Enabling Technology

It is unmistakable that the HR technology industry has been revolutionized. Cloud-based HR systems are now available from many of the largest vendors in the market. These systems integrate payroll, HRMS, talent management and analytics processing into a single cloud-based service. Many HR leaders are challenged with mobile tools and new social recruiting systems that are making many of the legacy HR systems obsolete.

Tektonic Awards

Learn about this year’s most disruptive and innovative technology in the HR space. By Marta Chmielowicz We are entering a new period of innovation and disruption in the HR technology and software marketplace. Driven by fundamental changes in how employees want to be managed, HR has to evolve to accommodate these needs. Emerging tools are increasingly data-driven, automated, integrated across functions, and accessible. Although they all serve different functions, they have a common thread—the goal of making life at work better. This year’s TekTonic award winners were announced at the HRO Today Forum in May and are being recognized for their valuable contributions to the areas of workforce management, background screening, talent management, sourcing, relocation, and recognition. CATEGORY: Workforce Management PROVIDER: Kronos SOLUTION: Workforce Ready THE WHY BEHIND THE WIN: Kronos Workforce Ready is a unified human capital management (HCM) platform that allows organizations to manage their entire workforce from pre-hire to retirement.

Continue reading →

Tech to the Rescue

Integration and mobile applications are improving the vetting process for organizations and candidates alike. By Debbie Bolla It’s quite a dilemma. Organizations can put themselves in a compromising position if they don’t have a background screening process. Candidates continue to fabricate details: HireRight’s 2017 Employment Screening Benchmark Report found that 77 percent of organizations report that screening revealed an issue with a candidate that would have not be discovered otherwise. But having a background screening program can also put companies in jeopardy. A recent CareerBuilder survey found 68 percent of candidates continue looking for a job while a background check is being issued. So what’s the solution? A faster, more efficient process that mitigates organizational risk while providing a positive candidate experience.

Continue reading →

Tech Explosion

Today’s tools are helping staffing providers deliver key full-time and contingent talent to organizations. By Russ Banham Companies sourcing the best and the brightest candidates for both full-time and contingent-labor positions constantly compete for this talent, given the rapidly diminishing supply pool. To win the day, organizations are increasingly relying on managed services program (MSP) providers and their technology tools. In the past year, the variety and number of hiring-focused technology platforms has exploded, altering the staffing industry in profound ways. The methods that companies use to go beyond just finding talent and taking the time to find people who are aligned to the organization’s brand and value proposition have multiplied. A case in point is audio equipment manufacturer Bose Corporation. The privately-held company based in Framingham, Massachussets leverages an MSP through Continue reading →

The Journey Continues

Research from ISG points to increased adoption and further development of SaaS solutions. By Debora M. Card For HR organizations, moving their systems to the cloud is not a question of “if” but of “when.” The upside is clear: vastly improved functionality, better data and analytics, and—perhaps most obviously—better user experiences and mobile access. The downside? The cost of change and the lack of resources are real. But neither of these hurdles are new to HR. Recent research from ISG Insights™ indicates that more than 50 percent of enterprises will rely on subscription-based SaaS and hybrid HR/human capital management (HCM) solutions as their primary HR systems by the end of 2020 (see Figure 1). More than 75 percent also indicate they’ll migrate at least one major HR function to software as a service (SaaS) by 2019 (see Figure 2 on page 59). This journey is accelerated by the fact that the leading on-premise HR software vendors have shifted most of their development efforts to the cloud, with support ending for some popular versions of HR information system(HRIS) platforms as early as the end of this year.

Continue reading →

Now Trending

 Technology will continue to develop and play a large role in workforce management in Asia.
Belinda Sharr
Technology and HR process automation are constantly growing and improving across the globe, and this is a main trend that HR executives based in Asia need to be looking at for 2017 and beyond. The impact of tech on workforce management is great— as nearly every type of work-related function is moving to digital—and HR teams have to keep up. According to Deloitte’s Global Human Capital Trends 2016, fast-moving global markets and digital disruptions are forcing companies to innovate rapidly. It seems like every day, there is a new product or procedure that can assist HR in recruiting, retaining, and managing employees effectively. HR practitioners are taking note of these new tech trends and using them to improve their business offerings.

Continue reading →

The Compliance Maze

How to effectively create a data management strategy whilst navigating multiple policy requirements. By Jayson Saba When operating across national and continental boundaries, HR and payroll professionals must navigate a monumental maze of requirements that can become quite stressful without the right resources. Generally speaking, the tasks that HR and payroll professionals are required to do can be broken out into three categories: • Company policy: Professionals must comply with policies and processes that are unique to a company and are there to help conduct business in a certain way. It could be industry standards or policies that drive things such as efficiency, environmental and social responsibility, and cost savings. • Negotiated agreements: They also must comply with collective bargaining agreements, supplier contracts, client contracts, or social/community contracts. These are negotiated rules but legally binding. • Laws and regulations: Government (local, state, provincial, federal/national) rules and regulations that were passed through legislation need to be followed.

Continue reading →

High Tek

This year’s TekTonic Awards finalists enable organizations to exceed their human capital management goals.

A great HR executive knows the value of technology when hiring, retaining, and engaging the workforce. Investing in the right platform in order to achieve workforce goals is an essential task that can benefit the bottom line. Here, we showcase platforms that do just that—the 2017 TekTonic Award finalists. The winners will be announced at the HRO Today Forum in Chicago in May.

Click here to view the list of this 2017 TekTonic Award finalists.

Great Minds

Our roundup of experts provides a critical look at what's to come in 2017. By Debbie Bolla Attracting and retaining top talent. Becoming an employer of choice. Engaging millennials. Leveraging technology and data for informed decision-making. These are just a few of the challenges that HR and talent acquisition leaders report they are currently facing. The pressure on HR to spearhead strategic business solutions has never been greater. In fact, according to a recent Visier survey, 79 per cent report their organisation can't succeed without a strategic CHRO and 78 per cent agree that company success is driven by a CHRO who contributes to business performance. What else does 2017 have in store? HRO Today Global had the opportunity to speak with some of the top leaders in their field at and after the HRO Today Forum EMEA about how HR can succeed in the new year. HRO Today Global: What are the main challenges facing HR in 2017, and what are some strategies to overcome them? Arne-Christian van der Tang: At TomTom, we believe that the main challenge facing HR and the workforce in 2017 is the not a new challenge—it's the ongoing war for talent.

Continue reading →

2017 HRO Today Baker’s Dozen: Talent Management Technology

We rank the top providers of talent management platforms based on customer satisfaction surveys.
By The Editors
HRO Today’s Baker’s Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients. Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required 10 responses from 8 companies. We reached out to more than 35 providers of talent management technology. In order to determine an overall ranking, we analyze results across three subcategories: features breadth, deal sizes, and quality.

Continue reading →

The New And Improved ATS

Many tech platforms have received face-lifts and offer a wealth of beneficial features. Russ Banham In today’s highly competitive labor market, the applicant tracking system (ATS) is a key tactical weapon in attaining a sustainable talent advantage. Having the right skill sets aligned with the organization’s culture and energized by its value proposition can dramatically improve business outcomes. Organizations should expect an ATS platform to handle job candidate sourcing and relationship management, video interviewing, candidate analytics, application management, and even the onboarding process. To maintain a pipeline of passive candidates, an ATS must be designed to engage a job seeker into a “dialogue” that will conclude with extending the person a job offer. “Employers need to stop worrying about filling their talent funnels and become more concerned about getting the right people to opt into a relationship with them,” says Paul Rubinstein, a partner in Aon Hewitt’s human capital advisory practice.

Continue reading →