HR 2020 a look into the future

With us rapidly coming to the end of the first decade of the 21st century I thought it might be fun to look forward another 10 years to see what a day in the life of an HR manager might be like.

(First I am not a fiction writer so bear with me. Second while 2020 might seem a long way away, in 2000 so did 2010 so I have not radically changed the overall work undertaken by HR. While this decision might upset some in the HR profession that things have not changed a lot I felt a conservative approach was warranted.)

Our hero today is Paul, Senior HR Manager for a mid sized organisation of about 2,500 employees. Paul has a small team of 3 covering all HR functions. He uses limited external providers for services such as training and recruitment, his team can complete most tasks with the help of their software agents.

On with the story!

Continue reading “HR 2020 a look into the future”

HR Technology Trends

The Future
Credit: Flickr dbilly

Last month Watson Wyatt released their 2009 HR Technology Trends Report. So I grabbed my credit card and laid down US$45 to get a copy so I could see what they had to say.

Some thoughts:

  • The report is very hard to compare with their 2007 HR Technology Trends Report as the format has changed.
  • Intranets are still the most favoured method of communicating with employees 72%, with newer technologies making an entrance such as social networking 13%, Blogs 11% and podcasts 6%.
  • Organisations are still use manual processes when it comes to some core areas of talent management; succession planning (53%), career development (48%) and workforce planning (55%).
  • However 56% of organisations are planning to increase their use of talent management technology over the next two years. With leveraging existing ERP’s being the primary approach, 29%, integrated talent management systems are next with 27%.
  • Across all talent management areas organisation have a higher satisfaction with external solutions than internally developed ones.
  • However internally developed systems have a higher satisfaction than outsourced solutions in the areas of Recruiting, Compensation Administration, Annual Pay & Bonus Delivery, Succession Planning, and Workforce Planning.

So what next?

  • Technology vendors who have best in class succession planning and workforce planning solutions have the potential for growth over the next two years as organisation move to automate these processes.
  • Outsource providers in compensation administration, succession planning and workforce planning need to clean up their act otherwise they may see business dropping off.
  • Emerging technologies will continue to grow in usage within organisations to streamline communications with employees.