JUNE 2017CIOAPPLICATIONS.COM9make it easier to have those conversations. We need flexible, user-friendly interfaces that reflect how people actually use tools and help them get the most out of HR processes.I'm Challenging HR Vendors HereThere's so much opportunity for established vendors to step up and be thought leaders, because we're seeing plenty of startups coming out with truly innovative solutions. The reality for most companies, though, is that we need the support, experience, and partnership that larger vendors can offer.It's true; there are complex, effective, legacy solutions out there for things like workforce planning. But for a company our size (<10,000 people), those behemoth solutions aren't feasible. We'd need much more staff with deep systems knowledge. And most of them don't go far enough into these areas I'm describing.We need integrated HR systems that help us manage our relationships with prospective candidates, current associates, and former associates. What's more, we need those systems to help us deliver a fantastic experience to each person we touch.Imagine a world where we had truly objective measures and tools for assessing skills and knowledgeWe Have an Abundance of DataWhat we lack are systems that put data to good use.Many of us love the idea of meritocracy; but delivering on that ideal is challenging, because as humans, we're subject to unconscious biases that create errors in our decision making. Imagine a world where we had truly objective measures and tools for assessing skills and knowledge. Not just in hiring, but also in promotions and compensation decisions. Imagine, too, how we could use data to enhance the experience our people have in learning and development environments. What if you could get real-time, accurate feedback on your leadership strengths and weaknesses? Not only that, what if we had simulations that would help you builds those skills?The World Has ChangedIt used to be that people stayed with employer for life. But these days, people come for a tour of duty. They stay for a while, based on the knowledge and experience they want to get. When they leave, it's because they want to get a different kind of knowledge or experience somewhere else. We need systems that support that new reality.We need ways to manage those alumni relationships as part of the lifecycle, much like universities have. We want to stay in touch and inform our proud alumni of what's happening with our company. We want to keep those folks as part of our network, as ambassadors for our company. That helps us continue to grow our talent pool and it keeps our employer brand strong.When I Look at the Future of HR TechnologyI see so many opportunities for systems that support our relationships at every stage of the lifecycle. I'm excited by the thought of seeing vendors develop solutions that help us deliver an engaging, inspiring experience to every person we encounter.
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