The industry’s HR trends for 2014, part 2: HR Technology in support of the business
As a global HR services provider, our goal is to help HR professionals in making HR work – better. Therefore, NGA decided to compile the industry’s most trending evolutions for 2014.
A total of 15 trends have as such been divided over 3 blog posts, which all focus on 1 specific HR area. While last week’s post provided you with 5 trends related to the strategic role of HR, this week’s blog focuses on 5 new trends related to HR Technology:
6. Simplified HR technology
The HR technology market will continue to expand in 2014, but with a higher focus on simplification and easy user adaption. According to Josh Bersin, employees are already overwhelmed by new technologies, and as such HR tools and content need to be easy to use and deliver added value. The strategy for 2014 is not just to implement new technology, but to make it simple, easy to use, and widely adopted.
7. Ongoing evolution towards the Cloud
Storing HR data in the cloud will continue to be a trend in 2014, as companies focus on saving money and having their data available anytime, anywhere, says Aliah D. Wright, online editor/manager for SHRM. Software-as-a-service (SAAS) will continue to provide optimal solutions for workforce system needs. This trend is being confirmed by Cameron Edmond and Michael Custers. And data security shouldn’t be an issue: SAP states that HR data are just as secure in the cloud as on on-premise software solutions.
8. The use of HR analytics – and Talent analytics – will increase
Although this trend is already there for a while, the use of HR analytics to improve decision-making will grow in 2014. According to Melissa Bailey, many organizations are even hiring data analysts into their HR departments. Pat Greer confirms the importance of this trend: “This shift toward data-driven decision-making is what can separate a good HR department from a great HR department.”
Moreover, talent analytics also become crucial to a company’s success. Josh Bersin states that companies that excel in talent analytics have improved their recruiting by 2X, leadership pipeline by 3X, and financial performance as well.
9. The mobile revolution – is HR onboard?
Nicholas Roi, managing director of SilkRoad, predicts that in 2014 the ‘bring your own device’ (BYOD) trend will further increase in popularity, the direct result being that more companies will begin developing and formalizing BYOD strategies. Associate Site and News Editor of SearchFinancialApplications.com Emma Snider also sees HR becoming more involved in the creation of BYOD policies, to regulate employee access to enterprise data & systems and to minimize security risks.
In addition, Cameron Edmond predicts that mobile (HR) applications are expected to play a more crucial role in 2014. In a recent article, Aliah D. Wright mentions that PeopleMatter predicts more companies will develop apps that help schedule and record time and attendance; aid employee engagement; create digital to-do lists and productivity trackers; and complete a range of other tasks. These apps will have the ability to access data stored in the cloud and be accessible from multiple devices.
10. Time to create ‘social’ HR solutions
The added value of social media channels and tools for HR processes such as Recruitment and Learning & Development has already been proved, and their importance will only increase in the future. Moreover, the integration of the multiple social tools in use will become a necessity; SAP states that integrated social media will result in better communication and collaboration.
According to Josh Bersin, for many years we have been dealing with social software tools in HR as “add-ons” and new ways of doing old things. But now social systems are able to do “new things” — open employee communications, candidate relationship management, creating talent networks, delivering social learning, and more. In 2014 HR has to take “social” as the “standard” in every HR solution it delivers.
In next week's blog post, we will share 5 HR trends focusing on the changing global workforce.