Top 10 Digital People Service Technology Trends

The Top 10 Digital People Service Technology Trends ( 19 Dinobyte)

Switch from aspirational employee engagement to inspirational employee engagement. People will be the greatest ASSET or IMPEDIMENT in company’s ability to roll out digital transformation

The Top 10 Digital People Service Technology Trends

 1. Future-proofing employees

Whether we like it or not, technological developments in AI and other fields are changing the workforce. As a consequence, certain jobs that have traditionally been done by people will be replaced by machines.

It’s not all bad though. The coming years will be the ones in which organizations – Human Resources in particular – start looking at ways to retrain their staff for new, future-proof jobs. We believe that soon, jobs like these won’t be all that fictional anymore.

In other words: it’s time we start taking help of Bots. As a Lead - People Services; which all services can you collaborate with Bots?

 2. Gamification

Gamification, the application of ‘game dynamics’ in a non-gaming context such as recruitment, is becoming a common phenomenon in human resources. Over the past year, more and bigger organizations have ‘gamified’ parts of their human resources function.

The applications of gamification in human resources are widespread. Think of recruitment and preselection, a way to boost employee engagement and learning & development for example.

Speaking of L&D, Talview and Mind Tickle, Game-learn is a corporate learning platform that uses elements of gamification.

3. The Internet of Things

Cloud-computing is here to stay. Yes, the use of the cloud and cloud-based applications in Human resources has increased over the past year, but its rise will continue in times to come.

More and more organizations are starting to understand the benefits of the cloud for Human Resources and are making the transition. Cloud-computing means, among other things: automatic software updates, staff can access applications anywhere and at any time, and often it means better data protection as well.

 4. Learning & Development for global teams

One of the learning & development trends is the creation of L&D programs for a remote workforce. As more and more companies offer their employees the possibility to work remotely – and/or manage a blended workforce – classic corporate training needs to adapt to this new reality.

Which is exactly what they did at Amazon and Infosys: the company launched a virtual academy – using innovative, digital technologies – to offer its employees live, instructor-led courses, regardless of where they are in the world.

5. Feedback tools are in demand

Feedback has been a big theme in HR for a while now. Today’s employees like to know how they’re doing, regularly and if possible in real-time. In fact, there’s going to be an actual explosion of feedback, pulse survey and analytics tools. The continuous appetite for feedback tools such as surveymonkey, 15Five, has everything to do with the growing importance companies attach to an exceptional employee experience.

 6. Use of “”SMAC”

We talk about SMAC (social, mobile, analytics & cloud) and people a lot. In particular developments in social and mobile have opened up a whole new range of opportunities to engage with passive candidates.

Earlier, passive candidates were a breed that was difficult to find. Let alone get in touch with. A real shame, since the best candidates often are the ones that already have a job…

The Socials – mostly accessed via people’s mobile phones – has made it much easier for recruiters to get in touch with this type of candidates. Not only can recruiters find passive candidates now, they can ask them questions to get an idea of where they stand regarding a job-switch.

 7. People Analytics is a must-have

HR Analytics also called HR analytics, is maturing quite rapidly and becomes a must-have in 2019. There are 3 key elements to keep a particularly close eye on: embedded analytics, AI, and organizational network analysis.

The embedded analytics trend shows that HR analytics is advancing rapidly. Instead of doing manual analytics using smart analysts and software like R, analytics are now starting to be embedded. Once in place, these analytics will automatically adapt and fine-tune to give us Predictive and Prescriptive recommendations

  8. Remote Workforce

The blended approach in People: a mix of full-timers, freelancers, contractors and everything in between that makes up for about 40% of an average company’s personnel.

Work from home is a trend that is catching up globally. As new, digital collaboration and video conferencing tools that facilitate remote teams keep hitting the market, this trend is only going up.

And it’s what a lot of 21st-century employees want: the possibility to work remotely at least part of the time. It’s one of the benefits when choosing a company to work for. Having the ‘remote option’ also increases employee satisfaction, which in turn is good for employee morale.

9. Intelligent self-service tools

21st-century employees expect a workplace experience similar to their experience outside their professional environment. This is what (partially) sparked the arrival of self-service tools.

Instead of having to turn to the – often busy – HR department for simple requests such as a holiday or sick leave, employees can make the necessary adjustments in the system themselves. And that’s just one example.

 10. The value of videos, AR / VR and AI in recruiting

We’ve said it before; video interviews are rapidly becoming an essential part of digital recruitment. They open up a whole new, global pool of talent for companies and make it easier for them to get a feel for someone’s energy and charisma.

There’s an impressive range of video interviewing software out there and their numbers are likely to go up even further.

Virtual reality (VR) and augmented reality (AR) can have numerous applications in HR. VR technology can be used to improve the ever-underestimated onboarding experience for example; or in recruitment, to give candidates a realistic preview of the company and the job. In fact , both VR & AR can be very useful for training staff.

Applications of VR & AR technology in HR will be something to watch closely.

 Needless to say, we haven’t seen the full extent of the implications of AI. Technological developments in artificial intelligence, machine learning and analytics are going so fast at the moment that it’s almost impossible to know what exactly we can expect for in next two years.

One thing’s certain though; there will be a lot of AI applications in various HR functions.

The candidate experience remains important for companies. Digital technologies such as social, mobile and the cloud are important ingredients when it comes to creating an excellent candidate experience.

As in an HR (pre)selection process that uses video elements, data & analytics, and realistic job previews to give candidates a taste of life at the company they apply to.

Conventional talent management systems are designed to be directional, disciplinary, and dedicated. However, the digital age mandates timely and astute innovation, which requires the magnanimity of enterprising experimentation that indicates trendsetters and free thinkers who are allowed to stretch the boundaries of acceptable norms in converting possibilities into opportunities. As we have discussed in this section, some progressive organizations have developed separate functional entities to accommodate such initiatives that are not aligned with the customary running of the organization.

Technology and digitization is highly addictive due to the promise of problem solving and comfort, especially, when aligned with customer needs and expectations. However, within the corporate realm, a key mistake committed in the exuberance of adopting and adapting to technology is the neglect of innovation or simply tying it with technology for meaning the same thing. Innovation is a cardinal humanistic concept that refers to wise application of human ingenuity, whereas technology is a consequential mechanistic tool that enables the efficient accomplishment of targeted tasks/assignments/responsibilities. Keeping the human factor central , while charting the course of a sparkling future in the digital age ensures internal harmonization: thus Patient Centricity should not be compromised.

Food for Thought

The aforementioned tips are meant to open an insightful window into the verdant expanse of innovative thinking and wise application that refreshingly caters to the two critical competencies needed for organizations/professionals to stay relevant in the ubiquitous digital future:

·        Being comfortable with being uncomfortable 

·        Being uncomfortable with being comfortable 

Take a moment to step back from the daily grind and check your comfort level. Are you ready?

What is your view on the following:

1.  Do you agree that People are Asset or Impediment in Digital Transformations?

2.  What specific steps are to be taken in developing Talent wrt Digital Transformation?

3.  What are the key challenges you expect and from whom?

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