Steve Giles, MOVE Guides’ VP of Engineering, shares his views on the top HR tech trends of 2014 and explains how they have dramatically changed the role of HR by removing administrative burdens and improving efficiencies.
Nearly 60% of organizations are planning to implement new HR or talent management systems. Cloud solutions offer companies a modern management system that streamlines all processes and brings all stakeholders together for seamless talent management.
Cloud technology has transformed HR more rapidly than any other business area. Before cloud, HR managers would't have the budget to buy and use software that had to be deployed on premise. The cloud has allowed SaaS to grow with less friction to purchase effective technology resources.
2014 has been the year of the data security breach and bug. There have been problems with the foundations of the Internet and several key data breaches. As a result, 2015 will be a key year for every security officer and how they keep on top of security issues and protect their employees and their data.
Micro-services offer engineers a different way to develop software by creating boundaries around engineering ownership—as if you were to put a white picket fence around each service component of a larger piece of software.
It enables engineers to deliver at the pace that the business demands with the flexibility and ownership that the engineers want. For example, Netflix has championed micro-services over the past years and offers their engineers total ownership over parts of the system.
Companies around the world are looking for ways to leverage their employee data to improve business processes. According to recent research by Deloitte, “more than 60% of companies are now investing in Big Data and analytics tools to help make their HR departments more data-driven.”
Companies are looking to harness big data as a predictive tool, specifically around performance reviews, flight risks and employee performance. MOVE Guides is excited to explore this emerging tech trend and apply it to an ever-expanding global mobility industry.
This has been the year that HR has access to mobile technology and is no longer confined to the office. Mobile technology means that they can approve transfers, source and screen candidate on the go and expand their reach on a global scale. This 24/7 access on the go also empowers HR to engage in real-time with prospective candidates and key stakeholders in the company.
Moving forward we predict that 2015 will be the year of wearable technology. How will this affect the role of global HR?