HR Technology Trends

Major Trends in HR Technology Software

Employees are the most valuable part of any organization and HR’s responsibility to engage employees is crucial for organizational growth. The latest development in the ever-changing world of HR technology software consists of major disrupters within the recent years, from listening tools to in-depth analytics and much more.

According to an article published by the Society of Human Resource Management, it was claimed ‘Investors, seeking the next big step in breakthrough technology, plunged more than $2 billion into HR tech systems and platforms in 2016.’ This clearly states the massive breadth of advancements the HR world has gained accessed to. There has been a major change in the field of human resources – from simplified employee recognition to enhanced performance management platforms, HR is becoming high tech and data-driven. Manually keeping records on file is no longer efficient and this need to stay in a modern workplace calls for robust HR technology software to assist in taking care of HR goals targeted towards employee engagement and an effortless and unbeatable employee experience.

Below are major trends in the HR technology software world:

Growth of HR Software

Bersin by Deloitte provided an HR Software evolution report in 2016, which clearly showed the evolution and market growth of HR systems over the years.

Bersin by Deloitte provided an HR Software evolution report in 2016

The report shows the progress from the year 2000. Switching from mainframe computers to personal computers was a major shift in the technological world. This led to the growth and development in the field of software and led to the creation of HR software. Client-server software delivered core HR features such as record capturing, hiring, payroll, and learning management. In 2000, talent competition grew more leading to the market for talent management software. The more advancements made in technology, the more opportunity HR had to develop platforms and programs surrounding other initiatives outside of employee record keeping, such as the ability to leverage employee engagement and employee recognition and rewards platforms. And over the years, now the entire hr technology software trend has moved and continues to move undoubtedly to cloud computing.

Switching to a Cloud-Based System

Legacy HR software has always focused on task completion and storing information. But now, companies want to replace their traditional HR software with cloud-based HR solutions. The major advantages of moving to cloud based HR software consists of anywhere access, super user-friendliness, mobile app support, easy upgrades, lesser maintenance and, most importantly, little or no requirements for IT infrastructure like hardware and trained staff. All you need is a computer and an internet connection and you are set to go!

Integration with Social Media and Learning Management

When it comes to trends, social media is leading the charge. It not only allows for network building but now social media can be an effective way to communicate at the workplace. Using simple, fun ways to communicate via emojis and hashtags can contribute to improving the employee experience. Even the ability to send social recognitions across an employee recognition platform can help boost employee engagement.

Also, Learning Management Systems (LMS) are now turning into an old tool. HR is adopting the latest web-based technology for taking interviews. Video-based learning is now a fundamental learning platform and already adopted by multiple companies. Visual element supporting features in HR software are now a must-have given the rise of VR and AI.

Predictive Analysis of Employees

A more integrated approach is being adopted when it comes to communication tools. People prefer to have an end-to-end technology-enabled platform for interpersonal communication. Tools that allow data to be collected and shared across departments and organizations are preferred because it allows quick access to real-time insight.

Pulse surveys, employee recognition and rewards, culture assessments or any other approach that merges all employee needs in one group is required by an HR department – think of it as a one-stop shop for HR. They now believe that building a predictive analysis model and harnessing employee data is more important and today many companies are spending large sums of budget to get this done.

Mobile is “The Platform”

With all this advancement in technology, we can see a whole new world coming up. If you look around, there are more mobile devices than PCs and laptops. People talk on a phone, walk with a phone and now even wake up and sleep with a phone. We prefer to access all information on our mobile.

This means that HR technology software also has to adapt accordingly. For example, mobile applications can be a huge benefit to recruiters as many high potential candidates use their mobile devices to find a job and can apply easily while on the go. HR mobile applications should be mobile-friendly and easy-to-use to stay current with how employees prefer to communicate and engage.

Breakthrough in HR Technologies

As we are now moving ahead of the computer revolution, core technologies are not enough, instead their refinements are given more importance. Simple and smart technologies have taken over the hyped and complex core technologies. User-friendliness and delivering targeted results efficiently is the main focus. Companies now ask if the HR software they are considering buying is easy to use and accessible to their employees. Overall, what matters most is smart data, value for money, and user-friendliness.

The development of HR technology software has a symbiotic relationship with both businesses and employees. It will enable organizations to grow HR initiatives more effectively – whether it is improving performance management, employee recognition, or employee engagement. Technology helps create transparency and enable employees and HR departments to stay updated on progress, engagement levels, and more.

So business owners, let’s get the ball rolling and strive to create a transparent working environment with HR technology software.

To learn more about HR tech, in particular employee engagement and analytics, download the eBook Employee Engagement: Four Places to Start Measuring What Matters.

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About the Author
Sanjay Darji
Sanjay Darji works as a software analyst at SoftwareSuggest. His interests include HR software, performance management, employee engagement, photography, and food. In his spare time, he likes to spend time with his son and catch up on the latest technologies. You can follow him on Twitter at @sanjaydarji01.






The Value of HR Tech

How HR Tech is Making Employees More Engaged Than Ever

Employee engagement of past generations was historically limited to the HR department to address perfunctorily once per year. However, a recent Deloitte report on human capital trends indicates that that is no longer the case. Employee engagement is now a front-and-center business issue, with 87 percent of surveyed organizations citing employee engagement as a top priority challenge.

Why is employee engagement so important?

Gallup has conducted a number of large scale meta-analyses which show that employee engagement levels directly relate to outcomes such as customer satisfaction, profits, productivity, employee turnover, and product quality. And companies that increase their number of talented managers and double the rate of engaged employees achieve, on average, 147% higher earnings per share than their competition.

Having a high level of employee engagement can be a vital asset to businesses in today’s competitive market. It is clear that employee engagement is an area that must be monitored. Fortunately, this is easier than ever with advancements in HR tech. Here are five ways HR tech is making employees more engaged than ever.

  1. Social Chatter

Social media is how employees engage with friends and family in their personal lives, so it only makes sense that mimicking that function in the workplace can foster authentic relationships and improve employee engagement levels. Tools like Slack allow team members to collaborate easily across teams and functions, and keep multiple groups informed at the appropriate level. Aside from facilitating improved business functions, social media and chat tools allow employees to have fun — you can send GIFs, use emojis, share inside jokes, celebrate occasions like birthdays or work anniversaries, and more.

  1. Thanks 2.0

Never underestimate the power of thanks. In a survey of 1,000 U.S.-based, full-time employees 75% of employees who were recognized by their manager once a month reported being satisfied with their job. An appreciated employee is an engaged employee, but as teams grow and become more remote, staying on top of employee recognition can be a challenge. Plus, while many companies have a (even if half-hearted) process in place for manager to direct report recognition (i.e. performance reviews) they lack a way for peers to praise peers. Tools like Achievers are taking “thanks” to the tech-driven next level, ensuring that employee recognition is actually recognized as a critical part of day-to-day operations and overall employee satisfaction.

  1. Tailored Training

One important workplace trait often mentioned in employee engagement surveys is workplace training. A very human trait is the desire to grow and learn more. None of us likes to stagnate. However, training in the past meant long, dry conferences that took employees away from their critical daily work. Today, learning management systems (LMS) make it possible for employees to learn on their time and even better yet, in their way. While conferences of the past tried to put all employees into a one-size-fits all lecture box, LMS varies training techniques and includes gamification best practices to make the most of learning.

  1. Easy Check-ins

Sometimes the most important thing to do to increase employee engagement is to ask about it. Many businesses might think they have an effective employee engagement plan in place, but it can’t be done without frequent check-ins with employees. There are HR tech tools to assist with easy check-ins; such as allowing management to monitor moods of employees and receive feedback on a more frequent basis. This helps employees to feel heard more often. And managers can notice and nip problems before they get out of hand. When employees see that management listens to and addresses their concerns promptly, they will want to stay long-term.

  1. Simplified Communication

Record numbers of employees are now working remotely, whether it’s the occasional work-from-home day or an entirely remote team. This trend can be hugely beneficial for work-life balance, as it allows employees the flexibility to keep a job they love while adapting to changing personal needs (I.e. a move, a growing family, and so on). However, it can also present an employee engagement challenge. Without the right HR tech tools in place, remote employees can feel isolated, particularly when a larger group of employees work in an office together and only one or two are remote. In addition to the chat tools mentioned above, video calling and web conferencing solutions make it possible to have both one-on-one or entire team face time. Simply seeing a coworker’s smile across the miles can give any employee a big boost.

A final consideration to note is that technology needs are generational. As millennials move into management roles and Gen Z starts filing into the workforce, the types of HR tech that will be most natural for your teams to interact with will shift. Stay on top of HR tech trends because while the available technology is always changing, one thing isn’t — the importance of engaging your employees.

To learn more about how to engage your employees, check out this webinar recording Using Recognition to Drive Engagement.

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About the Author
Krystle DisneyKrystle Disney, M.A., PHR is a human resources consultant and writer for TechnologyAdvice. She obtained master’s degrees in community counseling and clinical psychology from Gonzaga University and Washington University in St. Louis, respectively. Krystle resides in St. Louis, Missouri with her husband, two children, and two very stubborn beagles. You can find her on LinkedIn.





Evolution of HR Technology

A Brief History and Future of HR Technology

If the Terminator film saga (and to a lesser extent, Stephen King’s Maximum Overdrive) taught me anything, is that it’s better to welcome the evolution of technology than be on the other side. Similar to the technical enhancements made to the cybernetic endo-skeletal T-100 in the first Terminator that begat the liquid alloy T-1000 of T2 fame, HR technology has seen a number of improvements in recent years that have made a world of difference. Moving from a set of disconnected processes and legacy systems reliant on manual inputs and characterized by balky technology, today’s HR technology is moving towards more streamlined, user-friendly platforms that can cover a range of HR functions in a more holistic, unified manner. While specialized applications focused on specific aspects of HR, such as employee well-being or recruitment, are also needed, the flexibility of cloud-based systems, mobile technology and design thinking has allowed HR tech to evolve seemingly eons beyond where it was just a decade ago. But let’s take a look back and see what these changes mean for the future of HR technology.

The Birth of the Modern Era of HR Tech

The 1990’s is when the modern era of HR Tech had its start. This time period saw the rise of the first online job boards, which made recruiting easier than ever before but also disrupted traditional employer-applicant relationships. HR recruiters could now easily source and screen hundreds of resumes of potential candidates and pare down applicant pools so that only the most qualified entered the interview process. However, this also had the effect of increasing the competition for top talent. It’s no surprise then that the 2000’s saw a greater emphasis on talent management applications that were no longer locally deployed. These new recruiting and talent management systems began to migrate to the Cloud, making implementation and maintenance a breeze. While these applications were functional they lacked the kind of employee-facing, user friendly interfaces that would be needed for them to become truly “sticky” and the kind of platform that employees actually wanted to use.

Today’s workplace is evolving to become more employee-centric and HR technology is evolving in tandem. In this current era, the focus is on identifying and hiring the top talent, and then keeping them engaged and productive. Recognition, Health & Wellness, Learning and Development – these are a few of the emerging areas of HR tech that have become crucial to engaging and retaining top talent.

Central to this growing suite of tools focused on the employee experience is their ability to positively impact engagement. With Gallup recently reporting that 87% of employees worldwide are disengaged, being able to take action to improve engagement by technological means can clearly holds great promise. Furthermore, with millennials now making up a larger portion of the workforce than ever before, finding measureable and repeatable ways to keep them engaged engagement has become of the utmost importance. With this reality as the backdrop, it’s easy to see why it is so important for companies to adapt and embrace the latest shifts in HR technology before they lose out in the war for talent. Here are a few more ideas as to where HR technology might be heading in the future:

Increase in Learning Management/Career Growth Platforms

According the Gallup study referenced earlier in this blog, 87% of millennials place a high value on growth and development opportunities in the workplace. So it stands to reason that the popularity of Learning Management Systems will continue to grow, with companies adding these to their suite of employee experience tools either as stand-alone offerings, or as an add-on to their existing employee engagement platform via integration with an open API. Access to an LMS benefits both the employer and employee alike; the employee acquires new, marketable skills (along with positive feeling of personal growth that the learning experience engenders), and the employer can expect increased productivity or an expanded skill-set from the employee. This category of employee engagement is going through a disruptive period of its own, with the increased adoption of career mobility platforms. These platforms are more than an LMS; they allow employees to gain an understanding of a new role all within the confines of their current company, sometimes going as far as offering role-specific tasks to complete.

An Increase in Actionable Data

With the proliferation of HR technology, data regarding almost every aspect of the employee experience is being tracked, measured and analyzed. Traditional metrics, such as attendance, do little to predict the future performance of employees, outside of their likelihood to show up every day. But new forms of data are beginning to shed light on drivers and predictors of employee engagement that were never available before. From recognitions given and/or received on an engagement platform, to the results of frequent pulse surveys, today’s employers now have access to reams of valuable employee data to analyze and subsequently act upon. This will only increase as big data continues to work its way into every layer of the business decision making process. By utilizing the wealth of metrics now offered on HR Tech platforms, employers can quickly identify poorly performing employees and possibly re-engage before they leave for another opportunity; or conversely, identify top performers and develop strategies for engaging and retaining them.

Greater Integration with External Systems via APIs

Virtually the entire business world has seen a major philosophical shift through the development and increased use of APIs. APIs afford employers a greater amount of choice in the external platforms they integrate into the workplace. This allows them to offer best in class applications for each aspect of HR, further ensuring the platforms they offer employees are functionally effective and entirely useable. Open API’s and the growth of Single Sign On (SSO) technology also serve to simplify the navigation of day to day HR systems as employees are no longer forced to remember a unique login name and password for every disparate system used in the workplace. Instead, different programs such as health and wellness tools, referrals programs, LMS’s, etc. can be offered in a unified environment.

The HR technology landscape has evolved so much so in the past decades that it can difficult to remember what life was like before the current era – and few of us would want to! With ongoing innovation occurring at an ever increasing pace, it can seem increasingly daunting to keep up with the times. But what remains consistent is the need to identify, hire, engage and retain talented employees. Thankfully, this has been made easier by the emergence of tools focused on the entirety of the employee experience, especially in areas like employee recognition which Aon Hewitt just identified as the top driver of employee engagement in its 2017 Trends in Global Engagement Report.

When thinking about the future of HR tech, don’t be scared of emerging technology and don’t get left behind, or like the countless victims of that famous cinematic cyber-warrior mentioned in the opening, you risk getting terminated.

Learn more about what to look for in an employee engagement and recognition solution. Download the Buyers Guide for Social Recognition Systems.

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About the Author

Iain FerreiraIain Ferreira is the Content Marketing Manager at Achievers. He lives in San Francisco. You can view his Linkedin profile here.