Human resource departments have utilized online recruitment services for years, investing in social media and job boards for talent acquisition. A new survey from Bersin by Deloitte, a research and consulting firm, found HR executives are starting to update their departments’ software to improve their recruitment and human capital management.
Outdated HRIS An Issue for Professionals. According to the report “Managing Talent Through Technology: HCM Buying Trends in 2013,” 61 percent of the 308 senior HR managers surveyed stated they will replace their human resource information system (HRIS) within the next 18 months. Conducted with Human Resource Executive magazine, the research reported more than half of departments said their systems were more than seven years old.
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Katherine Jones, lead analyst of human capital management technology at Bersin, believes improved HRIS will help with talent management and recruitment.
“Aging HR functionality, inability to support a global enterprise, disparate talent management applications, and tired talent acquisition tools are among the challenges facing many of today’s HCM technology users,” Jones said. “Now more than ever, companies want to embrace cloud technology, support mobile users, and provide an easy-to-use experience for their employees and HR managers.”
HR Technology Improvements. Derek Irvine, writer for TLNT, estimates the prevalence of big data will drive improvements in HRIS and updates in the technology. Being able to access employee information and manage talent is essential for human resource departments dealing with staff development and acquiring new hires. Social media has bridged the gap that outdated HRIS has left in talent management, but enhancements in the software might allow alternative options for recruiters to find internal candidates for positions. Analyzing workplace information is crucial for human resource departments when monitoring employee training and opportunities for advancement.
Improvements in HRIS might also help human resource professionals integrate recent innovations in HR management with traditional techniques. Irvine suggests performance appraisals may change due to HR technology advancements, but the updated software will only allow human resource professionals to collect more options about employee performance and create stronger evaluations regarding their development.
Many HR departments are set to refurbish their existing talent management systems this year. With enhancements coming, recruiters might begin to see the recruitment process become a little easier. Internal performance reviews and employee data may help human resource professionals understand how the workforce is operating and where there is room for improvement.
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