An organization’s most critical assets are its employees. No other bothers to argue against that point any more.
An organization’s workforce is also, however, its most expensive asset, and workforce management (the development of employees, retention of skilled talent, etc.) is consistently cited as one of the top issues facing organizations today.
In a recent Aberdeen report (Bottom Line Reasons For a Total Workforce Management Strategy), 60 percent of all organizations reported a need to improve workforce planning capabilities as a driver of their total workforce management efforts. Read more…
A recent study of more than 200 companies by our friends at the Starr Conspiracy Intelligence Unit revealed that in the next 12 months, 57 percent of organizations plan to invest in an HR technology solution.
Companies with less than 1000 employees stated a higher need to invest in HR technology than larger counterparts (59 percent vs. 53 percent, respectively). This is not surprising because cloud technology makes it easier for smaller companies to access capabilities that a decade or two ago were only afforded to deep pocketed enterprises.
The benefits of cloud technology are overwhelming. Lower upfront costs and no future upgrade costs, shorter implementations leading to faster time to value, and less need for internal IT resources. Read more…
Most HR tech companies are born local, and if successful, gradually become global.
Going global with HR technology can be surprisingly challenging. I remember working with software in South East Asia many years ago and running into issues such as Thai names too long for the name field, and Indonesian benefits plans that had far more elements than the software designers had ever envisaged.
I was pleased to see some companies that were designed to be global from the ground up. The UK-based Fairsail has built its strategy on being a HRIS for mid-sized global companies — a neat niche and undoubtedly a big one as you no longer need to be a large company to be a global one. Read more…
It’s a great tragedy that so many young people graduate from post-secondary education with no on-ramp to a career.
Many young people study law, teaching or medicine not because it is their calling but because those are the only programs with a clear line of sight to a job.
I’m wondering if HR Tech companies can help. Read more…
HR people are always sharing technology horror stories such as, “we had 12 different applicant tracking systems” and “we couldn’t share data between our performance management and compensation systems.”
These stories always lean towards a longing for standardizing around one vendor and buying full suites. So are we on our way to the nirvana of having one hulking ERP that does everything?
Based on what I see out there, probably not. However much HR may want to have as few systems as possible, there seem to be little devils that are multiplying systems as fast as we consolidate them. Read more…
The most important theme I detected in HR technology this past year is a shift from HR focused applications to business focused applications.
Traditionally, HR Tech was about helping HR do its work — for example an applicant tracking system to help recruiters or a learning management system to help the training department—and in fact, that hasn’t changed. The vast bulk of HR technology is about helping HR professionals do their job.
However, there is something new: HR applications focused primarily on the business. Read more…
Editor’s Note: It’s a TLNT annual tradition to count down the most popular posts of the year. This is No. 44. Our regular content will return on Jan. 5, 2015. Merry Christmas!
Second of two parts
No discussion of “the new HR” can get very far without running into the business buzzword of the last year: Big Data.
The ability of technology to bring together huge volumes of information from a variety of sources means we can now tackle problems and provide forecasts that would have been too labor intensive to produce just a few years ago. When it comes to Human Resources, that means better workforce planning, better talent management and quicker ability to adapt to changing markets.
So, is your HR team ready? Read more…
Editor’s note: It’s a TLNT annual tradition to count down the most popular posts of the year. This is No. 50. Our regular content will return on Jan. 5, 2015. Happy Holidays!
HR professionals everywhere have been eager in recent years to find innovative new ways that technology can improve what they do in human capital management.
Whether it’s managing the daily grind of payroll and benefits or devising more comprehensive workforce plans, there are no doubt plenty of ways that more mobile and cloud-based platforms can make a difference.
Of course, it shouldn’t just be HR offices benefiting from the rise of modern technology. Read more…
I wanted to share an overview of a few of the trends I noticed in HR technology this year. What caught my eye are applications that are simple, small, employee-oriented, or business-oriented.
I did an earlier column (Reducing Technology to a Yes or No Proposition) which mentioned Celpax: a wonderfully simple means for measuring employee mood. However, Celpax was not alone; many vendors stressed their software was simple rather than stressing it was powerful.
In a sense, this is just a continuation of the old emphasis on “user friendliness” or the newer term “user experience.” The difference is that vendors are intentionally minimizing the number of features to get the right user experience. They aim to close the gap between what the software can do and what users actually do with it. Read more…