FEBRUARY 2021HR TECH OUTLOOK9experience and wellbeing agenda. People Managers can now manage their teams with similar systems to what they use at home meaning learning to use these systems no longer requires expensive courses and help lines.By far, the biggest single shift in HR Tech over the last 10 years has been moving away from company networks onto mobile networks, whether this is for learning, engagement, performance, self-service admin, or pay- and benefits-related activity for employees, people managers, and HR professionals.There is also an app for everything, and with most employees managing their lives on smart phones, it's no big leap for this expectation to also shift to work related activities too. The progression of mobile/app-based self-service is a focus for many of the big HCM players, and the use of AI in the form of bots is becoming a more common feature.We have noticed a significant uptick on our mobile app usage with every functional release that supports ease­of-access to employee, HR-related transactions such as performance, expenses, pay slips, holidays, etc.Learning is an area for me where their big players risk losing out to more specialist suppliers, who focus more on the user experience and interface. Key processes and simplicity should be a given now, and needs to be the core to any learning system, the winning systems will be those that support people and enable them to learn the same way they would consume media at home.Learning systems also need to use technology that can offer people learning recommendations before they even know they need it, similar to how Amazon does this in retail and Netflix for films, and in a way that is presented in an easy to use interface across all platforms.The Importance of DataAnother area that has increased in focus in the last year and which will be even more important in 2020 is data and AI. We have so much data from recruitment to exit that it can now help us predict anything from how likely someone will be successful in a role, to who are the most likely people to leave.The future of HR technology is leaning strongly towards enterprise activity; with suppliers either developing their own analytics and integrated platforms or partnering with data analytics tools to present key and complex metrics easily to HR professionals and stakeholders. This change, and the integration of data central with other business functions is driving us towards greater data driven decision making, putting HR in the driver's seat when it comes to partnering strategically with business leaders. The trend is now firmly moving away from analysis towards predictive analytics, building on what we have, to forecast and understand the potential future.As with all good strategic alignments, it's important to use information and analysis to monitor and measure progress which will help improve timings on interventions and enable course corrections. The progression of mobile/app-based self-service is a focus for many of the big HCM players, and the use of AI in the form of bots is becoming a more common feature
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