HRO Today December 2017 - 46

2018 Forecast
investments in technology and analytics. For example,
PeopleScout recently launched Affinix, a talent acquisition
platform built on Amazon Web Services. The platform
utilizes artificial intelligence to identify top talent
quickly, deliver digital and social recruitment marketing,
and provide predictive analytics to forecast cultural fit,
willingness to change companies, and future tenure
potential.
Over the next year, there will also be a rise in HR partners
offering a total talent management model.
Learning BPS
Throughout 2017, the performance training model, which
is a mix of informal training, individualized content, and
digital learning delivery, gained traction in the market. With
a performance-driven approach, HR leverages learning BPS
services to achieve one of five main objectives:
* Strategic transformation: for organizations undergoing a
significant change and quickly seeking to align business
objectives;
* Revenues and competency: for organizations seeking
to increase revenues or employee competency and
proficiency as a result of launching a new product or
service, entering a new market;
* Compliance: for organizations seeking to manage or
mitigate risks;
* Cost reduction: for organizations seeking to standardize
processes while reducing costs; or
* Learner engagement: for organizations seeking to
leverage technological innovations to provide continuous
learning.
While each of the above performance objectives can include
all or a variety of learning functions, there are common
learning services associated with each one. Expect the
future scope of learning BPS engagements to be small,
focusing on one or two learning functions that are directly
tied to a specific performance improvement objective.
More importantly, underlying each performance objective
approach is an emphasis on analytics to determine the
impact of the training in accomplishing the stated goal.
However, the ability to actually derive insights from this
data is immature, and is a key area of development over the
next year.
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HRO TODAY MAGAZINE
| DECEMBER 2017
In addition, AI and cognitive capabilities will be leveraged
for adaptive learning and will likely be generally available to
the market in the first half of 2018.
Multi-Process HR Services
One of the more interesting developments in HR
outsourcing is the resurgence of multi-process HR services,
driven by organizations seeking a transition to the cloud.
The current approach to multi-process HR services includes
an emphasis on either cloud-based HR services or nextgeneration
intelligent technologies.
The cloud-based HR services approach to multi-process HR
services is currently more prevalent and includes support
around cloud consulting services, SaaS implementations,
and/or ongoing application management services. The
intelligent technology approach, on the other hand,
emphasizes the use of robotics process automation (RPA),
AI/machine learning, and advanced analytics to enhance
multi-process HR services.
In terms of intelligent technologies, RPA developments
are currently the strongest and most prevalent. RPA is
utilized for several different HR processes: in payroll for
forms management, in benefits for pension calculations, in
recruiting for scheduling a candidate's interview or resume
scanning, and in learning for processes around training
certifications.
Over the next few years, more organizations will look to
incorporate intelligent technologies into their approaches,
especially the first adopters that have already leveraged
cloud HCM approaches. In addition, the use of RPA will
be table stakes, with the focus turning toward machine
learning and chatbots. Chatbots will be increasingly
leveraged beyond the help desk to other time-consuming
areas of HR, such as performance reviews.
The theme across the board is that HR organizations are
keeping up with change more innovatively than ever
before. The pace of progress within the HR industry yearover-year
is at an all time high. With that evidence in
mind, organizations need to keep an eye on the dynamic
transformation that is bound to take place in 2018.
Amy L. Gurchensky is senior HR research analyst for NelsonHall.

HRO Today December 2017

Table of Contents for the Digital Edition of HRO Today December 2017

HRO Today December 2017 - 1
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