What is the new HR technology for 2016? Is there a massive replacement of licensed, traditional HRMS systems taking place?

In, the HR Technology market tends to go in cycles, wherein vendors are introducing amazing and disruptive new technologies in all areas of HR and companies install new solutions and go through a5-7 year cycle of implementation, rollout, and then replacement.  In several areas of HR we are nearing the end of a cycle, so let me summarize some of these evolutionary changes - then you can read the report for more detail.

First, there is a massive replacement of licensed, traditional HRMS systems taking place.

More than% of all companies are replacing or plan to replace their core HRMS systems. Cedar-Crestone believe% of all companies are working on a new enterprise HR systems strategy and% are increasing budgets. Interestingly, Stacey Harris (one of our alma maters) also found out that companies with new, recently upgraded HRMS platforms are spending% less per employee on HR, so they are seeing financial benefits (even though the cost of implementing new HR technology is high).

These new HRMS systems are cloud based, and they are coming from vendors (Oracle, SAP, Workday, ADP, Ceridian, Ultimate Software, and others) that have mostly built-out talent management suites.  Almost% of the companies in the Cedar-Crestone survey are doing "rip and replace" - totally throwing away their old systems.

I just hosted a panel with Delta Airlines (SAP implementation), Macy's (Oracle implementation), and United Technologies (Workday implementation) and we discussed the highly complex, multi-year process these companies are going through to replace their core technology. In every case the company selected a vendor that had particular capabilities that met their needs, and in each case there are many incumbent systems, payroll providers, and outsourcers involved.

Erica Volini, Deloitte's service line leader in HR Transformation and Technology, explained clearly that there are no "best products" in this space - it's all a matter of where you're coming from, where you're going, and the vendor who's roadmap best matches yours.

Second, the talent management market is being redefined.

I've been in this market for+ years and the standalone market for learning, recruitment, and other talent applications is being redefined. The LMS markets is being disrupted by new video-based learning solutions, many of which will be complimentary to installed systems. There are a host of new, disruptive recruitment vendors who are clearly going to change the applicant tracking market. In fact I believe that market is ripe for disruption, since most ATS systems are quite old (as are the vendors).  And the market for new performance management systems is emerging.

I know, the ERP vendors do all this stuff. Well even so, companies of all sizes will often either A) not use the ERP vendor's products, or B) can't afford the ERP solution - so these new vendors have a huge marketplace ahead. As always, once the gorillas emerge they will likely be acquired by the big HRMS/Payroll providers, but that's years ahead.

Third, the market for feedback, culture, and engagement apps is here.

 The traditional annual engagement survey is going the way of the dinosaur (slowly however) and a new breed of pulse tools, feedback apps, and anonymous social networking tools has arrived. If you aren't exploring this space you are missing a huge opportunity to make your company better. I wont list the vendors here, but every one of them is growing and I see this as a whole new segment.

Fourth, we have a maturing market for employee well-being, wellness, and productivity systems.

 you'll see even more on this coming up. To deal with this companies are now introducing some very exciting and well developed systems that let your employees join health-related challenges, track their fitness, collaborate with their health care providers or others, and just help balance their work-life.

Personally I think this will be a huge market going forward, and even device manufacturers and exercise equipment providers are developing these systems.

Fifth, the era of People Analytics is here.

  In short, this space is now maturing. While most companies are early in their implementations and solutions, there are now a good set of organizations that have implemented strong people analytics strategies, and almost every vendor now has some form of predictive analytics embedded into their product.

Rather than seeing dashboards, you're likely to see "recommendations"- so some of this technology is invisible behind the scenes.  Tools to predict flight risk, assess high potential job candidates, even find toxic employee behavior - are all in the market today.  While many are not highly proven yet, they all work to a degree, providing great value to any company.

Apps as the Platform of the Future

The final note I'll make here is that "appification has arrived."  mobile apps are the future - and they are different and more powerful than typical browser-based web systems.  Not all the killer apps have been created yet, but most of the new, exciting HR applications coming are apps first, then web systems later.

This does not mean they aren't powerful and complex behind the scenes, but they expose themselves as pinch and swipe on your phone - making it easier than ever to embed location and peer to peer collaboration into the system.  We'll write more on this soon.

If you haven't been evaluating HR technology lately, you should now. The investment and venture capital pouring into new companies is astounding, and many of these new tools are transformational in their value.

It's an exciting year to be an HR professional: the worlds of technology, mobile computing, analytics, and behavioral economics are all coming together for you!  We look forward to helping you understand and implement some of these exciting new solutions.

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HR Technology for 2016: 10 Big Disruptions on the Horizon

The HR technology landscape is changing more rapidly than ever before. As we enter the final months of 2015 and start plans for 2016, it is important to look at the transformational changes taking place in the HR technology landscape. This report highlights ten of the leading trends to consider for the year ahead.

1. Consumerized HR Technology: Think Employee Tools, Not HR Tools Only a decade ago HR systems were designed primarily to help HR professionals do their jobs. HR management systems (HRMSs), applicant tracking systems (ATSs), learning management systems (LMSs), and most payroll and benefits applications were created to streamline the work of HR administration, improve record-keeping, and help redesign HR processes. Although employees were considered the “end-users” of these systems, they typically used them as little as possible, and mainly as replacements for the paper forms developed by HR. Today the market has radically shifted. Many HR applications are becoming tools for employees first, enabling them to better manage people, learn and develop, and steer their own careers. Several years ago we talked about the shift in HR technology from “systems of record” to “systems of engagement.”1 Today’s HR applications should be fun, gamelike, and designed to help improve our productivity at work.

2. The “Appification” of Everything: Mobile Apps as a New HR Platform One of the most disruptive changes taking place today is the emergence of mobile apps as the primary technology platform we use. There are now more than 2.1 billion smartphone users on the planet.3 Mobile Internet growth increased by 69 percent in 2014, and 55 percent of that mobile traffic is now video.4 In short, mobile technology has become nearly ubiquitous, and many consumers are looking for video, not just text, in their mobile experience. The same research also shows that most people are spending 5.6 hours per day on the Internet and 51 percent of that time is spent on mobile phones.5 It follows that to reach employees around the world, companies may need to “appify” their HR tools. To be clear, apps are not simply mobile-enabled web applications. Too many vendors talk about mobile technology as if it were a new platform for web apps. Mobile technology is also a new mode of computing, requiring different usage mechanics, different features, and different user dynamics. Mobile apps should be simple and easy to use—users can swipe and flip, rather than tab and scroll. Effective mobile apps should be social, use location data, and take advantage of different services.

 3. Emergence of ERP Providers in Expanding Talent Management Segment ERP vendors are now catching up as credible, effective, end-to-end talent management technology providers. History tells the story. A decade ago, the talent management market was dominated by small startups, midsize companies, and innovative software vendors selling licensed software. Recruiting, learning, and performance management tools were sold as separate products, forcing companies to find ways to stitch these systems together4. Built-for-the-Cloud Providers Redefine HR Functions As ERP vendors grow their offerings in the talent market, a new and disruptive set of vendors has surfaced. Most of these companies were “built for the cloud” and have designed mobile apps and modern interfaces from the beginning. We think of this as the “third wave” of talent solutions—products that are consumerlike in ease of use, very inexpensive to buy, and built for mobile and the cloud. The market for these kinds of startups is already quite strong: An estimate of more than $3 billion went into startups in 2014 and 2015

5. New Software Categories: Feedback, Engagement, and Culture Management I am amazed at the number of new tools being developed for employee feedback, pulse surveys, culture assessment, ongoing engagement monitoring, and new agile approaches to goal management and performance management

6. The Reinvention of Performance and Goal Management with Feedback and Check-ins As we have written about for many years19, traditional year-end performance management is undergoing major redesign. More than 40 companies we know of have done away with ratings altogether, and hundreds more are simplifying their approaches, getting rid of forced rankings, and rethinking the bell curve as a model for compensation and performance distribution.

7. Learning Experience Middleware: Integrating Content from Everywhere The training marketplace continues to grow (showing 10 percent growth this year alone21), and there is more specialized content on the market than I have ever seen in my 15 years as an analyst. Marketplaces of expert-led content (such as Udemy, Big Think, OpenSesame, and major players such as Skillsoft and lynda.com) continue to expand, while platforms such as Degreed, Pathgather, Fuze, and providers such as Udacity, NovoEd, CorpU, and Intrepid Learning, are bringing new content to market. Buyers can now find “expert-authored” courses in any number of places.

8. Growth of Predictive Analytics: The Value from New Vendors and Solutions While most companies have been slow to adopt people analytics, vendors have quickly seen the opportunities. Major HRMS, talent management, learning, and recruiting vendors now offer “intelligent recommendations” and predictive analytics modules—and they’ve built out their development teams. While it’s difficult to tell how accurate various predictive models are, vendors are moving fast; most already have solid data science teams working on their software.

9. Technology Services Continue, Despite Escalation of Cloud Computing One of the most common fallacies about cloud computing is that it will make customization, consulting, and management services obsolete. Our experience shows that this is not yet true. Every company that buys a new cloud-based HR system (whether it be a payroll, HRMS, learning, talent management, or recruiting system) experiences challenges during the transition. New systems often have to be “harmonized” with existing processes; there are many points of integration to stitch together and there are many user interface decisions to make. Additionally, there is a vast amount of training, change management, and communication to roll out

10. Pace of Innovation Accelerating, but Engagement Still Critical During my 15+ years as an analyst, I have never seen so many new vendors and capabilities, and so much new talent entering the HR technology marketplace. Nearly every part of HR—from sourcing to recruiting to talent and performance management to learning—is being transformed. Smart, young companies are trying to reinvent HR—with a focus on expanding talent services and addressing the needs of more dynamic, transparent organizations.

Excerpt from: Perspective | 2015 by: Josh Bersin Principal and Founder Bersin by Deloitte Deloitte Consulting LLP

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Cloud-based learning, collaboration and performance management are among the HR technology trends that are conspiring to put more control over HR processes in the hands of employees and managers, according to a new report released at the HR Technology Conference & Exposition.