HR Technology is going beyond managing attendance and performance. Imagine the next level to be in the form of a smart app that not only gives time management tips to the employees, but also tells them what to eat at work! With the technology becoming more “consumerish” in nature, here are 10 disruptive trends that the HRs need to prepare for:
- Mobile is the new cool: The world is getting on to the mobile, and so is HR technology. Most of the HRMS softwares now come with a mobile app function that can be accessed anywhere, anytime. When looking to upgrade existing HRMS software or buying a new one, companies must consider vendors that have mobile app as a core offering.
- HRMS says hello ERP: In the coming years, companies would need HRMS systems that integrate well with their existing ERPs. With functions like payroll, attendance etc., it is important that your HRMS is synced with other functions and data flow is smooth.
- Take to the cloud: Cloud technology has totally redefined HR systems, not just for the vendors, but for the users too. Making it a lot more cost effective, easy and scalable, cloud based systems have made HRMS accessible for startups and SMEs. With no upfront investments in infrastructure, companies can pick what they want to use on cloud based HRMS softwares. The best part? Most cloud based HRMS softwares come with a ready mobile app!
- Engagement a Key factor: Moving ahead of the run of the mill functions, companies are increasingly focusing on technology that helps them in keeping employees engaged. Features like real time employee feedback, internal chats, peer appreciation etc. are in hot demand and the HRMS softwares are rapidly becoming an important platform for keeping employees engaged and informed.
- Performance management is changing: Traditional performance review methods are now being replaced with short cycle reviews driven by real time monitoring and feedback. HRMS softwares are being used to define goals and track progress in real time. Employees can also give feedback and escalate challenges in a very transparent way. This is helping the HRs in reducing performance related grievances and is empowering the employees to have a clear, statistical view of their own progress.
- Learning Platforms: More and more companies are integrating training and skill upgrade programs with their HRMS systems. More companies are likely to run it like a 360-degree cycle that covers employee KRAs, identifies the trainings that employees need in sync with the KRAs, track training calendars and record as well. One challenge here is to bring in all the learning content into one place. HRMS vendors are now working to integrate performance and training in a more comprehensive way.
- Stronger Predictive Analysis: Forecasting and analytics of attrition, hiring, budget etc, will become a core KRA for the HRs in near future. HRs will need these tools to come with very strong analytics. Things like identifying good and bad employees, training recommendations, succession planning etc. will be in great demand and tools with good analytics and prediction capabilities will get preference.
HR technology is a great enabler for the HRs. It is helping them to move to become a transformational HR from a transactional HR with ease. The future belongs to the strategic HR and HR technology will drive it.