Infor HCM Strategy Director Marcus Mossberger answers a few questions about the future of HR and how to navigate robots, millennials and more.
HR technology can help organizations better manage the workforce and leverage talent for competitive advantage. How can organizations ensure they’re selecting the right solution and optimize it as an agent of change?
With any new technology, success starts with evaluating both people and business processes, as well as understanding what you’re seeking to achieve. The right solution is the one that meets your unique needs. If you automate a poor process, you might reap the benefits of automation but you won’t achieve true transformation.
There’s a high rate of technology project failure not because people are unhappy with the technology, but because they’ve mirrored a process that wasn’t working well when it was managed manually or via Excel spreadsheets. Implementing new technology is a good time to examine processes and workflows and consider how they can change to deliver better results.
What’s driving the more scientific approach to human capital management?
We now have an opportunity to use data to drive better decisions and that’s bringing fundamental change to HR organizations. Workplace expectations are also changing. Employees no longer plan to spend their entire career at a single organization and expect their employer to offer opportunities to grow skills and have new experiences.
HR has the opportunity to be more like Amazon and use data and analytics to individualize workplace experiences while ensuring alignment with business requirements. For example, rather than one-size-fits-all training, organizations can personalize individual development and tailor it so it has greater relevancy, value, and effectiveness for both the individual and organization.
Infor Talent Science combines science, technology, and analytics to predictively link behavioral data to real business outcomes, helping organizations better select, develop, and retain top-performing employees. Using a scientific approach to talent management, organizations will be able to decrease turnover, improve performance, streamline hiring processes, and reduce risk.
A global talent pool, changing technologies, evolving regulations, social media and an abundance of data are creating the need for new skills in the HR department. What are the necessary competencies of a modern HR organization?
A lot of HR professionals got into the field because they like working with people, applying critical-thinking, and developing ethics and social responsibility strategies, but the flood of data available is creating the need for new skills and the ability to balance the emotional component of HR work with the data to make decisions. Many HR organizations don’t have the analytic skills to look at the data, understand statistical significance, uncover causation and correlation and extract clear insights. As organizations prepare for the future, that’s a necessary skill set to recruit and retain for in HR.
How close are we to the reality of digital managers and employees?
Robots in HR sounds like science fiction, but artificial intelligence is already being used in other areas to automate and enhance a wide range of business processes. Using digital employees, organizations can automate repetitive tasks in astoundingly human ways, allowing HR professionals to focus on more meaningful interactions and strategic work.
There are 80 million millennials in the workplace. How are their career expectations different from other generations?
Millennials have gotten a bad rap, but the reality is they’ve grown up in a different environment with access to technology, changing social norms and blurring personal and professional boundaries.
The notion of one job for life has given way to an average tenure of three years, with job hopping and holding multiple jobs the new norm. There’s some concern when employees constantly change roles of how do they get real experience, but this is the first generation entering the workforce with a better understanding of business tools than senior workers.
So, they expect to get ahead quicker and be able to contribute in meaningful ways to the business from day one. Organizations need to embrace this demographic and be adoptable and flexible to achieve long-term success. The right HR technology can support an inventive talent strategy using solutions that meet the needs of this talent pool.
Contact your regional Avaap representative to learn more about Infor HCM and the Infor suite of Talent Management solutions.