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如今越來(lái)越多的企業(yè)正在通過(guò)投資技術(shù)來(lái)解決他們?nèi)肆Y源的重要問(wèn)題，例如試圖創(chuàng)造一個(gè)強(qiáng)有力的公司品牌、吸引優(yōu)秀人才或發(fā)放更多的工資給他們的員工。現(xiàn)已進(jìn)入2015年的最后幾個(gè)月，德勤旗下的Bersin公司公布了一則新報(bào)告，報(bào)告指出了我們需要認(rèn)識(shí)到的足夠顛覆以往人力資源技術(shù)的10個(gè)要素：
消費(fèi)者至上的人力資源技術(shù)
為了讓專業(yè)HR的工作更加輕松，很多應(yīng)用現(xiàn)在更多的設(shè)計(jì)方向向消費(fèi)者們的需求靠攏， 使員工能夠互相學(xué)習(xí)與合作、分享反饋、設(shè)定目標(biāo)、指導(dǎo)他們的事業(yè)并能更高效的管理他人。
報(bào)告指出：原有的人力資源技術(shù)市場(chǎng)正在逐漸瓦解，新的應(yīng)用程序?qū)⒅攸c(diǎn)轉(zhuǎn)變?yōu)樵O(shè)計(jì)出更親民的應(yīng)用，這使得人們從以往人力資源管理工具的開(kāi)發(fā)，更多的轉(zhuǎn)為關(guān)注消費(fèi)者的體驗(yàn)。
手機(jī)將會(huì)是新的平臺(tái)
全球智能手機(jī)用戶已達(dá)到21億，而HR把手機(jī)當(dāng)做他們的新平臺(tái)也已不足為奇。
在未來(lái)一年中，一些突破性領(lǐng)域很可能會(huì)增加雇傭和反饋系統(tǒng)。
供應(yīng)商的出現(xiàn)
這些廠商正在迅速的追趕上來(lái)，他們利用可靠有效的綜合性人才管理技術(shù)來(lái)支持這個(gè)追趕的過(guò)程，例如：招聘、學(xué)習(xí)和一系列的人才管理工具。
利用云服務(wù)提供商重新定義人力資源功能
以手機(jī)和云服務(wù)為平臺(tái)的“第三波”人才解決方案提供商帶來(lái)了他們更加貼近用戶喜好的產(chǎn)品。他們已經(jīng)在工資、學(xué)習(xí)技術(shù)、員工雇傭等幾個(gè)領(lǐng)域有了重大影響力。
反饋和文化管理已經(jīng)加入了新的軟件類別
供應(yīng)商將發(fā)布反饋應(yīng)用軟件，將績(jī)效管理與反饋、員工檢查和發(fā)展規(guī)劃結(jié)合起來(lái)，它將使普通會(huì)議或電話會(huì)議都更有成效。
有關(guān)績(jī)效和目標(biāo)管理的新方法
隨著組織評(píng)級(jí)的減少和績(jī)效管理流程的簡(jiǎn)化，傳統(tǒng)績(jī)效管理軟件用戶需求方面的缺失，被反饋和檢查插件的運(yùn)用所補(bǔ)足了。
信息源無(wú)處不在
隨著技能發(fā)展和拓展訓(xùn)練市場(chǎng)需求的不斷增長(zhǎng)，他們?cè)噲D將各類信息源整合成為一個(gè)學(xué)習(xí)以及經(jīng)驗(yàn)的集合。
預(yù)測(cè)分析的增長(zhǎng)：更多廠商預(yù)示著更多的解決方案
一系列新興廠商開(kāi)始提供一整套的預(yù)測(cè)分析功能，從確定員工飛行風(fēng)險(xiǎn)到確定一個(gè)新的辦公室布局是否完善，應(yīng)有盡有。 云計(jì)算不會(huì)讓科技服務(wù)過(guò)時(shí)
購(gòu)買新的云端人力資源系統(tǒng)仍然是件難題，特別是在轉(zhuǎn)型期。為了應(yīng)對(duì)這些難題，選擇供應(yīng)商是至關(guān)重要的。這些供應(yīng)商要能夠提供高端服務(wù)并且有開(kāi)放式編程接口，擁有買方行業(yè)的經(jīng)驗(yàn)而且契合你們的企業(yè)文化。
員工雇傭是至關(guān)重要的
即使在“第三波”的人力資源技術(shù)中（從授權(quán)軟件到云端系統(tǒng)再到移動(dòng)科技），員工雇傭也是至關(guān)重要的，這一波勢(shì)力能夠通過(guò)一個(gè)簡(jiǎn)單且互相信任的方式來(lái)雇傭員工，同時(shí)人力資源技術(shù)的成功也應(yīng)該由員工雇傭的狀況來(lái)評(píng)估。
10 disruptive HR tech trends to look out for in 2016
Increasingly, firms are addressing their HR priorities – such as creating a strong company brand, attracting the brightest talent and competitively paying staff – by investing in technology.
As we enter the final months of 2015, Bersin by Deloitte has unveiled a new report noting the 10 big disruptions on the horizon of HR tech we need to be aware of:
1. Consumerised HR Technology
Instead of designing HR software and applications solely to make the jobs of HR professionals easier, many applications are now designed with the end user in mind – employees, enabling them to learn and collaborate, share feedback, set goals, steer their own careers and even manage other people more effectively.
“The HR technology market is bursting with new applications that shift the focus toward more consumer-like experience and away from tools created to streamline the work of HR administration,” the report stated.
2. Mobile is the new platform
With more than 2.1 billion smartphone users on the planet, it is unsurprising that HR is starting to leverage on mobile as its new platform.
Some breakthrough areas of in the coming year is likely to include engagement and feedback systems.
3. The emergence of ERP vendors
These vendors are quickly catching up as credible, effective providers of comprehensive talent management technologies to support processes such as recruiting, learning, and a range of people management tools.
4. Redefining HR functions with built-for-the-cloud providers
This “third wave” of talent solution providers come with consumer-like products, built for mobile and the cloud. They are thought to have a huge effect on several areas including payroll, learning technology, and employee engagement.
5. Feedback and culture management as new software categories
Bringing together the world of performance management with feedback, employee check-ins and development planning. Providers are expected to release feedback apps that could enable meetings and conference calls more useful and productive.
6. The new way of managing performance and goals
As organisations do away with ratings and simplify their performance management processes, gaps in user needs left by traditional performance management software are filled by making use of feedback and check-ins.
7. Integrated content from everywhere
With the growing need for skills development and expanding training marketplace, learning experience middleware is expected to bring various content together into an integrated learning experience.
8. The growth of predictive analytics: more vendors, more solutions
A range emerging vendors are offering the whole predictive analytics package, from identifying employee flight risks to determining whether a new office layout is working or not.
9. Cloud computing does not make technology services obsolete
Organisations that buy new cloud-based HR systems still experience challenges especially during the transition. To cope with these challenges, the selection of vendors is crucial. These vendors should be able to deliver high levels of service, have open-programming interfaces, experience in the buyer’s particular industry, and fit the business culture.
10. Employee engagement is critical
Even in the “third wave” of HR tech (moving from licensed software to cloud-based systems to mobile technologies), employee engagement is crucial. This wave is all about engaging employees in a simple, compelling way and the success of HR technologies should be evaluated by employees’ engagement with the systems.
來(lái)源：網(wǎng)絡(luò)
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