HR TechTrends 2016
09.03.2016

Miriam Reichmuth

HR TECH TRENDS 2016

According to Josh Bersin, Principal at Bersin by Deloitte, HR Tech is moving the focus away from HR users to employees and managers. Solutions need to be designed to give information directly to managers and employees to make them more productive, to make their life better and to improve their engagement and problem solving capacity. With this scenario of consumer-focused HR technology in mind, we predict four trends that will drive 2016:

START IDENTIFYING THE WORKFORCE OF THE FUTURE.

The McKinsey Global Institute estimates that between 40 to 75 million jobs may be replaced by robots by 2025. Employees will need a new set of skills, based on intangible aspects like talent and expertise to take best advantage of the new situation. Competition for the best talent will be fierce. Companies need to equip themselves with the right solutions to understand and take advantage of the abilities and experiences already residing within their staff.

EMPOWER EMPLOYEES TO CREATE A STRONG COMPANY CULTURE OF COLLABORATION.

Enterprises must move away from burdensome knowledge management, imposed document updates and unrealistic expectations. Instead, companies need to rely on the actual abilities of each employee, no matter where they are located. Solutions ensuring that every employee feels part of the team result in a more invested staff and drive social collaboration of the entire workforce.

BIG DATA… AND NOW?

An increased availability of data doesn’t necessarily equate to an ability to track talent effectively. To really utilise it, HR teams need to arm themselves with the right analysis tools that will provide them with the capacity to analyse skills, talent and tacit expertise rather than documented knowledge and artificially created profiles.

REWARD ON ACTUAL CONTRIBUTION.

Traditional, year-end performance management practices will be replaced with more real-time, and feedback-driven approaches. However, as existing performance management software doesn’t support these new processes, only the addition of the right solutions to understand actual contribution based on immediate peer to peer reviews and ratings will support performance management of the future.

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