NOVEMBER 2018HR TECH OUTLOOK8The Future of HR Tech: People, Relationships, and ExperiencesThere's a fundamental disconnect between the way today's HR systems are designed and the way that innovative companies operate. Many vendors offer highly specialized tools that are focused on one sub-part of the talent lifecycle. One vendor offers a performance management solution, another offers a learning management solution, and yet another offers an applicant tracking system. The list goes on and on.Yet at its core, HR is not about systems or processes. It's about people. What I would love is software that does more than support systems and processes. I'd love help creating tighter relationships and giving people a delightful, intuitive experience. In my dream IT world, tools would be integrated and seamlessly support the full lifecycle of the relationship, offering each of us what we need, when we need it.We Have this Experience in Many Areas of Our LivesWhether I log into Amazon or Facebook or do a search with Mozilla Firefox, what I see will fit my interests and the stage of life I'm in. My experience is different from yours, because it is based on my history and activity on those sites. These companies have figured out how to offer a personalized experience at scale, using predictive analytics to unlock the value of their data. Not only have they figured it out; they do it in a way that many of us enjoy.Our associates have come to expect no less from the systems they interact with at work. Unfortunately, HR software has been slow to deliver on these emerging consumer expectations.Think about it. When you log into your company's intranet, do you see information that's personalized to fit your location, team, and role? Are you shown that job opening on another team that perfectly fits your experience and skills--and the one that you know five great candidates for? Are you prompted to take key talent actions that you need to complete this month or quarter? And do those prompts disappear when you've completed those tasks? If you're a manager, do you see leading and lagging indicators on your team's performance and engagement? Do you get suggestions for actions you can take to make a difference at the right time, with the right people?My answer is no. If yours is yes, my hat's off to you. To Put it Bluntly, Most HR Systems are Clunky and Hard to UseThey don't support the experiences we all want and need to have at work. At their worst, they undermine our engagement.Consider performance management systems. Progressive companies are moving away from overall ratings and forced rankings, because those don't inspire improvements in performance.Delisa AlexanderDelisa Alexander, EVP & CPO, Red Hat [NYSE:RHT]ByIn MyOpinion
< Page 7 | Page 9 >