FEBRUARY 2021HR TECH OUTLOOK8THE NEW WAVE OF CHANGE IN THE HR SPACEJason Gowlett, Director of HR Operations, Direct Line Group [LSE: DLG]ByTechnology has advanced considerably in the last few years and HR related technology is no exception with new players joining the market regularly across several different HR related disciplines. Innovation and the user experience are now the key drivers of change. The way we engage with HR Tech is no longer just the domain of HR as now every employee and each people manager want access to information and data at the touch of a button. Technology in the CloudCloud technology that a decade ago was new and risky is now the norm, and we are seeing on-premise functionality dying out. Providers have moved their core business to cloud-based offerings and whilst continuing to support existing on-premise customers, there is a key drive to move away from this kind of computing.The benefits of cloud technology are widely known. It is relatively simple to implement and update compared to on-premise bespoke solutions with customers always on the latest version of software and with new functionality regularly being dropped into planned upgrades. There is also an added bonus to this for the customers of suppliers who support a user network--a problem shared is a problem halved. The downside of cloud technology is that business can't have totally bespoke offerings and often need to reinvent processes.Better User ExperienceAdvancement has also resulted in an increase in competitiveness in the HR technology space recently with people-related apps and engagement tools now being used more widely-- discounts, recognition, learning and training, and engagement, to name a few. This means we are spoilt for choice when it comes to supplier offerings. It now becomes important for us in HR to understand the strategic direction of the suppliers and to fully understand the roadmap for product development.New technology has made it much easier to integrate different apps and software, meaning, the big players can no longer assume you will use them as a one stop shop. Core HR systems do everything you want them to do now and it's relatively easy to do things such as linking tasks together and building workflows. Changing providers has also become easier, with integration tools which are relatively quick and easy to set up meaning suppliers need to be much more customer focused, offer a good user experience and build long term relationships.The ease of use and build has meant efficiencies within HR shared services as people's time is moved away from non-value-added tasks to tasks that enhance the employee In MyOpinion
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