The Society for Human Resource Management (SHRM) recently offered a preview of a forthcoming report that explores some of the most important HR technology trends of 2016. From the increasing importance of social recruiting to new security challenges created by wearable devices and Bring Your Own Device (BYOD) policies, it's critical that both human resource managers and business leaders are aware of where the industry is heading. While HR technology can vastly improve your ability to connect with employees and make data-driven decisions, the reality is that it may also create difficult strategic, compliance, and business considerations for companies.
Mobile devices and security trends
The security of confidential employee and client data continues to be a major consideration within HR. SHRM reported earlier this year that in 60% of cyberattacks, hackers were able to compromise businesses within minutes. In certain industries, such as financial services or healthcare, the penalties and fines associated with a data breach can be especially devastating.
That's why today's consumers expect companies to have viable security solutions in place before sharing personal data with them. The headlines have been rife with examples of companies whose brands and financial performance have suffered as a result of security challenges. BYOD policies have created additional challenges at the employee level. Companies are relying on security protocols, employee training, and sophisticated tools to help mitigate the potential impact of a hacked phone or lost mobile device.
Do wearable devices open up the potential for legal violations?
According to SHRM, one unintended consequence of wearable and mobile devices in the workplace may be potential legal violations. Many businesses haven't stopped to ask the question: Does after-hours use of a mobile device to answer messages count as “hours worked” and are those hours being adequately tracked?
As SHRM reports: "Because someone is checking their e-mail at night, you may now be subject to paying 20 hours of overtime that you weren't planning on paying." Companies may need to create frameworks that help guide employee mobile device usage. It's important to be aware of this issue and your company's HR technology policy related to this concern as employee workflow may be impacted.
Better data for managing, recruiting and retaining employees
The availability of HR technology is also expanding companies' abilities to better recruit, retain, and manage their employees. Social recruiting is helping companies reach new candidates while HR technology, such as time and attendance systems and integrated data management, can provide better visibility into the employment process. HR technology can help companies make smarter decisions throughout the hiring and employee life cycle process. With such benefits, investments in HR technology should remain a top trend in the year ahead, across the organization.
In a recruiting pool where candidates can find a job on Twitter, apply via a mobile device on LinkedIn, conduct mobile video interviews, use digital signature technology to sign their offer letter, and show up for their first day of work remotely, it's clear that technology has completely infiltrated the delivery of hiring solutions — and companies that invest in technology today may reap the most rewards.