HRCI & SHRM Re-Certification Secrets on 6/29 or 7/20 at 11 AM CST. Recert credits available. Register here.
Friday already? How did that happen? For this week’s Friday Five I thought we could look at some of the emerging/growing HR trends relating to digital and data.
We’re in the era of big data HR, with recruiting, hiring and performance evaluations increasingly driven by data. But just how valuable is that data to companies? Bernard Marr speculates that HR data could be even more important to companies in the long run than financial data — because the more data you build up on your employees and their interactions with each other and the company, the more you know about how your business is really working. There are so many valuable insights in this data that few have started to mine — it will be interesting to see how this data, which is currently perceived has “HR data,” will be seen in the coming years.
Mercer’s 2017 Global Talent Trends Study says that while many companies are planning to restructure in the next few years, they don’t quite feel prepared or agile enough to do so, and business leaders don’t have confidence in HR to help get them in shape. Ayesha Banerjee reports that “job redesign is definitely not a priority for HR leaders this year as they continue to prioritise skill-building, identifying high-potential talent and developing leaders for succession, and attracting top talent externally.” The question then, is how can HR balance those goals and also prepare organizations for coming transformations and restructuring?
Complete our HR & Recruiting Buyer Survey. Enter to win one of five $25 Visa gift cards. Click here.
A new study from Information Services Group predicts that by 2020, “more than half of all enterprises will move all or some of their HR systems to the cloud.” Many companies have already begun moving some of their HR functions to the cloud, especially larger business, but ISG is predicting that by 2020 those early adopters will have moved most of their functions to the cloud and the laggards will have begun moving to cloud based software as well. HR Dive argues that this means more flexibility and stability for businesses — mostly I’m hoping business leaders get even more serious about data security.
This is a longer read from Cade Metz at Wired. He took the AI deep learning class that’s being offered to Facebook engineers and is causing so much bizarre in tech and even in HR. AI is one of the biggest trends in HR this year and in the recent past — like a lot of you I’m watching new developments in this space very carefully. Metz’s piece is interesting for a couple of reasons: 1) It shows how eagerly engineers are trying to get into the field and how much confidence they have in it, 2) It shows us a bit about the new directions that commercial AI research is going in.