Repeat after me. Unicorns are NOT real. Unicorns are mythical creatures.
Last week, thousands gathered in Las Vegas once again for the year’s largest HR Technology Conference. Renowned corporate talent and HR analyst Josh Bersin set the tone in his opening keynote by reminding everyone that, beneath the flood of new and exciting intelligent tools, companies are still comprised of individuals on their own unique professional journeys.
The HR industry of the future will rely on using these new tools and technologies to empower employees to solve numerous potential challenges, whether they result from the ever-changing regulatory environment, evolving workflow processes, supporting the ever-increasing mobile/remote workforces, or enhancing individual productivity.
Here are my key takeaways from this year’s HR Tech Conference. What do you think? What struck you as noteworthy during the conference?
Embrace the Complexity
According to Deloitte Human Capital Trends, over 80% of all companies rate their business as “complex” or “highly complex” – and this complexity will only increase. Factors promoting this increasing complexity include changing regulations, globalization, and workforce demographic changes. These developments are here to stay – and will change the role of HR. Global businesses will need to reevaluate and evolve their processes in response to these changes. They must find a configurable approach that aligns time, data, metrics and outcomes into one unified platform. This way, companies can face new challenges and changes with confidence and agility.
Employee Productivity Drives the Next Wave of HR Optimization
With the flurry of aggregate employee data readily available to businesses to quantify and determine their workflows – including time, cost, compliance, and more – it’s easy to forget that the devil’s in the details. Specifically, that 100% of employee time should be accounted for and quantified on a granular level – whether the focus is managing global gross pay effectively, supervising mobile workers, or improved job costing. Visibility into every minute of employee time in detail is necessary for HR to see emerging patterns hidden within complete data sets. Only then can they make meaningful adjustments that positively affect the outcomes.
Modern, Intuitive, and Mobile-Ready
The expanding remote and mobile workforce adds an additional layer of complexity that businesses must consider, as they evolve their HR systems by adding in AI, machine learning, and native apps. Companies can no longer effectively manage employees working out in the field without these features, but increased adoption relies on businesses investing in improving the employee experience. With a modern plug-and-play solution, they can avoid spending millions and mobilize their legacy backend systems without any disruption to the ecosystem. Minimizing change management and keeping employees comfortable is key throughout this process; as Bersin predicted, “Whether you like it or not, ‘Employee Experience’ is a new category of software for HR.”
Compliance is No Joke
The more offices a multinational organization establishes, the more complicated compliance gets, both globally and locally. Automation is difficult to achieve in smaller locations with separate rules and regulations, and so these tasks are often supported manually. These disparate, manual workflows contribute to the difficulty many companies face with gross pay, regulatory compliance, and when accounting for Union Rules or Collective Bargaining Agreements (CBA). HR managers are seeking out cloud-based scalable & unified platforms to maintain compliance safely.
Thanks for another great year, and see you next time!