HerbertNathan & Co recently presented HCM software landscape in Oslo and Stockholm, and here are the 5 biggest trends every HR director should know.
This should not come to anyone as a surprise. HR is an important driver in change management, especially in times when organisations must evolve continuously. Effective work processes, digital workflows and an easy access to information allow HR teams to spend more time on developing the organisation, managers and employees.For example system support for performance management, career planning, competence development and pulse surveys contributes to higher engagement. The data that HR systems host can be used as a foundation for analysis and support business decisions. In order to remain competitive, organisations must stay on top of which competences they have, and if they have the right competence in case the business model evolves.
- Cloud as a delivery form
This changes the time investment an organisation must prepare for when implementing an HCM solution. It also reduces the time required to update and administrate the system. From cost perspective, cloud solutions tend to have a clear and predictable pricing model. CatalystOne recommends that you also take the cost of configuration into consideration: find out how easy a system is to configure the system when the needs of your organisations develop over time.While cloud is a low-maintenance delivery form, it’s important to have an internal resource who will ensure optimal use of the system in your organisation as new versions are rolled out. As many suppliers release 2-4 new versions each year, it’s important to have an overview of new functionalities and enhancements.
- Technology evolution creating new systems and enhancing existing ones
Automation, such as workflows and built-in controls are becoming the new standard. Machine learning and artificial intelligence (AI) has already found its way into HCM, and this trend is going to take more space in the coming years. Mobile solutions and improved user interfaces will have an impact on how and where HCM solutions are being used, and at the same time you can expect to see completely new systems and applications being launched at a rapid pace.
- More global actors in the Nordic market
Digitalisation is enabling more and more Nordic organisations to go global, and at the same time we’ll see more global HCM software players in the Nordic market. The mid market in particular will see a larger variety of global suppliers. Out of global players that have previously had focus on talent management, many have expanded to support core HR processes, such as HR master data in order to be able to host as much of the employee lifecycle as possible.
- Self service
As more and more HCM systems support mobile use and cloud is becoming common as a delivery form, days when self service was limited to basic contact information are over. Many HCM systems now offer a broad self-service functionality, and suppliers are investing in developing user-friendly interfaces. Regulatory landscape, the General Data Protection Regulation (GDPR), will change the way employee data is handled and this will have an impact on how self service solutions are designed.