Top HR Tech Trends in 2014

Top HR Tech Trends in 2014
By: Stephanie Cattarin, Executive Director

Recently, in Chicago, the Society for Human Resource Management held their annual conference educating Senior-Level HR professionals on the latest topics and trends in the industry. was able to get a word from one of the conference panelists, Paul Belliveau, managing director at AVANCÉ – Human Capital Management Advisors and member of SHRM’s, Technology and HR Management Expertise Panel, “The role of technology is that of an enabler, allowing HR to live out its strategies and support the business.”

  1. HR data is secure in the cloud. When it’s done right, cloud is just as secure as onsite, on-premise software solutions.
  2. Gamification is here to stay. Especially for millennials, gamification is the best  way for employers to communicate, engage, train, attract, and retain top talent.
  3. Integrated social media will result in better communication and collaboration.Software that embeds social media capabilities across daily processes, (as opposed to separate platforms), with internal and external colleagues is the optimal collaborative tool.
  4. Virtualization and globalization are transforming  the workplace. Remote working arrangements will continue to proliferate expanding outside country boundaries forcing       employers to be more innovative in how they use collaboration tools.
  5. Cross-functional innovation teams will become the norm to improve creativity, productivity, and quality. HR needs to collaborate with other departments to see what’s working, and apply those  best practices to help achieve HR goals.
  6. Cloud and business process outsourcing support business goals by reducing infrastructure costs while freeing up HR resources for strategic innovation.
  7. Mobile tools become even more prevalent from senior management through hourly workers. Anywhere, anytime access to information speeds up recruiting, boosts productivity,  and increases efficiencies that benefit not just employees but suppliers  and customers.
  8. HR needs to harness and analyze Big-Data for business performance results. With the right information, companies  can quantify the impact HR has on business performance, forecast       workforce demands near and long term, identify critical skills gaps,  explore different scenarios, and develop people strategies to meet the  needs of the company in a fast-changing global environment.
  9. Integration, consolidation, and “suite” solutions  will increase the interoperability of systems, databases, and tools. HR can make  more informed decisions about workforce management based on quality data sets from across the entire company.
  10. Global, standardized definitions for HR terminology, metrics, data models, and systems will emerge  as technology unites HR professionals worldwide.
  11. Read the full article on, “Top 10 HR Technology Trends For 2014″
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