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HR Trends   | 6 Min Read

7 HR Tech Trends That Would Rule 2018 and Beyond

Written By Divyeshwari Singh

 

48% of human resource recruiters and managers believe that technology helps them make better decisions.

HR innovation was never the most sought after piece of an organization's data innovation portfolio. For most HR teams, the typical day used to revolve around requisitions, scanning resumes, tracking essential attendance data and that’s that.

But there has been a gradual shift in what used to be the norm, thanks to automation, digitalization, and globalization that persuaded organizations to restructure the entire employee ballgame. The HR world is now embracing technology to the best of its capabilities.

The Shift from Regulatory to Strategic

HR technology often known as HR Tech has set foot into the world recently and with this, the companies have widely started adopting core HR systems and slowly migrating from on-premise to cloud platforms.

The use of technology in HR has a number of benefits. One, HR innovation has streamlined the entire recruitment process in terms of speed, precision, and cost. With HR Tech taking over manual operations, HR can play a more strategic role in improving the quality of hires and attracting better talent rather than spending hours scanning truckloads of resumes. But, this is only the tip of the iceberg. HR tech has paved the way for a better landscape and would continue to do so. Here’re a few HR tech trends that are slowly gaining traction and would dominate in the near future:

 

Continuous Performance Management Will Supercede One-Day Appraisals

It is not about doing away with the old system of ratings but about adding new flavours to the old one. It focuses on building a system for setting goals, coaching, reviewing with various Corporate Performance Management tools (CPM).

New growth in pay offerings and various benchmarking tools, has played a vital role in finding people’s worth. The new concept of assessments has integrated the entire process making it easier to set expectations and measuring the gaps in performance if any.

Since long time companies considered the yearly appraisal ritual to be the perfect way to manage employees, they probably believe that once a year review is a good enough practice to manage the workforce. But with continuous performance management coming to the fore, there is a gradual shift in the mundane appraisal process.

Josh Bersin says “There has been an explosion in the feedback, pulse survey, and analytical tools.”

The market is reinventing itself; almost all the major companies are taking to these tools, one reason for this could be the focus of these tools which is team-centric, they are easy to use, mobile-friendly with a very social and conversational interface. The continuous influx of feedback tools such as 360 degree feedback, Culture Amp is a testimony to the increase in the importance the companies are attaching to employee experience.

Let me quote an example here, Cargill the US food producer and distributor disbanded from the old appraisal system when it took to a continuous performance management system. They moved to a system of an integrated system of conversations and feedbacks. The impact of the new trend can be measured by the voices of 70% of employees who now feel more valued.

 

Blind Hiring Will Continue Gaining Traction

Humans have a tendency to judge; they may sometimes be partial unknowingly.

Research has found bias during evaluating resumes, White-sounding names on resumes are 75% more likely to get an interview request than identical resumes with Asian names, white names are 50% more preferred than the black sounding ones.

This is what separates them from the machines and software. So, when you want an unbiased approach to hiring; you need to turn to technology.

Bias-free recruitment software is the solution to ethnic inequality. Blind hiring blocks the demographic information of the candidates from the recruiters. It allows people to be fair-minded while assessing the candidate.

At every stage starting from screening to pre-hiring tests to assessing, the software anonymizes the candidate by removing the personal information from the profiles and by assigning anonymous ids during evaluations.

Measure the success of your blind hiring program by assessing the stats of screening, testing and hiring before and after the implementation.

 

The Well-being market is mushrooming

“Well-being is a methodology for workforce readiness.”

Research shows that while the average vacation time went from 20 (2000) to 16 (2016) days, productivity has improved at a minimum of 1 %, pressuring employees to seek a better work-life balance.

If individuals don’t turn up for work feeling hale and hearty and look distracted, unaware, then it is hard for organizations to perform effectively.

This simple thought is the reason for the accelerated well-being market.

Right at this moment, the market is huge, complex and still to be made clear. Amid the most recent decade, as work-related stress and exhaust is spreading, another age of care, strength, and wellness programs has risen. Google, Facebook, BCG, and other ground-breaking associations, associations, for example, Aetna, Deloitte, and GE have now grasped these projects.

 

Over time the focal point of these projects has moved from reducing insurance costs to really helping workers perform better and add to a positive organizational culture.

As a way to promote performance and reduce the stress, one company Johnson & Johnson Human Performance Institute offers human performance courses to various companies as an aspect of its Corporate Athlete Resilience Program.

The HR Tech market flaunts of tools, platforms and analytical systems intended to monitor and improve the wellbeing of the employees. One of the reasons for the success of wellness programs lies in data. Wearables, software and data sources convey give insights into the wellness programs, the data captured is then converted into gamified fitness challenges to infuse engagement and rewards.

Wellness has shifted from being a luxury good of high professionals in the wealthy set-up to an imperative for the economic growth of all countries.

Intelligent Self-Service Tools have made an entrance

Companies are shifting from employee engagement to holistic employee experience. With a new approach to well-being and performance management, the HR processes are becoming smoother and more intelligent and automated. The market is booming with new self-service tools.

The self-service tools have disrupted the market with better, easier to use applications with improved user experience and better designs for apps.

 

The buyers are now giving more weightage to the ease with which the software can be operated than the functional depth. With this, the idea of a better design which gives a quality employee experience has disrupted all the HR world.

The idea started with a simple concept of self-service tools where instead of turning to the busy HRs for every little thing such as the attendance, holiday or sick leaves, employees started doing it on the system.

From this year, the self-service trend is taking things to a different tangent. The dynamic-systems now bring management, interaction, case management into one integrated platform. These systems have become so advanced that the converse with the employees using the AI tools and schedule PTO and other processes accordingly.

For instance, Mettl uses a platform known as Zingh HR for the above-mentioned use cases. It is also a vendor of the new era of HR disruption, which brings with itself various pre-hire assessments for recruitment purpose and assessments that can evaluate the employee on the next step in their career.

Vendors are offering smart chatbox, fun games for employee engagement and retention. This market is booming and has a lot of untapped energy.

 

Mobile Recruitment will emerge as a new avenue

89% of the people who are job-hunting consider mobile devices as a crucial part of the job seeking process.”

As the word defines it is recruitment via mobile. Where the people search and apply for jobs via mobile, this calls for a good mobile experience, which is easy to use and easy to upload.

The millennials are making a huge part of the labor force, entering as interns or junior level employees as we talk. Needless to say, they all are online. If companies wish to hire them and explore the talent pool of the young generation, then a smooth mobile recruitment process is mandatory.

When it is about mobile recruitment the strategy is incomplete without a social media presence (Facebook, LinkedIn). The idea of Video Interviewing is now becoming an integral part of the process too.

Video interviewing has reduced the logistics cost by doing away with the idea of traveling to far-off places for the interview, thus saving time and money. Skype and Google are 2 such examples.

These above features boost the candidate’s experience; it is not only about convenience but also that it leaves a positive impression of the company.

Mobile recruitment is the master stroke if you plan to ace the world of digital recruitment. It is the way forward, move with it.

 

People Analytics will over-power Instincts

The rise in the use of HR analytics is one of the top trends in human resources, , Global Human Capital Trends 2016.

The evidence-based medicine explores employee data patterns and conveys the important outcomes to facilitate decisions related to people in the organization.

HR Analytics isn’t new, but the wonders it can perform now are. The right tools can reveal volumes about people.

Data validates any decision, and the credibility is then unquestionable. Managerial judgments supported by data are the best form of decisions. You need an answer as to -Where do you find the high potentials? Or who would stay in the company? How to engage your employees in the best way?

People analytics is the answer. With this tool, it becomes easier to plan a person’s career in advance and create better opportunities for the company and the individual.

The technology won’t hamper anything; it instead supports decisions.

We at Mettl can help you achieve this with our Predictive Analytics Tool. It is the data backed innovation for hiring. Adopt the tool and supercharge your decisions.

 

Corporate Learning Will Continue Reshaping

Businesses around the globe spend about $140 billion on L&D every year ($500 to $3,000 per worker relying upon the industry). 35 Of that, generally $4 to $5 billion is spent on center learning stages, while the rest is spent on content, teachers, classrooms and mostly infrastructure.

  • Bersin research in L&D

Since then the market of corporate learning has transformed -learning experience platforms, virtual courses, MOOCs and assessment tools have started to take over.

The need to re-skill in the world of dynamic activities and the idea of developing employees to adapt to the changes is one reason for the emergence of such platforms.

2018 is slowly seeing the creation of L&D programs that cater to the needs of the remote workforce, who like the idea of flexibility and working remotely. Hence in order to reach and train the blended workforce, conventional corporate training is gradually adapting to the new reality of life.

The learning market that once begun as a platform for content reading has slowly entered the space of training need identification, skill assessments, career management, and engagement.

The mention of virtual and augmented reality in reshaping corporate training is essential. These are the technologies which send the person into a simulated environment which teaches him/her to react the way they should in real times.

UPS’s VR Program to train the drivers is an example to read while deciding to make the shift.

The idea of integrating games to craft an effective and engaging learning experience defines Gamification. The elements of gamification facilitate effective informal learning atmosphere and drive innovation in the employees. It has dual benefits- one for the employees and the other for companies. The learners give their best since there are rewards bring a sense a variety. A well-structured gamification strategy considering the learner's interests will unquestionably bring higher employee engagement and commitment. This thus prompts improved execution, better use of learning, and satisfaction of the desires that an organization has with its workforce and the learning activity.

 

Digital learning is not only about the courses being available online and on mobiles for a better, faster and effective experience, but also disseminating them to where the people are. The results are magnificent and so is going to be its spread in 2018 and years to come.

 

The Trends are about to Rule

It's certain that tech shapes your work environment. However, organizations are controlled by groups of genuine individuals with genuine objectives and difficulties. Culture is an imperative piece of disturbance, and HR innately assumes a significant part in creating and cultivating that culture inside your association. Empowering them with the correct innovation to meet genuine human needs is the reason for all the tech patterns I specified above, and every one of the ones we'll find later on.

Do any of the patterns I tended to here sound like something you'd need to investigate further? Let me know in the remarks. And one piece of advice, if you want to survive the world, then, be in vogue, be with assessments.

 

 

 

 

 

Topics: HR Trends

Originally published May 06 2019,updated June 29 2019

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