The end of each year brings not only the holiday season but also a time to look back through the year’s highlights and forward to next year’s trends. Within the human resources industry, we’re already looking forward, and the top trends for 2014 have started to crop up, especially in the field of technology.

The biggest challenge for next year, as in previous years, is how to best advocate for and implement the new technologies available to improve the recruiting and management process. Technology is fast-changing, and many may feel it’s not worth adopting an innovation because another will come right around the corner. But this approach means missing out on strategies and tools that are potential game-changers.

Here are eight of the top HR technology trends worth looking into in 2014:

  1. Harness big data. The time has come for HR to get on board with big data. Gathering more information—the right information—can show the impact that HR makes on a company’s performance based on its workforce, and helps you identify gaps and develop strategies to meet upcoming changes in staffing and skills needed.
  2. Adopt mobile tools. Younger employees are not the only ones who like 24/7 access to information, nor are they the only ones who can benefit from it. Information that’s readily available can lead to faster recruiting and more productivity, which benefits not only the employees but also the company as a whole.
  3. Integrate social media. Social media can serve as an effective sharing tool, connecting resources and information on the same platform for both internal and external employees. Better communication that’s integrated in the same platform can lead to more collaboration.
  4. Live in the cloud. Another way to increase collaboration is through the use of cloud software. Connectivity through the cloud can help improve access to key information in a centralized location. This can help drive productivity as more teams are working together from remote locations—and even training can be streamlined.
  5. Embrace globalization. New technology is making it easier to hire employees and representatives in remote locations, to expand your company’s reach in different countries. Adopting the new technologies that help with long-distance recruitment and the virtual workplace will help your company stay ahead of the globalization curve.
  6. Let technology unite. As new technology centralizes and integrates processes for company platforms and beyond, new standard global definitions of HR metrics, systems, and terminology will emerge, further linking HR functions across borders.
  7. Grasp analytics. As a tool that brings together relevant data in a single place, consistently and easily, analytics software is a must for HR departments. It helps you see the big picture, focus on what’s happening in real-time, watch new trends as they emerge, and respond quickly.
  8. Tech-up training. Training and leadership development technologies are more accessible than ever. Implement training software and use online skills testing to determine skills gaps and assess training effectiveness. This will help streamline the process within your company, not to mention making it easier for employees to participate, especially if it’s offered in mobile form.

The opportunities for growth, productivity, globalization, and efficiency that new HR technology promises are hard to ignore. If your HR department has already implemented any of these strategies, then you’re already on your way. The biggest challenge may be convincing people to be open to change, but if you don’t embrace the new, you risk being left in the dust while others move swiftly by. It’s time to leave the HR Stone Age and get tech-savvy… fast.

Andreea Hrab

International HR Director for OSF Global Services, Andreea is a veteran recruiter who has seen them all. She developed HR recruiting strategies and retention programs that guarantees the success of the company. She is a people person and she handles very easy new relationships with new employees, but her most interesting challenge is to find the middle way between company’s best interests and employee’s needs. To learn more about Andreea contact her on LinkedIn.

2 Comments

  • Avatar Paul Weller says:

    Although a great deal of the suggested above has already been partially implemented I think we still must take a lot of efforts to finish what we’ve started. The most urgent probably is adopting mobile tools. This is a no-brainer, since almost everybody in business-related circles has a smartphone, so it only makes sense to use mobile for HR related activities.

  • Avatar Laura Cobbles says:

    Every year we try to make some predictions on what’s coming and what to expect, and it’s difficult to resist the temptation to read them, but the most important thing is not to lose what we have already achieved. Innovation is a good thing, but good old traditions shouldn’t be forgotten.

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