Three changes in HR that you can expect in the next few years

08 November 2015

What changes in HR can you expect in the next few years? In October, HR executives from all over the world met at the HR Tech Congress in Las Vegas and the HR Tech World Congress in Paris. We were there and talked to a lot of international HR experts. Three developments kept cropping up and we have listed them for you below. 

1. HR technology is ever-more about the employee 

According to Josh Bersin, HR technology mainly used to be developed and implemented just for HR professionals. HR professionals were given the tools to be able to configure their processes more efficiently, with less paperwork and better information provision. The aim was to also bring HR matters more into the line management arena, with managers and employees. 

Bersin thinks that the employee's role has tended to be given too little attention. He expects that the next few years will see HR technology become ever more 'employee first'. The employee's perspective will be leading, both as regards the development and the implementation of the technology. This is because of what employees have grown accustomed to; they expect HR technology to offer the same intuitive operation as the app they use to arrange their banking affairs.

Therefore, HR technology should be more than just an administrative tool that employees use because they have to. It should be made fun for employees! For example, by enabling them to exchange feedback with their colleagues, to get development tips, or to profile themselves inside their organization. This will help HR bind people, stimulate their control of their own development, and increase productivity.

2. The rise of mobile HR technology will continue unabated

The shift to employee-first HR goes hand in hand with the further rise of mobile HR technology. People all over the world now use the internet on their mobile devices more than on desktop computers. HR cannot lag behind: it is time for mobile HR technology.

The 2016 Raet HR Benchmark shows that an increasing number of employees are actually asking for this. They expect to be able to arrange their HR matters themselves, on their smartphones or tablets. Where and when they please.

3. Performance management will be a continuous process

Now that lots of organizations have digitized basic HR processes, they have started to look at other processes, such as performance management. On the one hand, they do so because they want to have a better grip of the future performance and development of their employees but, on the other hand, they are responding to employees' calls for more control of their own development. Configuring, implementing and digitally administering an annual review cycle is a good first step for many organizations.

But making the development of employees a daily point on the agenda requires more than just this. It calls for continuous feedback between managers and employees, and between employees themselves. Some companies, like Accenture, have even abolished their annual review cycles. They are fully focusing their processes and technology on continually exchanging feedback. According to Accenture, this matches the natural needs and working methods of managers and employees better.

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