR technology for our small organization.”

• “Upgrade bugs.”

• “Working with 3rd party vendors.”

• “Implementation and user training.”

• “A large percentage of our employees are not computer literate, have limited experience with technology, and have no computer access at work or at home.”

• “Getting the employees engaged to utilize such technology. They'd rather fill out forms.”

• “So many disparate systems.”

• “Keeping up with regulation changes and updates.”

• “Finding affordable solutions for a small business under one provider, rather than having multiple providers that are low cost.”

• “We are a public entity so funding it [is] always an issue.”

• “Tailoring HR technology to specifics of our organization.”

• “We don't use technology, really.”

“Getting those employees who are resistant to change to embrace the new technologies.”• “I think it would be good to track training and having the ability to track benefits.”• “You mentioned workforce planning briefly as an ‘other’ [response]. I think there is a lot of opportunity for improved workforce planning that relies not only on employee demographics but also on the schedule and business metrics—your volume of work.”

• “We use both chat tools and a ticketing system to handle some department requests.”

• “Reporting [and] analytics … we're looking at ‘big data’ solutions for HR.”• “I find HRIS systems to be very helpful and a time saver. My current company does not have that.”

• “I wish my company would implement and utilize more HR technology.”Thanks again to all who participated in our HR Technology Trends 2016 Survey!

• Top 5 steps to think about an ROI for Talent Activation:

• Employee Activation – Talent Pools & Culture Creation

• Valued Resource Allocation – Administration vs. Engagement

• Communicating Marketing Message – Advertisement vs. Grass Roots Social Media

• Measureable & Actionable Decision – Predictive & Prescriptive Action

• Transparent and Connected Metrics – Drive Business Outcomes and Achieve Success

Questions?

Thank you.

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