HR technology disruptors – putting employees more in control



Analyst Josh Bersin has published a report on the top HR disruptors for 2016. It is a must read for L&D because it shows a fundamental shift in the relationship between employees and the business. How? Through apps and services that are designed for employees.

Take a look at the list that first appeared on PR Newswire.

  • Mobile apps are a new HR platform. Breakthrough areas of mobile applications in the coming year will likely include engagement and feedback systems.
  • ERP providers emerge in the expanding talent management segment. ERP vendors are now catching up as credible, effective providers of comprehensive talent management technologies to support recruiting, learning, and a range of people management tools including those for work-life balance, engagement and culture assessment.
  • Built-for-the-cloud providers redefine HR functions. A new and disruptive “third wave” of talent solution providers is emerging with products that are consumer-like in ease of use, very inexpensive to buy, and built for mobile and the cloud. These providers are having a profound effect on several areas including payroll, learning technology, and employee engagement.
  • Feedback and culture management emerge as new software categories. Several providers are bringing together the world of performance management with feedback, employee check-ins and development planning. One vendor is expected to release a feedback app that could make meetings and conference calls more useful and productive.
  • Reinventing performance and goal management with feedback and check-ins. As many organizations do away with ratings and simplify their approaches to performance management, many startups are emerging to fill the gap left by performance management software that generally is behind user needs.
  • Learning experience middleware strives to integrate content from everywhere. Fed by the growing need for skills development, the training marketplace continues to grow, with the evolution of expert-led and new content providers and platforms. Look for new middleware companies to bring all this content together into an integrated learning experience.
  • Emergence of new predictive analytics vendors and solutions. A range of new vendors are emerging that offer everything from identifying employee flight risks to startups that can attach sensors on employees to help determine whether a new office layout is working or not.
  • Demand for technology services continues, despite the growth of cloud computing. Despite the common fallacy that cloud computing will make customization, consulting and management services obsolete, our experience shows that organizations that buy new cloud-based HR systems experience challenges during the transition. These organizations should select vendors that deliver high levels of service, have open-programming interfaces, experience in the buyer’s particular industry, and fit the business culture.
  • As pace of innovation accelerates, employee engagement is critical. As the market moves from licensed software to cloud-based systems to mobile technologies, this new wave is all about engaging employees in a simple, compelling way. Companies should evaluate the success of their HR technologies by their employees’ engagement with these systems.

[Picture credit: Pixabay]


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