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Comprised of HR practitioners, software vendors, and HR technology professionals with small and global organizations, the group spent nearly a year devising the list.
Denver-based Sybll Romley, who is regional developer at Synergy HomeCare and co-leader of the panel, told SHRM Online that she was surprised that HR technology practitioners are now primarily concerned with challenges that are largely outside of their control.
“In the past, our technology challenges have been more around security,” she said. Today’s challenges include getting the most out of social media in recruitment and managing employees’ behavior on these platforms, she said.
“An applicant can find an opportunity on LinkedIn, research employer reviews on Glassdoor, return a signed offer letter through Dropbox, enroll for benefits through an exchange or benefit administration site, and bring their own device to their first day of work,” said Heather Bemis, client service leader in the Human Capital Practice at Willis, a global risk advisory corporation in Nashville, Tenn. “Employers can tweet jobs, crowdsource specialized expertise anywhere in the world, and link work teams through Skype and Periscope. Technology has infiltrated the employer-employee relationship.”
The list of trends for HR to watch in 2016 are:
A lot of the needed data, the panel said, can be found on social websites. Employees are more likely to keep their social media profiles up-to-date than they are to notify HR when their skills and education have changed.
“Creation of security systems and improved processes for onboarding will shape and control how we give new employees access to the tools they need and enable them to do their jobs when they walk in the door,” the panel stated. “It will also secure data so the right people have access to what they need.” The panel also predicted that the use of smartphones and tablets at work will drive an increase in the use of [two-factor authentication] to validate user access.
“Because someone is checking their e-mail at night, you may now be subject to paying 20 hours of overtime that you weren’t planning on paying,” Romley said. And while the use of wearable technology shows increased productivity, HR may be challenged with helping employees maintain work/life balance. HR may also be tasked with mitigating the risks associated with confidential company data on personal devices.
“Once they are bored, they are gone,” the panel said.
Aliah D. Wright is an online editor/manager for SHRM.
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