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如今越來越多的企業(yè)正在通過投資技術來解決他們?nèi)肆Y源的重要問題，例如試圖創(chuàng)造一個強有力的公司品牌、吸引優(yōu)秀人才或發(fā)放更多的工資給他們的員工。現(xiàn)已進入2015年的最后幾個月，德勤旗下的Bersin公司公布了一則新報告，報告指出了我們需要認識到的足夠顛覆以往人力資源技術的10個要素：
消費者至上的人力資源技術
為了讓專業(yè)HR的工作更加輕松，很多應用現(xiàn)在更多的設計方向向消費者們的需求靠攏， 使員工能夠互相學習與合作、分享反饋、設定目標、指導他們的事業(yè)并能更高效的管理他人。
報告指出：原有的人力資源技術市場正在逐漸瓦解，新的應用程序?qū)⒅攸c轉(zhuǎn)變?yōu)樵O計出更親民的應用，這使得人們從以往人力資源管理工具的開發(fā)，更多的轉(zhuǎn)為關注消費者的體驗。
手機將會是新的平臺
全球智能手機用戶已達到21億，而HR把手機當做他們的新平臺也已不足為奇。
在未來一年中，一些突破性領域很可能會增加雇傭和反饋系統(tǒng)。
供應商的出現(xiàn)
這些廠商正在迅速的追趕上來，他們利用可靠有效的綜合性人才管理技術來支持這個追趕的過程，例如：招聘、學習和一系列的人才管理工具。
利用云服務提供商重新定義人力資源功能
以手機和云服務為平臺的“第三波”人才解決方案提供商帶來了他們更加貼近用戶喜好的產(chǎn)品。他們已經(jīng)在工資、學習技術、員工雇傭等幾個領域有了重大影響力。
反饋和文化管理已經(jīng)加入了新的軟件類別
供應商將發(fā)布反饋應用軟件，將績效管理與反饋、員工檢查和發(fā)展規(guī)劃結合起來，它將使普通會議或電話會議都更有成效。
有關績效和目標管理的新方法
隨著組織評級的減少和績效管理流程的簡化，傳統(tǒng)績效管理軟件用戶需求方面的缺失，被反饋和檢查插件的運用所補足了。
信息源無處不在
隨著技能發(fā)展和拓展訓練市場需求的不斷增長，他們試圖將各類信息源整合成為一個學習以及經(jīng)驗的集合。
預測分析的增長：更多廠商預示著更多的解決方案
一系列新興廠商開始提供一整套的預測分析功能，從確定員工飛行風險到確定一個新的辦公室布局是否完善，應有盡有。 云計算不會讓科技服務過時
購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。為了應對這些難題，選擇供應商是至關重要的。這些供應商要能夠提供高端服務并且有開放式編程接口，擁有買方行業(yè)的經(jīng)驗而且契合你們的企業(yè)文化。
員工雇傭是至關重要的
即使在“第三波”的人力資源技術中（從授權軟件到云端系統(tǒng)再到移動科技），員工雇傭也是至關重要的，這一波勢力能夠通過一個簡單且互相信任的方式來雇傭員工，同時人力資源技術的成功也應該由員工雇傭的狀況來評估。
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.
來源：網(wǎng)絡
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