德勤旗下Bersin by Deloitte日前发布了最新报告《HR技术2016：十大颠覆性趋势已然到来》，报告指出，10大HR相关的技术趋势将掀起一波在员工参与度上猛下功夫的浪潮，具体10大HR技术如下：
Deloitte releases HR Technology for 2016: 10 Big Disruptions on the Horizon
Bersin by Deloitte recently released the “HR Technology for 2016: 10 Big Disruptions on the Horizon” , which reveals ten top disruptive HR technology-related trends highlight a wave of innovation focused on engaging employees. In addition to a focus on technology tools built primarily for engaging employees, disruptive trends include the following:
1.Consumerized HR Technology: Think Employee Tools, Not HR Tools.Human resources software applications are becoming tools designed for employees first, enabling them to learn and collaborate, share feedback, set goals, steer their own careers and even manage other people more effectively.
2.Mobile apps are a new HR platform. Breakthrough areas of mobile applications in the coming year will likely include engagement and feedback systems.
3.ERP providers emerge in the expanding talent management segment. ERP vendors are now catching up as credible, effective providers of comprehensive talent management technologies to support recruiting, learning, and a range of people management tools including those for work-life balance, engagement and culture assessment.
4.Built-for-the-cloud providers redefine HR functions. A new and disruptive“third wave” of talent solution providers is emerging with products that are consumer-like in ease of use, very inexpensive to buy, and built for mobile and the cloud. These providers are having a profound effect on several areas including payroll, learning technology, and employee engagement.
5.Feedback and culture management emerge as new software categories. Several providers are bringing together the world of performance management with feedback, employee check-ins and development planning. One vendor is expected to release a feedback app that could make meetings and conference calls more useful and productive.
6.Reinventing performance and goal management with feedback and check-ins. As many organizations do away with ratings and simplify their approaches to performance management, many startups are emerging to fill the gap left by performance management software that generally is behind user needs.
7.Learning experience middleware strives to integrate content from everywhere. Fed by the growing need for skills development, the training marketplace continues to grow, with the evolution of expert-led and new content providers and platforms. Look for new middleware companies to bring all this content together into an integrated learning experience.
8.Emergence of new predictive analytics vendors and solutions. A range of new vendors are emerging that offer everything from identifying employee flight risks to startups that can attach sensors on employees to help determine whether a new office layout is working or not.
9.Demand for technology services continues, despite the growth of cloud computing. Despite the common fallacy that cloud computing will make customization, consulting and management services obsolete, our experience shows that organizations that buy new cloud-based HR systems experience challenges during the transition. These organizations should select vendors that deliver high levels of service, have open-programming interfaces, experience in the buyer’s particular industry, and fit the business culture.
10.As pace of innovation accelerates, employee engagement is critical. As the market moves from licensed software to cloud-based systems to mobile technologies, this new wave is all about engaging employees in a simple, compelling way. Companies should evaluate the success of their HR technologies by their employees’ engagement with these systems.