Mobile will soon encompass the whole spectrum of HR. The apps trend is leading workforce technology. Vendors, such as Workday, design their software for the mobile platform first before taking it to the desktop. It’s a trend driven not only by the ubiquity of mobile devices, but also by the fact that the existing user interface at most organizations is subpar. So that is driving some work to improve the user interface by giving it to employees on mobile devices.
Continued advancement in areas such as workforce management, in which — for example — hourly workers can check their schedules, and view pay statements and additional work-related information via their smartphones. Tablets, meanwhile, will see continued advancement in talent management, with apps that let users conduct performance reviews and succession planning.
When it comes to mobile devices, we will see the growing use of smartphone attachments that can monitor heart rates and other biorhythms. The phone is rapidly becoming a device that lets people understand their physical performance from much more than just an athletic perspective, and employers are going to want access to this kind of information.
Some smartphone apps can even, via specialized headsets, measure a person’s brain activity to determine whether his or her mind is in a “relaxed and meditative” state or a busy one.
“It’s not hard to imagine companies saying, ‘I want your best eight hours, considering that’s what I’m paying for,’ …. which means they may replace with company-issued devices, with the caveat that employees are expected to share with them the information that is generated.
And what about privacy concerns?
You may want to pretend there’s privacy, but there is some price point at which you’ll willingly part with it…Privacy isn’t a right, it’s a commodity.
The Vendor Landscape
SAP’s acquisition of SuccessFactors means it has the capability to deliver a “completely different” user experience to its clients, while Oracle is developing new apps for the tablet and its new social network, along with more collaborative tools and analytics embedded in its applications.
Meanwhile, new and insightful tools from niche players such as OrcaEyes and Visier will make analytics more intuitive and “go beyond traditional dashboard stuff to deliver truly insightful analytics that HR can act on.”.
There’s going to be a smaller number of vendors than today offering core HR with integrated talent-management tools.
IBM to come out strong in the human capital management space due to its recent acquisition of Kenexa to drive social collaboration.
More innovations coming from Salesforce.com
Ceridian to make a difference with time-and-attendance, scheduling, performance management and recruiting.