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.

Built By Innovation

Targeted sourcing is key to Ericsson’s tech-driven talent acquisition strategy. By Debbie Bolla

Ericsson is no stranger to changing with the times. The communications tech company has gone through several iterations during its 140-year history—from producing mechanical to electrical switchboards to electronic solutions and today’s mobile systems. The organisation is always trying to get ahead of the latest technology, and having the best talent at its fingertips is critical to achieving this goal.

Ericsson is one of the largest software companies in the world, with more than 100,000 employees in more than 180 countries. With its recent expansion into the services and customised software market, the organisation needed to rethink its talent acquisition strategy in order to get ahead of competitors.

“We were already going through a transformation as a company, moving into software and services,” recalls Gunjan Aggarwal, former global head of talent acquisition, M&A, and HR for Ericsson.

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New Global Player

With rapid business growth, talent leaders need to keep their eye on Latin America.

By Paula Jacomo

Between the introduction of new technologies, changing demographics, and talent wars within the region, Latin America (LATAM) has quickly emerged as a fierce competitor in the global talent market. The region has seen rapid business growth for multinational corporations looking to expand their footprints, and its start-up community is also booming. Not only has this growth swiftly increased the demand for talent, but it has also led to a shift in employee expectations regarding the technologies and benefits made available to them.

This change has also made HR departments pivotal to organisational success in the LATAM region, and those that are adapting their processes to attract and retain the best talent within the region are already seeing results. Although 20 years ago, companies in the region may have been more associated with older labour trends, today HR departments in LATAM are applying innovative and forward-looking strategies to help meet these changing priorities.

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Seeking Transformation

New research outlines the top drivers of cloud-based HR service adoption.

By Pete A. Tiliakos As the journey toward HR transformation continues for many organizations, cloud-based HR services remain in high demand. These services are increasingly seen as a viable path toward achieving business goals and optimizing the HR delivery model.

NelsonHall’s 2017 Cloud-Based HR Services Market Analysis finds the industry is estimated to reach more than $20 billion by 2021. With many organizations still using legacy, on-premise systems—these account for roughly half of the current HRO contracts—it’s no surprise that HR cloud implementations make up the largest portion of the market (44 percent).  The need to move to a future-proof, SaaS-based HR platform is pressing, and for many, it’s the key to achieving transformation.

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Game On?

Although still in its infancy, gamification has the potential to be an effective candidate engagement tool in APAC.

By The Editors

A recent study from HRO Today and PeopleScout found that the use of gamification in HR is still new in the APAC region and varies greatly in the individual countries that comprise this region. Where is it most popular? Talent acquisition and employee training programmes see the value in adding gamification elements. It is also a great tool for building an organisation’s talent pool

Organisations are considering gamification because they want a competitive edge. The concept is inspired by video games, and companies are looking to interact with candidates in a way that’s familiar to them. The research found that millennials, particularly males, are the demographic who will first be exposed to gamification.

Specific Findings


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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.

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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.

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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.

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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.

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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.

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