What Are IHRIM’s Top 10 Predictions for HR Technology in 2013?

Social Networking

As businesses strive for greater employee engagement, they will continue to leverage social networks with their processes and systems – especially with performance management and learning management.

Additionally, as there is a lot of content clutter in social, the use of platforms like Pinterest, YouTube, and Slide Share will continue to grow as a way to help information stand out in infographics, videos, and images.

Collaboration will also play a large part in tying the organization’s workforce together, providing forums for new ideas and acceleration within the business.

Mobile vs Desktop

The “desktop” workstation will start to be replaced by the mobile device – especially with the increasing use of tablets among consumers.

And as more consumers use their mobile devices (both in and outside of the workplace), companies will spend time & resources on developing and/or improving processes designed for a smart device – particularly when it comes to recruiting, information access and learning.

Predictive Analytics

While workforce analytics will keep growing as a key HR and business management tool, there will be a huge push to integrate this HR data to help influence decisions in the boardroom.

Predictive analysis will start to encroach on the metrics/analytics space as vendors start providing tools for gathering and interpreting trend data for purposes of predicting business environments and the accompanying workforce demands and individual potentials.

Systems Integration

As companies continue to merge or be acquired, the need for developing a single, global system of record (SOR) grows.

And with the increasing use of talent management applications in the workforce, the real need for integration of these processes will become a bigger topic of discussion in the C‐Suite.

And to complicate this trend, cloud‐based systems integrating with premise based systems present challenges likened to “storm clouds on the horizon”.

Big Data

Big Data has invaded the HR space, but the understanding of what use it has and what HR and the business can do with it is still in its infancy.

The focus will be on not just collecting the data, but ways to convert the data to information – the need will be for applications that allow meaningful interpretation and analysis leading to better decision making.