What to Expect from HR Technology in 2018

Gemma Reeves is a seasoned writer who enjoys creating helpful articles and interesting stories. She has worked with several clients across different industries such as advertising, online marketing, technology, healthcare, family matters, and more. She is also an aspiring entrepreneur who is engaged in assisting other aspiring entrepreneurs in finding the best office space for their business.Check out her company here: FindMyWorkspace

Predicting trends can only go two ways, either you hit or you miss.

In HR, changes and development can be seen even from a decade before, and predictions on what would be trending for a specified time can be made from what is current.

Take the 2018 HR trends prediction made by Workforce from 2008. When anticipated correctly, trends can help in shaping the development in the HR industry.

HR technology software uses data analytics and metrics.

Managers can now use these data in their decision-making regarding HR management.

Today’s HR tech automate and use digital systems that help businesses do most HR processes, thus changing how companies relate to their employees, making it more relevant in today’s data-fed world.

 

Feedbacks and reviews

How reviews are done have changed from how it was a decade ago.

Today’s feedbacks are more constructive and more frequent. It is no longer a scary part of management and it is helping employees gain direction and growth.

Though most employees may be uninterested in performance reviews, many still receive an average of two feedbacks a week.

This is helpful to all as it generated better performance since good work is consistently noticed, and corrections are given earlier to errors.

Saba Cloud is a good cross with traditional review software and it has graphical tracking and in-app goal setting templates.

However, there are plenty of gamified performance appraisal tools that are free.

You can use Mambo.IO, an on-premise, open-source gamification platform that improves customer loyalty, employee engagement, and training/e-learning.

There is also Captain Up, that uses gamification, social, and communication tools to help maximise engagement and lifetime value.

 

People analytics

In hiring and keeping people, you need to know what they want in the workplace.

Predictive people analytics is a way to predict employee behaviours, thoughts, and wants.

If done right, this technology can help predict how changes in the workplace will go over with the employees.

Survey software like SurveyMonkey, QuestionPro, and Qualtrics can be used to make simple surveys needed for assessment.

There are also graphical survey software like SmartSurvey and GetFeedback for a more visual and graphical approach.

 

Continuous learning

Learning Management Software or LMS provide digital training that also provides data for HR teams.

With companies looking to improve learning and development opportunities for employees, LMS can provide learning that allows collaboration between departments for learning contents.

Going digital for your training can be quite a big step, but it is more accessible and provides easy employee tracking.

Popular on the market are Moodle, Edmodo, SkyPrep, and SkillPort.

 

HR Bots

Chatbots are in.

Chatbots are powered with artificial intelligence and can be accessed through a chat interface.

Though bots have been around for awhile, chatbots are not more intelligent, with the advancement in artificial intelligence and the Internet of Things.

While bots can be modified to a variety of uses, like weather and news forecasting, the HR industry can and have started to use bots to help improve and maximise the efficiency of HR processes and to have better forms of communication to increase employee engagement.

Chatbots are also great for millennial employees as this generation is the heaviest user of mobile messaging platforms and other new technologies as a means of connecting to each other.

Chatbots are also useful for remote workers who cannot personally access their HR.

Also, with the overwhelming load of any HR department, employees often feel like their HR teams are not available and are often not there for them.

Chatbots can help employee queries as they can be programmed to answer questions in real time, and are effective in answering common but crucial questions being asked around a workplace.

These bots can also be programmed to send out push notifications for data gathering, and can also collect real-time data analytics that can help decision-making easier and faster and can streamline processes.

 

Hiring

Data science and collection techniques are now being used to transform the hiring process with the aim of cutting the time spent on fitting the right employees to job positions, and making sure that job candidates are more relaxed, at ease, and engaged during the whole hiring process.

Companies can now use gamification and video interviews that go beyond the traditions of hiring, and use data and artificial intelligence to gauge a candidate’s fit for a role.

HireVue uses AI technology to collect and analyse responses from the interviews and has Industrial-Organizational psychologists that give custom assessments to video interviews with the use of specific questions designed to predict job success from the response.

 

Conclusion

There are more to come for HR Technology for the coming year.

Trends can come and go, and they only happen when people want to and make them happen.

So, embrace the ever-changing scope of technology in this industry.

We are the ones who make trends happen.

Question: What’s your take on these? What are your predictions for 2018? You can leave a comment by clicking here.

Please note: I reserve the right to delete comments that are offensive or off-topic.