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What will 2014 bring for HR technology?

By / December 13, 2013 / , / 0 Comments

I wanted to take a brief look at the HR Technology trends influencing the industry in 2014.

There are many different technologies and trends currently influencing our business environment at the moment. These include:

  • Internet of things
  • Wearable computing
  • Data analytics
  • Social collaboration
  • Mobility
  • 3D printing
  • Machine learning
  • Cloud deployment
  • Consumerisation of IT
  • User experience
  • Business process management

But which one, from the perspective of vendor offerings, will be big for HR Technology in 2014?

HR Technology Trends
Future
Data.

I am not talking about big data or data analytics in the traditional sense. There is a broader trend – the integration of relevant data into applications that can be leveraged at the right time to transform a business process.

This integration of data with business applications will allow managers to make real time data-driven decisions that directly impact business outcomes.

We are even starting to see vendors bring these features to market with the recent launch of Jibe and PageUp People‘s recruitment analytics offerings and Saba’s use of machine learning.

Below are some examples of this integration of relevant data into applications.

Recruiters can see the average time to fill a position using the currently selected advertising channel and then adjust the channels used to reduce the time to hire. Or provide managers alternative channels based on historical hiring outcomes or select the channel that has provided the highest performing employees.

Alternatively if a manager is waiting on an offer to be accepted the tool can highlight the average wait of previously accepted offers so they can understand if the wait is normal. Taking this a step further it could prompt the manager as to when the wait time is entering a period where previous candidates have rejected offers and they can follow up candidates.

Staff development plans –  your system highlights to managers and employees the average performance of staff who have attended certain courses. The system also  recommends courses or mentors that can help employees develop in their careers.

These examples bring existing metrics into applications and present them in a way that helps the end user execute the business process in a more effective and/or efficient manner.

Over the next twelve months I expect to see many more vendors integrating real time data analytics into their applications.

What do you think? What are your predictions for HR Technology trends?


This post is part of SilkRoad’s first annual #HRTechTrends Blog Carnival. A recap of all participants will be posted on SilkRoad Ink on December 20, 2013. – See their blog.