There are five technology trends happening now that have significantly impacted the ways people work, and a person’s expectations in the workplace. These trends are impacted by a few key factors, mostly a change in the expectations of workers due to increased access to information, affordable technology, and a shift in the job market where the best talent really has virtually unlimited choices for employment.
Trend #1 – Redefining Engagement
There is much research that shows the linkages between employee engagement and company performance. Engagement is not an event, it is an ongoing experience that one has in the workplace. As such, a manager/supervisor of others is accountable for their team’s engagement and has a great “tool box” to help them.
The Impact:
While the tool box may include recognition systems and feedback mechanisms, it also necessitates an open and easy access to information anytime and anywhere from any device of one’s choosing.
Trend #2 – Recruitment = Marketing
Today’s candidate is a consumer, and when looking for future employers, they need multiple options to interact with those future employers. They need to be able to quickly identity themselves to the future employer, find information, proactively be notified of jobs they may be interested in, and update their profile information without necessarily going through an application process. In addition, their expectations have changed. Today’s job seeker expects to use their mobile device and social media to research the company and apply for a job.
The Impact:
Having an Applicant Tracking System (ATS) is not enough. Companies today also need a Candidate Relationship Management (CRM) application. Given today’s candidate, having a best in class CRM is more important than a best in class ATS.
Trend #3 – Performance Management = Coaching
Employees expect timely feedback and development. Millennials, the fastest growing segment of the working population, expect feedback at least weekly, or they can become disengaged. They also want to develop skills that will help them attain their next job. This goes beyond setting a few goals and getting some badges for performing well. This is coaching. Managers need to be coaches and they need a tool box equipped with the right set of tools. Employees need a tool box too, as active participants in the process, they need to take ownership of their plans, track their progress and have accessible tools for learning.
The Impact:
Traditional talent management systems may need to be supplemented with other applications. Mobile enabled solutions for coaching, skills assessment, and development plan creation can be used alongside the traditional talent management platforms.
Trend #4 – Amazon Echo
This seemingly innocuous device has further changed expectations of people when looking for information. Now, you do not need to be on your phone, or at a computer – just ask Alexa. Because she is connected to the internet, her answers are believed to be correct, whether they are or not.
The Impact:
Tremendous! Not only do employees want to have access to the information they need when they need it, they also don’t question the legitimacy, as they have been conditioned to accept the answers they are given. For HR to be able to support this type of expectation requires ALL information to be online and accurate. This also requires the search capabilities of business systems supporting the information to be as sophisticated as Alexa, or better yet, tied to Alexa!
Trend #5 – Mobile First
HRchitect conducted a survey of employed people on their mobile use and preferences. 96% of people surveyed want to use a mobile device to conduct HR process related transactions. However, only 40% of people have a mobile enabled device provided to them by their employer, and are using their personal device while at work to message, text and access internet sites blocked by their employer.
The Impact:
Business must deliver employee facing processes via mobile devices in order to get adoption. No longer is the traditional employee portal/self-service model sufficient. If a process is to be rolled out to employees and there is no mobile solution, it will not be widely adopted. Also, if business does not allow personal devices into the workplace, and permit the accessing of business systems, adoption of processes that are mobile enabled will not happen.
For more information and discussion on these 5 trends, as well as 2 bonus trends, join us for a webinar on August 1st. Click here for more information or to register to attend.
About Jacqueline Kuhn
Jacqueline is an HR professional with over 20 years’ experience in Strategic Planning, Systems Management, Project Management, Services Delivery and General Human Resources. Throughout Jacqueline’s career, she has worked with organizations such as, Sears, Beam, OshKosh and Johns Hopkins to create strategic plans around their Human Capital Management systems, as well as leading selection and implementation projects for Talent Management, Talent Acquisition and HRIS systems.
In her role at HRchitect, she oversees our HCM strategic consulting group which encompasses HRchitect’s HCM systems strategic planning and evaluation and selection practices. Jacqueline spends much of her time with HCM vendors being briefed on their technology offerings, ensuring that we provide the most current information to our clients who are looking for a new solution. Jacqueline enjoys working with organizations to impact their HCM strategies through the utilization of technology.
Jacqueline is a Certified Professional of Human Resource Information (HRIP). She also works extensively with IHRIM and is a Summit Award Winner, is currently on the Board of Directors for the HRIM Foundation, after serving as the foundation’s President where she developed educational courses on HR technology use and best practices.
When she isn’t working with HRchitect clients or IHRIM and the HRIM Foundation, Jacqueline enjoys dog training and is also a classically trained Pianist.