报告吧www.baogaoba.xyz收集De oitte.TALENT TRENDSHR TechnologyDisruptions for 2018Productivity,Design,andIntelligence ReignJosh BersinPrincipal FounderBersinwww.baogaoba.xyz独家收集不断更新报告吧With somewhere around 3 billion people now working around the world',themarketplace for HR technology and services is enormous-and ever-changing.Thisyear,as I try to recap all the disruptive changes taking place,the simplest way I canput it is this:The market is reinventing itself.Three microtrends are driving thisreinvention:changes in the overall technology landscape,changes in the way wework,and changes in the way we manage organizations.Changes in the overall technology landscape.We now live in a world of always-on apps,floods of data,real-time communication,and increasing use of artificialintelligence (AI),cognitive bots,and intelligent predictive software.Thesetechnologies are quickly bringing new functionality to the world of HR.Wantto know why you're feeling burned out?Curious about whom to partner with toimprove your productivity?Need to pin down just what to do to get that promotion?All of this functionality and more is coming.Also likely to be on the horizon isincreasing use of virtual reality(VR),which is poised to revolutionize training.2.Changes in the way we work.We've been writing about the over whelmedemployee for years',and it's still a major business issue.It's part ofthe reasonproductivity is almost flat in the United States (at 1.4 percent as of January 20173),while employee engagement is flat to declining.It's also why many people arestruggling to find a way to fit mindfulness classes,yoga,and a focus on wellbeinginto their lives.In this hyperactive new working environment,HR technologyshould make work easier or most people simply won't use it.This is a big newchallenge for vendors,and one reflected in the explosion of tools for pulse surveys,wellbeing,organizational network analysis (ONA),and engagement,all of whichare intended to help companies make work life easier-and,consequently,moreproductive-for their employees.1"Global employment:What is the world employment rate?"The Guardian,2016,www.theguardian.com/news/datablog/2011/jan/25/global-economy-globalrecession.2Are You an Over whelmed Employee?"LinkedIn.com /Josh Bersin,March 11,2014,www.linkedin.com/pulse/20140311001037-131079-are-you-an-overwhelmed-employee-new-research-says-yes.3"Beyond the Numbers,"United States Department of Labor Bureau of Labor Statistics,January 2017,www.bls.gov/opub/btn/volume-6/below-trend-the-us-productivity-slowdown-since-the-great-recession.htm.AON-PLC-11994390/news/Aon-Employee-Engagement-Declining-Across-the-Globe-24083101/.2www.baogaoba.xyz独家收集不断更新报告吧www.baogaoba.xyz收集HR Technology Disruptions for 2018:Productivity,Design,and Intelligence Reign3.Changes in the way we manage organizations.Companies are increasinglyoperating as networks ofteams-which puts team management at the center oforganizational design.Deloitte's 2017 Global Human Capital Trends researchfound the "Organization of the Future"to be the number one human capital issuetoday,with 88 percent of companies citing it as a top priority.s And while systemsthat force us to view our organizations through a hierarchical lens may sometimesbe necessary,they are simply no longer enough to effectively manage and supportthis new way of working.Team-centric tools,platforms,coaching,analytics,monitoring,and assessment tools are red hot-because they are needed.Of course,reinvention is nothing new in the HR software market:change is theKEY POINTindustry's one constant (see Figure 1).During the 1970s and 1980s,HR softwareReinvention is nothingvendors focused on building systems of record.Companies purchased PeopleSoft,new in the HR softwareSAP,and other on-premise HR software and started to integrate HR into othermarket;in fact,changeenterprise resource planning (ERP)systems.During the 1990s and early 2000s,theis the industry's oneindustry focused on developing capabilities to support recruiting,training,andconstant.performance management,and integrated talent management systems emerged.Around 2010,companies began the move to the cloud,replacing their old coresystems of record and building systems of engagement that employees could actuallyuse themselves.Today,I believe we are in a fourth phase,one that demands technology designedaround teams,individuals,and networks-tools that implement agile talent practicesand also help people be more productive.In addition to systems that are easy to use,workers today want systems that enhance productivity.During the next few years,many companies will be upgrading their traditional email systems and implementingnew tools designed to help make collaboration,video conferencing,and everyother form of communication easier-tools such as Microsoft Teams,Workplace byFacebook,Slack,Trello,Skype,HipChat,BlueJeans Network,and dozens of otherofferings.If new HR tools do not also make this shift toward teams and productivity,they are unlikely to survive.The current wave of change sweeping the industry islikely to serve as a big wakeup call for legacy vendors.University Press,2017,https://www2.deloitte.com/us/en/pages/human-capital/articles/introduction-human-capital-trends.html.6"The Move from Systems of Record to Systems of Engagement"Forbes /Josh Bersin,August 16,2012,www.forbes.com/sites/joshbersin/2012/08/16/the-move-from-systems-of-record-to-systems-of-engagement/7d496dd447f5.Copyright 2017 Deloitte Development LLC.All rights reserved.Not for distribution.Licensed material.wwW.baogaoba.xyz独家收集不断更新报告吧www.baogaoba.xyz收集HR Technology Disruptions for 2018:Productivity,Design,and Intelligence ReignFigure 1:How the HR Software Market Has EvolvedTeamsSystems ofHelp me get workProductivitydone in a productive,Networkshealthy wayPeopleSystems ofEngage,ManagementempowerEngagementconnect peopleIntegratedHire,train,TalentTalent ManagementManagementSystemsmanage enablepeopleSystems ofTrack,manage,ERPadminister handleRecordcompliance1980s1990s200052010s2020Source:Bersin,Deloitte Consulting LLP 2017Driven by this market reinvention,the past year has been one of the hottest I'veever seen among investors in HR technology.Venture capital and private equitycompanies invested $1.87 billion in HR and workforce-related products duringthe past two years',and that does not even include the wellbeing or educationaltechnology markets.More than $900 million of that investment has taken placeduring the first seven months of 2017.3A massive wave of upgrades and replacement is sweeping the industry.Manycompanies are replacing their core systems with cloud-based technologies and/or building entirely new infrastructures of team-oriented,app-and data-centric,network-based applications for HR.Sierra-Cedar research shows that 45 percent oflarge companies and 51 percent of midsized companies are increasing their spendingon HR technology,with only 8 percent and 10 percent,respectively,spending less.3It's an exciting time for investors and buyers alike.The remainder of this reportprovides our readers with some context to help make sense of all that excitement.7Proprietary information provided to Bersin by CB Insights.8Ibid.9Sierma-Cedar 2016-2017 HR Systems Survey White Paper,19th Annual Edition,Sierra-Cedar Stacey Harris and ErinSpencer,www.sierra-cedar.com/research/annual-sur vey/.wwW.baogaoba.xyz独家收集不断更新报告吧www.baogaoba.xyz收集HR Technology Disruptions for 2018:Productivity,Design,and Intelligence Reign1.A New Focus on Tools forWorkforce ProductivityWhen it comes to workforce productivity,the first thing to understand is that theamount of time workers spend online is still increasing."Further,we are aboutto go through a massive global shift away from email as we know it and towardconversation-based systems such as Slack,G Suite,Workplace by Facebook,MicrosoftTeams,SAP Jam Collaboration,and many more.Over time,this will likely includevoice-recognition software similar to Amazon's Alexa and Apple's Siri",as well asintelligent chatbots.Many of these new workforce tools look like social networking systems;they letKEY POINTworkers post pictures and create groups and alerts,all within mobile-enabledMany of the newplatforms designed to facilitate team-based communication in ways email oftenworkforce tools lookcan't match.For example,Deloitte now uses a team-centric collaboration platformlike social networkingto manage its Global Human Capital Trends research,global leadership teamsystems.communications,and dozens of other initiatives.(Although we continue to be amassive user of email!)As companies replace hierarchal management with a networked team structure,weare going to be using new tools purpose-built for teams.For example,Cisco System'steam enablement leader found that while the company has 20,000 teams activelyworking on projects,none of their work or team-related data is in the HR systemsof record-so the company has implemented a brand-new team-based managementsystem to manage goals,performance,coaching,and more.As these new tools enter the market,HR should partner with IT to help make sureHR technology is synergistic with other new systems.For example,most of thenew performance management tools have plug-ins to work with offerings such asSalesforce and Slack.As new team-based tools take off (and they will),it's importantto make sure the HR tools we buy are designed to work together.As I discuss later in this report,these tools will impact performance and talentmanagement,as well as learning,in a big way-so hang on for another set ofdisruptions over the next few years.https://techcrunch.com/2017/03/03/u-s-consumers-now-spend-5-hours-per-day-on-mobile-devices/.publication and has not been authorized,sponsored,or otherwise approved by Apple Inc.Copyright 2017 Deloitte Development LLC.All rights reserved.Not for distribution.Licensed material.wwW.baogaoba.xyz独家收集不断更新