I’m looking at a convergence of talent, portals and business intelligence. The next wave of technology is not around any specific functionalty. The next wave is going to be about integration with the rest of the business.
Talent, portal and BI technology all still have long runways in terms of development and sales. In now way have any of them reached maturity, but I’m predicting that to reach maturity, all three of them will need to combine strengths and provide a cohesive solution to the business.
Whether it was customer relationship management (CRM), supply chain (SCM) or any other system, the real results didn’t happen until the suite of related products became truly integrated with great insight into the data and metrics.
I think we all agree that the paradigm has shifted: HR MUST provide value to the business. In today’s world, we think this means talent management, and it does. (I argue earlier that it’s not really talent management, but talent development) The convergence of talent systems and portals is really already beginning, although I think I can safely say that there’s much room for growth. The value vendors bring to the table is just the tip of the iceberg. Once we integrate business intelligence and analytics into these portals, we’ll start seeing organizational adoptions rates spike as executive can finally quantify HR results.
7 responses to “The Future of HR Technology”
The Future of HR Technology June 8, 2006 on 2:00 am | by Systematic HR I’m looking at a convergence of talent, portals and business intelligence. The next wave of technology is not around any specific functionalty. The next wave is going to be about integration with the
but the interview was done a ways back. In any case, I think Dubs picks up one some important points about us (technology, analytics) in the context of the market, and I encourage you to read it. He’s also done some other great posts recently onthe future of HR technology and Does HR technology define HR strategy?
spot on,
I’ve been banging the analytics drum for a while now…
I think your future is already here though…
Your integration mindset could be the SAP HCM solution pitch.
It is worth having a look at David Ludlow’s sapphire speech
http://www.sap.com/community/pub/showdetail.epx?ItemID=6068
agreed. in fact, i’d say some sort of “online interviewing” tool (like hirevue does) would be ideal in the overall “system”
thoughts?
~jer
http://www.o0.typepad.com
To gain credibility at the Exec table we must provide performance measurement on the talent development initiative. Standard Chartered, O2 and RBS have done some great work on this which I discussed on my last podcast. They have shown the link between increasing employee engagement and increasing turnover. Now that says the policies are working…..to have a voice we may know from the heart what needs to be done, but no one can argue with the stats! The link between technology makes this so much easier….
Anna,
I’m confused … what did you mean by this ??
They have shown the link between increasing employee engagement and increasing turnover. Now that says the policies are working…..
Sorry for the confusion! What I am saying is that these companies have combined their HR databases and their BI cubes to look for linkages between improving employee engagement and improving revenue. This is very powerful as they have combined their databases and can now prove to the business that the more work you do on employee engagement the effects can be seen in turnover and profit. Off the top of my head – Standard Chartered have shown in their most engaged offices they get a 60% uplift in customer satisfaction and about 40% higher turnover/16% increased profit. This is very powerful at the board table for their initiatives. So backing up your thoughts on how HR can provide tangible evidence. Hope that clarifies!