To continue our discussion of the benefits of HR management systems started in Part 1 of this article, we cannot omit the current trends of HR software development. With a major shift from simplified employee assessment to advanced performance management tools and platforms, HR is entering the world of high data-driven technologies.
As if things were not promising enough, the Society of Human Resource Management published an article, based on CB Insights, stating, “Investors, seeking the next big thing in breakthrough technology, plunged more than $2 billion into HR tech systems and platforms in 2016.”
Today, HR management systems come stuffed with new, uncommon features and tools making the choice of a proper system even harder. The modern trends below will give you some insight on what you can expect from the latest HRMSs.
In simple words, gamification is the implementation of game-thinking and game mechanics in real-life scenarios, like recruitment practices, employee training, motivation, assessment, and incentives policy to increase staff involvement and engagement to fulfill a company’s goals.
Many established and globally known organizations use gamification to build strong relationships between their employees, improve staff qualifications or solve chronic business issues; they include Marriott, Deloitte, Cognizant, Aetna, and many others. The common game techniques involve setting objectives, increasing fair competition between employees, supporting real-time feedback and implementing rewards systems.
The Deloitte Leadership Academy is now bringing learning practices to a new level by applying gamification via Badgeville to raise knowledge interchange and brand awareness. TCS has gone further by introducing game engines enabling the creation of real-life ecosystems with integrated networking functions, inducing the development of Massively Multiplayer Online Role Playing Games (MMORPGs). Its application in real businesses’ training programs and simulations potentially leads to deeper collaboration and teamwork as well as reduces the bore of solo-training.
Video conferencing (VC) allows for a higher quality and accuracy of applicants review yet provides the atmosphere of interpersonal connection. It is perfect for setting effective communication channels with the home-based staff, ensuring the solid employees’ involvement in company’s affairs. With 87% of remote respondents affirming they feel more attached to their teams and work processes using video-calls. Moreover, video conferencing offers a number of ‘comfort’ advantages, like flexibility, reduced travel costs, and time-saving.
According to OWLlabs stats, 93% of respondents confirm VC effectively improves the involvement of remote employees. 81% of interviewed people agree VC boosts the productiveness of individual employees, 71% point to it strengthening relationships with customers, and 59% mention better sales results.
In 2017, 64% of companies had established video conferencing kits in small office spaces for up to 5 employees on each side of the screen. The available stats from Stanford University show doubled numbers of video conferencing over one year, from 31,403 participants in 2016 to 64,448 participants in 2017. The number of university meetings held using the VD tools increased from 9,872 in 2016 to 13,626 in the same period of 2017.
With the market share of enterprise video conferencing predicted to reach $4.48 billion by 2023, experts claim 50% of the workforce is switching to telecommunication within a decade.
It is not so much a trend as a contemporary must for our mobile-dependent times. With the majority of HRMSs hosted in clouds these days, they are available on practically all devices supporting different operating systems. Managers can now easily control large and decentralized departments using a smart task assignment and collaboration system from any device at hand.
While selecting the proper system, fitting your company’s needs best, there is an inevitable question: buy or develop? Probably the list of possible pros and cons of each option would be helpful in making the right decision.
Considering the customized solution, you need to be aware of its cons and pros.
When selecting the ready solution, you should consider all possible cons and pros.
The only thing to add is while choosing the best option for your company, you need to do a lot of thinking. Quick decisions are not good in this case.