In 2017, we saw human resource (HR) technologies making strides. A lot of soul searching was done by technology & HR leaders to improve workplace productivity, accommodate policy changes, and drive communication. Many of these changes came from the technology side. There was increased focus on cloud based HR, artificial intelligence, augmented reality, analytics, etc. Similar new changes are being expected in 2018 as well. New trends and technologies are poised to make more changes and create more churn in the HR industry. As an active participant in the industry, I will summarize the 4 most important HR technology trends for 2018 which HR leaders should prioritize:
Smarter Technologies at Workplace: Intelligent technologies will be at workplace. A new breed of HR tools sharing similarities with social networking platforms will be used for communicating with employees. Furthermore, advancements in artificial intelligence, automation, and predictive software will significantly drive down the operational budgets of HR departments. Simple solutions for organizational network analysis (ONA) tools, micro learning solutions will be used to hire people and move between projects. Companies will make use of chatbots for simplifying recruitment and other related operations.
HRMS and HCM and ERP on the Cloud: Only 40% of companies today use cloud based HR systems. But cloud adoption is slowly gaining the momentum. To accelerate performance, organizations will move Human Resources Management Software (HRMS), Enterprise Resource Planning (ERP) and Human Capital Management (HCM) systems into the cloud. With applications in cloud, application managers will be better positioned to manage the employee lifecycle, globally and locally. That’s why, cloud migration will be the agenda of most of the HR leaders in 2018.
Gamification: Another trend that will gain rage this year will be gamification. Competitive gaming formats will be used to engage employees across the organization. In this way, HR will screen candidates on the basis of their cognitive abilities and streamline the recruitment process. With gamification, hiring managers can get access to data for predicting a candidates’ skills, strengths, and weaknesses.
End-to-end IT Integration: To make these aforementioned trends work together, organizations will need a hybrid integration framework to merge them into a closed-loop system. Without proper interwiring, the HR technologies like employee performance management, workforce scheduling, learning management, etc. cannot work in tandem with each other. End-to-end integration can inject strategic reusability, and efficiency across Human Resource Management life cycle. More importantly, teams can tackle strategic IT issues and harness more throughput from the human capital management systems. The practice of using a bunch of single connectors to connect complex assemblage of computational networks will be replaced by an enterprise class integration solution. A right integration platform can integrate applications, set up a single source of truth and allow HR systems to orchestrate themselves.
HR leaders should factor these trends into their workplace to get the work done faster and smoother. Planning ahead for this transition will maximize the human potential and drive business forward.