10 industry-changing tech disruptions for HR in 2016

by Miklos Bolza21 Oct 2015
With 2015 drawing to a close and a brand new year bringing about exciting new technological advancements, it is important for HR to remain at the forefront of the latest tools and platforms.
 
A recent report, HR Technology for 2016: 10 Big Disruptions on the Horizon, written by Bersin by Deloitte looks at the top ten advancements that HR should be aware of in the coming year.
  1. HR applications will continue their shift from being simple tools for the HR team to becoming more integrated systems designed for employees and other users. These will be designed to offer a more consumer-like experience to staff.
  2. Mobile apps have moved to become the world’s primary technology platform and 2016 will be no different. Just about anything that falls under HR can be redesigned as an app. Breakthrough areas expected to occur include platforms for engagement and feedback.
  3. Enterprise resource planning (ERP) vendors will become credible, effective providers of HR technology. They will offer fully integrated solutions combining aspects such as recruitment, learning and performance management.
  4. More HR apps and software packages will be purpose built for the cloud. There are already a great deal of new providers emerging with systems designed for payroll, learning content, time tracking and more which can be stored and accessed from anywhere.
  5. Brand new software is being developed and implemented for HR in the fields of feedback, staff engagement and culture management. These are additional tools which the forward-thinking HR team should use within their workplaces.
  6. With traditional performance management measures being discarded, 2016 will see a major redesign in this area. New software will provide HR with a more agile, real-time approach with a number of companies already developing these feedback-oriented platforms.
  7. Learning & development programs now have access to online courses from a number of different platforms. Although these courses are presently unintegrated, next year should see new software which brings them together in the one system.
  8. The wider use of predictive analytics will change the HR landscape in 2016. Major HR software providers will create new ways for users to predict the future when it comes to productivity, recruitment and compensation within the workplace.
  9. Due to the greater use of cloud-based HR software, firms will need to employ a different type of technology service provider who can assist with any challenges arising during the transition from the server to the cloud.
  10. Throughout all these changes, HR will still need to focus on the key area of employee engagement. Making sure software is easy to use, requires little training and can be integrated with any existing setup will help HR meet their employees’ needs.
Working in this rapidly changing environment can have its rewards especially for the savvy HR professional.
 
“As an HR practitioner, it’s a good challenge. How do you help people? How do you support people with this sometimes very turbulent change from one generation of technology to another? That is, for me, one of the main attractions to this job,” Iris Tee, HR director for Ubisoft Singapore told HRD.
 
Related stories:
 
HR in the hot seat: Iris Tee, HR director of Ubisoft Singapore
 
Singapore HRDs: Are you using tech to its full potential?
 
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