Future of HR Tech

The world of work is changing, and it’s changing rapidly. Employers of all sizes are experiencing rapid digital transformation, in part thanks to the technology used internally to power the workforce and enable HR.

Small and medium sized employers are the ones who are writing the future of HR Tech and work, and it’s this segment where constant HR innovation is happening.

#HRWins recently conducted a survey of 974 U.S. based companies examining the middle market segment. The goal? To uncover their plans for HR technology in the immediate future. The survey also examined usability of HR Technology, HR data usage, and HR Tech purchasing plans.

Here are 4 of the top findings from the #HRWINS special report. You can download a copy here.

1. The majority of leaders are seeking to connect the dots between HR data and business outcomes.

business outcomes and HR tech

We’ve long said how employee feedback, workforce insights and employee engagement can help drive business outcomes. But the latest #HRWINS report validated that HR and business leaders know that engagement is tied to a high performance culture.

66 percent of those surveyed said they’ve already correlated HR data to their business outcomes. What’s more is that nearly half of those surveyed said that they expect to continue to tie even more HR data to business results in the future.

2. They demand integration and access…NOW.

biggest challenges across tech

There was one challenge cited more than any other: nearly one third of those surveyed said their biggest challenge was the ability to integrate all their HR tech. The report emphasized how it’s now an expectation, however, that platforms and point solutions talk to one another.

[clickToTweet tweet=”Employers want their data, and they want it to be visible across all their technology, on their terms” quote=”Employers want their data, and they want it to be visible across all their technology, on their terms.”]

Combine this with how employers are ready to do whatever they can in order to leverage HR data more strategically—and you can see why seamless integration matters so much to them. Ultimately, part of that means greater access to the right kinds of data, and part of that comes down to implementing tech that supports true integration.

HR leaders want to be able to show, prove, and then improve ROI, and one of the most fundamental ways to do so is to ensure their data can be fluid between interfaces.  

3. Their focus is performance management.

HR WINS report planning to buy hr tech

One thing is clear: [clickToTweet tweet=”Small and medium sized employers have a strong and growing appetite for HR technology.” quote=”Small and medium sized employers have a strong and growing appetite for HR technology.”]

Just as they look to invest in the features they need to run their business, they haven’t lost sight of the big picture: improving performance management.

After payroll and background check software investments, leaders said that in the next 12 months, they plan on purchasing HR tech that would support performance management.

4. Manager/supervisor support is driving HR tech investments.

HR tech decision making

Our findings show that the middle market decision makers care deeply about purchasing tech that will empower their managers and supervisors.

In fact, the top three drivers of HR tech decisions all represent strategic contributions to the business by HR. Specifically, when asked what factors were driving their HR tech decisions, “manager and supervisor support” was found to be the top objective. (These findings are consistent with how SMB and middle market C-suites are closer to their business operations than the enterprise segment.)

The second driving objective was found to be improving employee productivity, rounding out other objectives that also supported that employers want HR tech that is built (and can be implemented) with the employee in mind. Perhaps these findings also suggest that decision makers want to empower leaders, knowing just how important leadership is with any engagement initiative.

See the #HRWINS Case Studies

Employers know their HR data is tied to business outcomes, and they’ve come to expect that their data be portable and seamless, offering them ongoing, robust workforce insights. See the #HRWINS infographic here for more figures, or download the full report below to see case studies that feature how high-performing organizations are approaching HR tech and HR-related decisions.

HR Wins Download

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