2015’s Top 10 Disruptive Innovations in HR Technology Part 2

Yesterday we provided an overview of the first five disruptive innovations in HR technology for 2015 as indicated by Bersin by Deloitte. The report, HR Technology for 2015: Ten Big Disruptions Ahead provides insight into the largest HR technology trends for 2015 and how organizations can keep up. Yesterday we outlined the first five disruptive innovations which are as follows:

1. HR Systems are now valued on user engagement properties as opposed to user record functions.
2. Mobile access and usability is paramount.
3. Reporting and analytics will be better utilized for HR intelligence.
4. Big data and science leadership data will merge to form better work environments.
5. Real-time data from HR systems will provide immediate feedback to HR managers.

Here are the final 5 disruptive HR technologies for 2015...

6. Online Network Recruiting

The way we are recruited has changed. Gone are the days of hunting people via word of mouth, media and cold calls. With professional social media tools like LinkedIn, Indeed and Glassdoor—recruiters are able to scout candidates online through their social profiles. Additionally tools are now being created to refer candidates based upon networks of successful employees (or whomever we choose).

7. Agile and Transparent Performance Management

With agile, flexible and transparent performance management systems, the annual performance appraisal is becoming viewed as a waste of time and money. Today’s performance management tools allow us to provide coaching, development and goal-setting on a real-time basis so teaching can happen as and when we need it. This also happens transparently so entire teams and departments can be updated on goal changes simultaneously.

8. Learning Management System Changes

The learning management system (LMS) is emerging as a key tool for organizations as the technology morphs to serve corporate learning, content and collaboration needs. Bersin and associates point out that the LMS is now moving past its content storing/accessing capabilities and moving to: engage staff through reskilling and continued education programs, onboarding, leadership development and performance success.

9. Convergence of the HRMS and Talent Management System

As ERP vendors continue to buy up smaller companies and develop specialized solutions to meet all HRMS and talent management system needs, many organizations are being sold the idea of a ‘one-stop shop solution’. For many reasons this is not the wisest choice. Bersin notes that with today’s cloud-based technologies it is easy to integrate multiple solutions into one system allowing organizations to utilize the best talent management products from specialized firms.

10. Start-up Style Tech-Savvy Vendors will Dominate

Start-ups have proven to quickly build better value for customers by utilizing new technologies including: cloud-computing, flat user interfaces, mobile games, video and advanced analytics. Due to the agile nature of start-ups, vendors can release iterative versions of the technology every few months incorporating customer feedback almost immediately. Due to the fact that HR demands change quickly, the ability to change technology as HR demands change is huge—large legacy vendors are going to need to find a way to keep apace!