HR Technology in the Post SHRM18 Era

 The Society for Human Resource Management Annual Conference has concluded. HR Professionals are in equal parts exhausted and inspired as they digest knowledge and seek to share it in their native space.

Having attended 8 SHRM Annual Conferences in the last decade, I'm always impressed with the evolution of networking and knowledge sharing that continues to build out the HR tool belt.

First time attendees always share with me their amazement with the Exhibitor Hall; a physical representation of the crowded Human Capital Management space. With so many resources at hand, one might have to consider if a return from Chicago has left HR Professionals more overwhelmed than inspired... ?

Having spent 10 years at street level as a Human Capital Management advisor, I can tell you that employees, their managers and HR Leaders alike are yearning for a few simple consistencies:

Consolidation
You've got Payroll Software and CRM's and Performance Management Software and Employee Recognition Software and Recruiting Software and On-boarding Platforms and clouds and SaaS and landing pages and API's and SSO's and SAMLs..... where does it all end?

The goal going into 2019 is finding a central landing page where all employees can access all of the aforementioned "platforms" without having to close screens or enter a thousand passwords.

Automation
Putting everything in an accessible spot isn't enough. There needs to be a comprehensive way to integrate all HCM technology in a contiguous manner.

Many vendors say they have automated technology that are pulled together by a number of different system disruptions.

BEWARE fake integration!  

Scale
Every technical vendor in the HR Space has a standard (read: off-the-shelf) technical suite and a customized (read: expensive) technical suite.


Once systems are centrally located and talk to each other, they need to be flexible.

Are the systems you are using adaptable to their audience?
Can individuals from different departments (or parts of the world) interact with one another?
Can employee results be socialized?

Step 1: Create a consolidated access page
Step 2: Develop a system for recognizing results in every area of Employee Development
Step 3: Funnel these systems into your Employee Value Proposition

If these technical fundamentals seems simple.... great!

Inventory, Consolidate, Measure & Reward!

Your employees want to climb the ladder, all they need are the keys to unlock the rungs.

- David Kovacovich