Inarguably, workforce data gives HR a strategic business advantage. Yet, fewer companies had plans for data analytics in the coming year—even though experts suggest investing in talent analytics is imperative for HR.
“HR must put some muscle behind mobility to remain competitive, especially for recruiting applications, so that candidates can easily find positions via handheld devices,” the report said.
Other reports back this up: According to Jobvite’s 2015 Job Seeker Nation Study, 21 percent of people surveyed said it is important for them to be able to apply for a job from their mobile devices. Additionally, 47 percent of Millennials surveyed by Jobvite said they used a mobile device in their last job search.
SilkRoad’s survey found that more companies plan to introduce new applications and integrate existing ones in the coming year. Companies are also seemingly well-aware of complex trends in system usability—the demand for self-service applications and well-designed user interfaces for both employees and candidates.
“Still, to realize the full business value of talent management technology, HR leaders must continue to translate their awareness into action: Develop a cohesive strategy for technology, present a strong business case for the benefits and build interdisciplinary teams across departmental boundaries,” SilkRoad’s report said.
9 Things to Do
SilkRoad offered nine actions that human resource information technology managers can take to “kick their HR technology up a notch”:
1. Be a supporter of HR technology. Own the initiative.
2. Be prepared. Keep up with the latest trends in technology, “so you’re prepared to articulate the strategic value of the system you choose. Sharpen your ‘numbers’ skills so that you’re confident analyzing metrics the system will provide,” the report said.
3. Pinpoint main stakeholders in any efforts for automation and/or integration. Partner across the organization with IT, the executive suite, sales, marketing or other departments to build support.
4. Make system usability a priority and design it for the important issues.
5. Clearly define requirements for each group of users.
6. Identify key performance indicators for success and continually set company expectations.
7. Develop a robust rollout plan with clear milestones and timelines—even when deploying a single application or feature change. Be certain your approach guarantees a manageable project.
8. Prepare a communication plan as well as a technical plan so employees are able to understand the upsides and downsides of the new technological changes. For example, know and explain what HR technology can and cannot do.
9. Don’t forget to make a plan to train administrators as well as employees.
Aliah D. Wright is an online editor/manager for SHRM.