2014 was a transformational year for the HR tech industry.
As hundreds of vendors clamor to produce top shelf products, users are noticing remarkable enhancements.
For a look back at this year’s developments, we’ve gathered the top 10 HR tech posts of 2014, ranked by their social shares.
1) The Hot HR Technology Trends of 2014
Meghan M. Biro gives a 2014 prediction on HR software’s future, referencing an independent study done by The Information Services Group (ISG). She describes many on-going developments in the HR tech space such as mobility, usability, cloud-based platforms, analytics, and collaboration support – all of which are still popular topics going into 2015.
2) The Top Ten Disruptions in HR Technology: Ignore Them at Your Peril
Josh Bersin describes the finances backing many HR software startups, along with 10 forward-thinking forecasts on how HR solutions are incorporating methods that change today’s business processes. The influence of on-the-fly reporting, modern psychology, “the Internet of Things,” and other powerful disruptions are rising to shape the HR tech space. One spot-on point Bersin makes: there’s a shift from HR technology being considered as systems of record to employee systems of engagement. HR software is affecting the every-day lives of workers, and certainly can’t be ignored.
3) Zenefits Faces Shutdown in Utah For Giving its Cloud-based HR Software Away for Free
Covered by Ryan Lawler, the news surrounding Zenefits in Utah has brought a great deal of attention to the HR tech space. The dilemma is that Zenefits offers completely free HR software, and only produces a profit based on commission through its benefits administration. Simply put, Zenefits offers such a great deal that businesses are flocking to sign up – and leave their previous method of managing benefits. The Utah Insurance Department lead by Commissioner Todd Kiser is suing Zenefits as it “violates the state’s rebates and inducement law by giving away the software for free,” and is “unfair to traditional insurance brokers.” Since the initial claims, Zenefits has hired a new COO and continues to fight back. The case’s developments are unprecedented, and will certainly define future insurance models.
4) Big, Bad Data: How Talent Analytics Will Make it Work
A key focus for HR in 2014 was talent management. In this article, Biro ties together the influence of big data and HR’s role in making impactful decisions, calling the trend talent analytics. The retiring Boomer workforce quickly replaced by Millennials has had a great influence on companies wanting to refine its workforce with only the best suited. By utilizing big data, HR can understand what it takes to cultivate a successful workforce like never before.
5) Oracle CEO Mark Hurd: Make HR A Real-Time Application
Covered by Michael Hickins, the CEO of Oracle spoke at a London conference about the current hiring obstacles companies face. As a new generation of workers will replace an outstanding 43% of workers retiring in the next 10 years, companies are struggling to hire and retain new employees. The most needed advancement, according to Mark Hurd, is for HR to affect the everyday lives of workers by establishing career paths, articulating desired skills, and harnessing a commitment for employees to adopt HR software.
6) The Talent Management Software Market Surges Ahead
HR tech is not just for HR. Bersin describes the shift in talent management software as a platform that was once used for record keeping by administrators, but has now pivoted towards self-service functionality for serving employees as the primary users. The central need is for companies to implement and scale out HR software for daily use across the entire workforce.
7) Data Reveal the 7 Factors for Optimal Employee Retention
Matt Straz, CEO of Namely, gives an overview on how to engage employees for optimal retention. His HR solution is an example of technology harnessing big data for non-traditional methods of combatting turn-over rates. Company picnics, flexible work schedules, and carefully calculated salaries through the use of big data are just a few of his suggestions.
8) Is HR Failing to Capitalize on Big Data?
Karen Higginbottom touches on the influence performance data can have on businesses when stored and utilized by HR. Most companies simply collect payroll data for salary benchmarking and other expense tracking, but more complex forms of data are capable of reporting on organizational performance trends. HR departments that are able to dive into their performance data can identify factors for not only reporting on a company’s workforce, but also predicting how the workforce will change over time.
9) Brief History of HR Tech Trends & Technology Acquisitions
Technically, this article was published in October of 2012, but Jessica Miller-Merrell continues to add to the timeline as the industry moves forward. She has mapped out a comprehensive history of top vendor acquisitions and bold developments, starting in 2004 up to the present by month.
10) The New HR: It’s High Time to Truly Get Involved with Big Data
For companies with HR departments completely new to big data, Jenny Dearborn has put together a starter’s guide to focusing HR teams on data-oriented decision making. Her quick list of goals focuses on individual strengths, real-time feedback, and a clear set of performance data. This article is the second part of The New HR: If We’re the Business Engine, it’s Time to Make Some Noise.
