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5 Talent Technology Trends that Matter in 2014

So many talent technology “trends,” so little time. Wasn’t technology supposed to give us more time?

So many talent technology “trends,” so little time. Wasn’t technology supposed to give us more time?

The rapid pace of technology development can make it difficult and time consuming to keep up with the latest and greatest and understand what’s really going to help you achieve your HR and talent management goals. To help (and give you back some of that mythical “time” you were promised) we’ve identified five HR technology trends that will really matter in 2014 and beyond.

    1. Global, Virtual Work – Reports of the death of “work from home” have been greatly exaggerated
      Virtual work is here to stay. Though some organizations (Yahoo, HP) made news last year by eliminating the work-from-home option, many others are increasing their virtual workforce. Benefits of supporting a virtual workforce include significant cost reduction ($11,000 per employee, per year), less absenteeism, and retention, as, according to PWC’s 2013 NextGen: A Global Generational Study, many employees would choose work flexibility over pay.
    2. Collaborative Productivity – More than social for social’s sake
      A 2012 McKinsey study found that implementing social, collaborative technology can increase productivity by 25% and those organizations that don’t are missing out on their piece of $1.3 trillion in untapped value. And just having a discussion forum doesn’t count.
    3. Context-Aware User Experience – Tools that people use because they want to
      Context-aware HR solutions deliver hyper-personalized information and recommendations that increase the productivity of every employee, where and when the employee needs it. So instead of one-size-fits-all learning or talent programs, your employees get a unique experience personalized to their needs, and managers get the in-context information and recommendations they need to better manage their teams. The result? People will actually USE your HR systems and programs – and not just because you make them. When adoption rises, so does productivity and ROI.
    4. Analytics – Big data doesn’t have to be complicated data
      Organizations that use workforce analytics to effectively leverage their workforce see higher quality, productivity, customer satisfaction and market share, according to a recent Harvard Business Review survey. Unfortunately, most organizations have employee data siloed in 3 or more HR systems, as well as other internal and external systems, making effective workforce analytics seem like an impossible dream. New technology is available now to help you solve this without the expense and risk that comes with HRIS consolidation projects. Just read the whitepaper.
    5. The Cloud – Still unsure? You’re not alone
      The Cloud – specifically the public Cloud or SaaS has been a strong trend for a few years now and will continue in the future. The potential cost savings, scalability and flexibility make it the right deployment choice for many. However, there are some organizations that aren’t ready for the public cloud yet for a variety of reasons.CedarCrestone found that less than 18% of HRMS deployments are in the cloud, so if you are still on the fence – you’re not the only one. If you aren’t ready yet, be sure that your HR solution provider offers a choice of deployment — public, private (hosted), a combination (hybrid) or on-premise. The choice should be yours, and your vendor should support your needs today and have the ability to adapt as your requirements change.


To learn more about each of the above trends, read “Cut Through the Noise: 5 Talent Technology Trends That Matter.”

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Do you like being defined as human capital? Didn’t think so…

No one wants to be defined as “capital.”  People are not widgets or transactions. Employees are not automatons and their knowledge, expertise and contributions within organizations are not transactional.  So why does the term “human capital” persist? It shouldn’t and we are on a mission to eradicate it.


How The Oracle, Workday And Cloud Partnerships Impacts HR And Learning Professionals

The recent announcement made by Workday and to standardize on each other's applications and platforms, at first blush, sounds like nirvana. For many organizations, application integration continues to be an ongoing challenge regardless of how it's deployed, and the notion of leveraging big data across applications certainly is drawing appeal, at least at a conceptual level. Two camps are forming with pure Cloud vendors on one side and big enterprise resource planning (ERP) vendors moving to Cloud on the other. But where does that leave human resources and learning when it comes to helping people be better at their jobs?

It’s not the size of the data; it’s what you do with it.

No term in the history of business applications has generated more fodder than the term big data. As vendors frantically push in-memory databases, data warehouses, intergalactic analytics and dashboards that make your head spin, most organizations are left wondering how any of it helps an employee, manager or executive make better decisions when and where they need it – while they are doing their jobs. But if you have experienced or similar software, you understand the power of an intelligent, contextual engine. Based on information about you, people like you, and business data around what you are trying to accomplish, the system makes specific recommendations for you to make better choices instead of forcing you to choose from a list of seemingly infinite possibilities.