As HR software continues to evolve, we’re seeing new technology options, design features, and performance capabilities that support the changing landscape of HR. Cloud technology, digital disruption, and changes in talent management are in the process of reshaping the way businesses handle HR processes, so it’s essential that you choose a software vendor that can serve your current processes while also carrying you into the future.
Individual software trends may or may not be a good fit for your current business processes, but it’s important to consider not only where you are now, but also where the industry is headed. Before you buy, consider these 5 key functionalities that are changing the face of HR.
Performance Management
As organizational structure moves toward team-based collaboration, companies need management and feedback processes that support a culture of communication and integration. Performance management tools like feedback apps, social platforms, activity streams, and gamification elements all help managers improve communication and engagement among employees. The most effective tools are those that mimic the kinds of activity people already engage in outside of work.
Digital Solutions
Digital technology is transforming the HR industry. Mobile apps, embedded analytics, and videos all have the power to shape culture and streamline HR processes, setting the stage for a more productive, more engaged workforce. Software vendors that view digital HR as a holistic platform rather than just individual elements will be several steps ahead of the game as companies respond to digital disruption.
Adoptability
In order for any new program to be effective, users must adopt it quickly and intuitively. Tools for talent management, team integration and collaboration, video learning, information sharing, goal management, productivity management, feedback, and onboarding should maximize the employee experience while also delivering exceptional functionality for core HR tasks.
Analytics and Reporting
Data shapes our understanding of our current workforce, potential new hires, and recruiting strategies. It also provides the framework for ACA compliance and other reporting requirements. Josh Bersin, a leading HR analyst, believes that harnessing and interpreting data about employees will be a key responsibility of HR in 2016. That means companies will need software that can mine data to deliver necessary reports and analytics to meet compliance requirements, create more effective team strategies, develop a stronger culture, and increase productivity.
Configurability
One-size-fits-all doesn’t work for HR software because companies have different goals and needs. Cloud technology has made it easier than ever for companies to configure their software to serve current processes, while also improving those processes for greater efficiency.
As you work through the needs of your business, our HRIS comparison tool will help you create your short list of vendors by giving you an unbiased, side-by-side look at the capabilities of each system.