The title of the presentation is Big Trends in HR Technology 2014 and Beyond. While these kinds of ‘trends’ talks tend to focus on ‘trends’ that are really just far-future kinds of speculation or are simply repeats of ideas that have been talked about for some time, Steve and I tried to keep the talk grounded in research and the actual experiences of many of the leading organizations that will be part of the upcoming HR Technology Conference in October.
You can check out the slides below or this direct link.
Top 5 Points from the Webinar
1. There are 3 dimensions for potential impact of HR tech – organizational, managerial, and individual – and the most successful HR tech projects resonate and add value at all 3 levels
2. The key organizational decision drivers for the replacement of HR technology vary depending on the type of HR tech. For Core HR systems, better integration is the primary driver. For talent management however, User Experience tops the list.
3. Selecting the ‘right’ HR technology solution involves an analysis and balance of 5 factors: Cost/ROI, Technological fit, Cultural fit, system capability/roadmap, and complexity/UX.
4. For both Core HR and for Talent Management tech, an increased demand for better integration across the HR systems footprint, as well as with other corporate systems is driving investment and the attention of corporate leaders.
5. We are not really talking as much about ‘mobile’ or ‘social’ as discrete concepts, but rather a more comprehensive idea of ‘User Experience’, at its many levels, will increasingly influence systems development, purchase decisions, and user adoption rates, (and therefore, ROI).