Human resource technology is experiencing one of the most disruptive periods of ten years.
According to a venture capital data show that investors are looking for the next breakthrough technology, in 2016 invested more than $2 billion in human resources technology systems and platforms. Although investment declined slightly over the previous year, human resource technology trading activity has continued to grow in the past 5 years, and the current growth rate compared to 2015, is expected to exceed 15%. Most of the funds are invested in the construction of integrated human resource management system (HRMS) platform for medium-sized enterprises, which shows the volatility of the industry.
This instability is due to the rapid development of cloud to mobile devices; analysis and the rapid development of artificial intelligence; video, social media recruitment and wearable smart devices used in the work. Everything is changing rapidly, including the type of technology used by HR, the experience provided by these systems, the underlying design of the software, ten years ago, just bought the traditional HR system is now obsolete.
With the development of these technologies, it is best for business leaders to understand the following 9 technical trends, which in the next few years to reshape human resource management.
1 performance management revolution in the past five years, companies have abandoned the rating, the development of agile target system, as well as to make performance management more data-driven and team oriented. But until now there are few tools on the market that can be automated. Today, at least a dozen companies sell cloud based, team centric performance management applications that connect to the human resource management or enterprise resource planning system:
Manage performance by team, not by hierarchy
Allows dynamic team management, i.e., the ability to quickly create and change teams
Transparent, easy to change and track
Function check mechanism
Development plan based on similar functions of employee data, predictable, easy to build
Online assessment, assist in the evaluation of personality, provide guidance and communication resources for management
Game, so that employees are willing to participate in, easy to browse
Integrate with employee handbook and other human resource tools to become part of daily work
2 in recent decades, the customer and marketing teams have used innovative methods to measure customer input. Today, companies are also beginning to use long-term online, real-time feedback systems in terms of employee engagement. Some employers now conduct quarterly, monthly and weekly surveys of workers. Many modern systems support event based feedback that can be collected whenever significant organizational changes occur.
These tools not only serve as a key tool for companies to try to understand their employees’ needs, but also combine them with performance management systems, succession planning, change management strategies, and other human resource practices.
In fact, the feedback based tool system will be a major theme of the human resource platform in the coming years.
3 the rise of human analysis has made great progress in the field of human analysis. Over the years, the organization has been transferred from the background human resources database to advanced analysis, reporting and forecasting.
随着分析模型变得越来越普遍，公司正在慢慢抛弃自己构建解决方案，转而从供应商处购买系统。 Oracle，SAP SuccessFactors，Workday，ADP，Cornerstone，Visier和Ultimate Software都在其软件中嵌入了员工保留预测因子（以及许多其他建模功能）。Workday的系统可以识别何种工作变化可以引导员工获得高绩效（以及什么工作不能）。 Oracle和SuccessFactors的产品可以根据员工在工作中的角色和活动来推荐培训课程，Workday也将很快实现这一功能。Cornerstone的系统可以预测哪些工人可能在其强制性培训和认证中变得不合规或失效。随着这些嵌入式模型的持续成熟，人力资源部门将需要雇佣能够理解它们的团队，并能有效地应用它们。
As analytical models become more and more common, companies are slowly abandoning themselves to build solutions, instead of buying them from suppliers. Oracle, SAP, Workday, ADP, Cornerstone, Visier, and Ultimate Software are embedded in their software with employee retention predictors (as well as many other modeling features) SuccessFactors. The Workday system can identify which job changes can lead to high performance (and what not). Oracle and SuccessFactors products can be recommended in accordance with the role and activities of employees in the training courses, Workday will soon be able to achieve this feature. The Cornerstone system can predict which workers may become irregular or ineffective in their mandatory training and certification. As these embedded models continue to mature, the human resources department will need to hire a team that understands them and be able to use them effectively.
Nowadays, new methods of performance management using feedback and model have emerged. Trust, a provider of Starling, provides a way to analyze e-mail and other communications in order to build a trust network system; it can predict where there are security vulnerabilities and fraud. Another company, Humanyze, sells smart badges to monitor the location and tone of workers to measure the time and place they experience the greatest pressure. This data can be used to help companies restructure facilities, change meeting time and form, and increase participation.
另一家第三方供应商还提供了分析电子邮件的工具，用以评估员工沟通方式和时间管理上的差异。例如，该平台可以确定，优秀销售人员比业绩较差的同事更花功夫 – 该数据可以用于推动他人改变他们的行为。
Another third party provider also provides an analytical tool to evaluate the differences in employee communication and time management. For example, the platform can be determined that the outstanding sales staff than the poor performance of colleagues more effort – the data can be used to promote others to change their behavior.
Now is the time to invest more in the analysis. Big company my friend told me that a couple of years, usually a large budget, to clean up the data of human resources, integrate it into an integrated environment, and hired a team to start work analysis. Organizations that do not make this investment may be defeated by competitors.
4.学习市场的成熟尽管大多数大公司都已经有学习管理系统（例如Cornerstone，SumTotal，Saba，Oracle和SuccessFactors），但仍然有许多新的选择。供应商致力于开发更新版本。 Workday Learning，Fuse Universal，SAP Jam等工具专注于将视频学习扩展到企业。
4 although the majority of large companies already have learning management systems (such as Cornerstone, SumTotal, Saba, Oracle, and SuccessFactors), there are still many new options. Suppliers are committed to the development of the updated version. Workday Learning, Fuse Universal, SAP Jam and other tools focused on the video learning to expand to the enterprise.
There is another kind of learning experience platform called learning products,. They focus on providing a learning platform, not just a learning management platform. In other words, it is a place to visit and learn, not just a registered course.
These new platforms to provide employees with similar YouTube video experience, based on large data to provide curriculum recommendations.
This new class of software will be a huge demand, because each major company is aware of the need for these systems as its core learning system. Suppliers include Degreed, Pathgather, EdCast, Everwise, LinkedIn Learning, etc..
5.人才招聘的新现象今天的人才招聘市场是巨大的 – 根据德勤的Bersin的研究，估计仅在美国就有2400亿美元。 这个大型市场专注于开发工具以协助企业：
5 the recruitment of talent in the new phenomenon of today’s job market is huge – according to DDT’s Bersin research, it is estimated that there are only $240 billion in the United states. This large market focuses on developing tools to help businesses:
Find a good candidate
Release recruitment information
Web site management and interaction
Skill evaluation before employment
Background and psychological testing
Through the applicant tracking and recruitment management system, from the beginning to the end of the management of the complex recruitment process.
These tools are highly strategic for many companies. For example, the rapid growth of technology companies, the ability to quickly find the right engineers, marketing professionals and sales staff to influence or break their original business plan. Retailers and seasonal manufacturers need to hire hundreds of thousands of people at a critical time, so it is important for them to quickly and effectively recruit workers.
A new generation platform to build end-to-end recruitment management system, handle all things including purchasing, advertising management, online analysis, interview, interview candidates, candidates score management, relationship management, continuous staff recruitment. These tools are designed to connect directly to LinkedIn and other recruitment sites, they can store candidate information so that it can be read year after year. In addition to managing applicants, they even track candidates and alumni. In addition, they focus on building tools that facilitate the use of line managers and candidates, not limited to recruiters and HR.
6 an increase in the number of temporary staff management, according to the government, said that about 40% of Americans in a way to engage in temporary work, many of them looking for work in a dedicated network. Employers release job opportunities in the same channel, and find that there is no professional skills.
There are two types of products to support this new way of working. The first is the workforce management system, including vendor management software, and time tracking and scheduling system. The other is a temporary work network that enables employees to match the project.
As a new attempt, HR can start with this kind of association website, looking for the right to adapt to the contract of temporary talent.
7 team management tools using a variety of software in the design of real-time messaging, archive and search and other special tools, so that the team is more likely to track their progress, promote cooperation. Although such applications are not classified as human resource management technology, but most of them are beginning to go deep into the field of HR.
The biggest trend in this area is the solution from the original is limited to the use of HR, in turn to help employees and managers. For example, the new learning design system and personnel management system to manage Workday, so that employees can find them under a suitable position in the company, and then he can recommend qualified for the job training and video learning materials. Another change is to combine these features with Outlook or workflow management tools to make it easier for employees to use it every day.
8 another major breakthrough in the wealth of health applications that can be expected in 2017 is the rapid growth of health, work life balance, employee activities and other management tools.
In the coming year, health, participation, identification and performance management can be achieved through the collection of employee feedback, activities and objectives, and to improve the working environment.
在未来几年这些数据将会通过下面的方式实现汇总：核心平台提供商（如Oracle, SAP, SuccessFactors，Workday,Ultimate软件等）构建内置分析引擎，可以将各种来源的数据汇总到全球员工数据库。这些新技术令企业了解员工正在做什么，有多幸福以及他们是如何照顾自己。不久我们就能对员工健康有一个真正全面的认识，为员工提供建议和帮助，令他们工作更加高效出色，推进自己的职业生涯。
These data will be in the next few years through the following ways: summary of core platform providers (such as Oracle, SAP, SuccessFactors, Workday, Ultimate software, etc.) can be built – in the analysis engine, various sources of data into a global employee database. These new technologies enable companies to understand what employees are doing, how happy they are and how they take care of themselves. Soon we will be able to provide a comprehensive understanding of the health of our employees, provide advice and assistance to employees, make them work more efficiently and effectively, and advance their careers.
9.HR work automation to accelerate the development of human resources technology to artificial intelligence, Natural Language Processing and machine process automation. Products cover a wide range of topics, including voice conversations (such as Amazon Echo, Siri and Viv), emergency call centers, and many other systems connected to a new workflow.
New technologies include mobile software development tools will make most of human resources services redesign, HR transaction will be very smooth, but no longer is the lack of coordination:
Employees participate in the whole process, not just the hiring phase. Including pre employment assessment, interview, job, new staff training, the first six months of training, familiar with colleagues and learning. As a result of integration, a DDT customer is now giving all candidates a APP to help them apply for a job, accept a post and learn from their functions.
Employee occupation career and job transfer, including assessment, internal job, work recommendation, interview, recruitment, staff turnover, rank and welfare change, employee training and office.