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Guest article: 7 key HR trends and predictions

Denis Tournesac | May 2, 2013
HR solutions firm Northgate Arinso's APAC and Japan president said HR directors need to ensure their departments become more agile.

Denis Tournesac - NorthGate Arinso APAC

Photo - Denis Tournesac, President Asia Pacific and Japan, NorthgateArinso.

 

This year we will see technological and economic movements converge - and this will evolve the role of HR within businesses. As business continues to change quickly, it is important for HR becomes more agile.  HR solutions must be able to quickly adapt to meet the demands of ever changing business needs.

Seven key HR trends for business leaders to watch in 2013:

1.      HR Gets Smart with Data

It's all about how big data being incorporated into business strategy. HR will move from collecting historical data to delivering predictive analytics. HR data analysis will be able to correlate "people data" with business data and subsequently create "people decisions' which is in line with strategic business direction. Organisations need to utilize data for better understanding on their workforce, as well as to recognize that workforce is able to achieve desired business outcomes. They need to build a technology plan that will allow them to collect and analyse the data that is required to support the strategy.

Hence, it should be on every HR leaders' to-do list in year 2013 to consider bringing in fresh talents with a background in analysis and statistics, HR dashboards, business related KPIs and (predictive) analytics. These will be one of the most strategic tools in getting credibility at the board table. Deploying an effective big data / analytics strategy will require longer time; hence companies need to get started on their strategies now.

 

2.      The Cloud Requires Wisdom

Cloud solutions are being adopted rapidly by businesses. CRM was the first major business process to be moved to the cloud, HR is following quickly.

At NGA, we talk about Business Processes as a service (BPaas): this reflects our expectation that businesses will look for providers who can offer an integrated mix of services and technology. Organisation will require a more functional expertise and add-on services to "wrap around" their cloud-based technology platforms. However, running the HR technology in the cloud doesn't mean the complexity behind certain HR processes goes away.

HR professionals should not be too prescriptive about their embrace of the cloud solutions. They should take time to find the solution and delivery model that works best for their businesses.The cloud technology marks the beginning of a business evolution, not an end. In the future we expect to see more companies moving entire businesses processes into the cloud, not just the technology component, but also the functional side.

 

3.      "Consumerization" Continued

In 2013, everything HR goes mobile. The increasing powerful speed and high capacity networks allow employees to utilize consumer web technologies tools to achieve a "consumer like" experience at the work place.

 

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