JULY- AUGUST 2017HR TECH OUTLOOK9In many large organizations, this work is well underway, but it hasn't reached the full implementation and continuous improvement phases. 2017 is the year companies need to deliver an HR interaction model that is mobile, frictionless across devices/channels, and available to most of your workers.3. Do important things faster, with data and technology.In this high-charged business environment, in which markets are changing and companies are being disrupted at an accelerating pace, speed and early signal detection are critical HR capabilities.HR departments can also augment slower-moving, labor-intensive talent and performance management processes with machine-learning-based career path recommendations.Such technology can suggest people in other internal roles who could provide perspective on those roles. A recommendation engine could facilitate more targeted mentorship and community-powered learning.This kind of real-time data feedback is often most effective when communicated directly to the employee, sometimes going so far as intentionally omitting the leader from the loop. With managers taking on more and more, it is now getting difficult for supervisors to provide daily feedback. However, data driven coaching offers a continuum of empowering the employee.The future of employee interactions with HR must be faster, more automated, and via various devices. While a core mobile user interface will still exist, more and more of the employee's digital experience will be powered by data and will drift toward a "no UI" paradigm (more on that below).4. Unplug conventional learning and development.As the pace of business change accelerates and just-in-time knowledge becomes more important than ever, conventional higher education and corporate-sponsored learning and development programs don't always cut it.Meanwhile, the vast Baby Boomer generation is starting to retire, taking with it a wealth of job knowledge. Video-based learning programs can capture some of this crucial knowledge before it walks away permanently.Additionally, job candidates see career advancement, development, and professional growth opportunities as key considerations when evaluating offers, according to multiple surveys. While conventional learning management systems and programs have fallen short of expectations, modern platforms are more promising. Their capabilities include:· Mobile video as the medium of choice.· Knowledge developed by a community of experts and colleagues, and curated by a few learning leaders.· Organizations placing less weight on formal education as a key recruiting criterion.· A bigger role for Massive Open Online Courses, or MOOCs.· A bigger role for the short video micro-learning format to address specific work challenges.· A bigger role for machine learning to make highly personalized learning recommendations tied to expressed career aspirations or current work streams.· A bigger role for "no UI" approaches to learning. For example, a voice request or chat like "how do I fix a broken chain on a road bike" responds by suggesting relevant video, audio, text, or other content. Users can still navigate to find content, but search and voice become more powerful entry points.· Increased use of virtual reality for immersive training and simulations.· Increased use of augmented reality to help complete tasks in real time.· Increased use of game dynamics and simulations to encourage learning and provide realistic on-the-job training.· Increased use of artificial intelligence for instant expert analysis in lieu of developing human expertise. Fully implementing all of those capabilities will take multiple years, but smart CHROs will start investing now in this digital transformation.
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