Over the last decade, the face of human resources (HR) has changed dramatically. What was once a seemingly low-priority department has now become an integral part the organization—and its bottom line. Today, HR is all about the understanding that maintaining a positive and productive work environment is good for business.
Accomplishing this more-than-ideal scenario can seem difficult because many organizations don't understand what is required. So, how can today's businesses manage this change? Simple: by adopting HR best practices and leveraging HR technology.
Recession or not, innovation in HR technology continues to grow and to alter the way in which people work. This technology impacts all of us—in both our personal lives and in the workplace. It's important that we continue to embrace technology in order to have the tools that will help create better communication and collaboration within our grasp. Technology (e.g., social networking, mobile phones, etc.) helps people connect within their work environments and fuels the potential for increased productivity and creativity.
But no matter what the current trends are, the most important point remains: organizations need to keep both their current and future workforce requirements in mind before turning to a new solution.
As we approach a new decade, here are five of the top trends that I believe are making the biggest impact in the HR arena.
* talent management
* social networking
* outsourcing
* software as a service (SaaS)
* mergers and acquisitions (M&As)
1. Talent Management
Talent management adds to the core HR mix, providing a combination of recruitment, performance and compensation management, succession planning, and more. As such, the enterprise software industry has seen a drastic increase in vendor offerings—as well as the types of vendors who are selling them.
This year's 12th Annual HR Technology Conference & Exposition in Chicago, Illinois (US) was proof that talent management is alive and well, and making an impact on the way organizations do business. Today, both talent management and employee development are critical in determining an organization's performance potential. But it's the ability to manage performance that often sets organizations apart—and the primary differentiator between an organization that produces so-so results and one that exceeds their expectations.
Talent management is a strategy that combines core HR functions such as, personnel administration, payroll, and benefits with acquisition, development, and performance. These solutions provide a comprehensive suite of tools that helps organizations take a more strategic approach to the way they select, manage, and retain their employees.
The vendors that offer talent management solutions today are an extremely diverse bunch. This can make it difficult for HR decision makers to determine which solutions can truly satisfy all their needs. The decision makers need to decide which solution is better for their organization by determining whether or not to purchase an out-of-the-box HR solution, an learning management system (LMS) solution that fits nicely with their current core HR system, or an enterprise resource planning (ERP) system that can replace many of its separate solutions. The combination of systems available is endless.
The five main types of talent management offerings include
* traditional HR vendors that have added talent management functionality to their core HR applications;
* ERP vendors that have developed talent management add-ons to their core product(s);
* LMS vendors that blend learning with talent management;
* niche players that focus on one particular area of the talent management spectrum (e.g., applicant tracking, recruitment, workforce management, performance management, etc.); and
* talent management software vendors that focus solely on the four pillars of talent management (recruiting, performance management, learning management, and compensation management).
Accomplishing this more-than-ideal scenario can seem difficult because many organizations don't understand what is required. So, how can today's businesses manage this change? Simple: by adopting HR best practices and leveraging HR technology.
Recession or not, innovation in HR technology continues to grow and to alter the way in which people work. This technology impacts all of us—in both our personal lives and in the workplace. It's important that we continue to embrace technology in order to have the tools that will help create better communication and collaboration within our grasp. Technology (e.g., social networking, mobile phones, etc.) helps people connect within their work environments and fuels the potential for increased productivity and creativity.
But no matter what the current trends are, the most important point remains: organizations need to keep both their current and future workforce requirements in mind before turning to a new solution.
As we approach a new decade, here are five of the top trends that I believe are making the biggest impact in the HR arena.
* talent management
* social networking
* outsourcing
* software as a service (SaaS)
* mergers and acquisitions (M&As)
1. Talent Management
Talent management adds to the core HR mix, providing a combination of recruitment, performance and compensation management, succession planning, and more. As such, the enterprise software industry has seen a drastic increase in vendor offerings—as well as the types of vendors who are selling them.
This year's 12th Annual HR Technology Conference & Exposition in Chicago, Illinois (US) was proof that talent management is alive and well, and making an impact on the way organizations do business. Today, both talent management and employee development are critical in determining an organization's performance potential. But it's the ability to manage performance that often sets organizations apart—and the primary differentiator between an organization that produces so-so results and one that exceeds their expectations.
Talent management is a strategy that combines core HR functions such as, personnel administration, payroll, and benefits with acquisition, development, and performance. These solutions provide a comprehensive suite of tools that helps organizations take a more strategic approach to the way they select, manage, and retain their employees.
The vendors that offer talent management solutions today are an extremely diverse bunch. This can make it difficult for HR decision makers to determine which solutions can truly satisfy all their needs. The decision makers need to decide which solution is better for their organization by determining whether or not to purchase an out-of-the-box HR solution, an learning management system (LMS) solution that fits nicely with their current core HR system, or an enterprise resource planning (ERP) system that can replace many of its separate solutions. The combination of systems available is endless.
The five main types of talent management offerings include
* traditional HR vendors that have added talent management functionality to their core HR applications;
* ERP vendors that have developed talent management add-ons to their core product(s);
* LMS vendors that blend learning with talent management;
* niche players that focus on one particular area of the talent management spectrum (e.g., applicant tracking, recruitment, workforce management, performance management, etc.); and
* talent management software vendors that focus solely on the four pillars of talent management (recruiting, performance management, learning management, and compensation management).
No comments:
Post a Comment