HRO Today Global Winter 2016 - 10

HR Predictions
explains. " While clients should be sensitive to regulatory
requirements, this should not be an obstacle to forming
a robust extended talent pool. "
Talent Acquisition
Jeanne MacDonald, president of the talent solutions
business at Korn Ferry Futurestep, echoes many of the
above predictions on cultural alignment in recruitment.
She suggests that this more humanistic approach to
recruitment needs to be applied more to the care and
attention given to current employees.
" Many multinational corporations have the technology
tools to understand the talent they need and how
to acquire these new people, but they haven't spent
enough on how to retain and motivate existing
employees, " MacDonald says. " This is my big prediction
for 2016: more emphasis on what to do with existing
talent and new talent once they're on board. "
Companies have assured a tighter cultural fit by
investing in technology tools to locate and recruit
candidates whose skills and behaviors align with the
organization's mission and value proposition. But they
tend to drop the ball thereafter when it comes to
ensuring their training, knowledge, and open access
to forthcoming job positions and providing ongoing
positive reinforcement of their performance.
" You've now got the skill sets and fit you want, but
where this person is going in the organization? " says
MacDonald. " You'll need to put them in different
positions and move them around globally to motivate
and grow them over time. What now? "
She predicts that more companies will invest in the tools
to ensure that once they have brought in someone with
the right traits and competencies, these individuals are
managed to inspire satisfying and productive careers.
Technology
Mike Ettling, president of SAP SuccessFactors (SAP's
HR in-the-cloud software business) predicts a new
generation of intelligent HCM software that leverages
machine learning will transform the entire process of
HR service delivery. Instead of a series of isolated self[10]
HRO
TODAY GLOBAL
| WINTER 2016
services, HR servicing will evolve into a fully end-toend
model of integrated processes crossing multiple
software modules.
Today's HR services are often one-and-done deals. Each
task, such as a workforce change, concludes without
being reflected in other areas such as learning or
recognition.
" It's like you drop a pebble in the water and it creates
10 ripples, " says Ettling. " Traditional HR systems process
the first two or three ripples and the remaining seven
are dealt with in the shared services center or through
outsourcing. This no longer makes sense because this
stuff can be anticipated by intelligent software. "
The software draws from machine learning: a subset of
artificial intelligence. Leveraging the aforementioned
scenario of a workforce change, an algorithm in the
system informs HR staff what to do next.
Ettling provides another example: " Think of a recruiting
manager who applies to go on a leave of absence for
personal reasons, " he says. " Most HR systems approve
the leave and then deduct the pay and adjust the
benefits-then they stop. The fact that the recruiting
manager has 20 open requisitions he's working on isn't
addressed. That's done manually at the shared services
center. With machine learning, you know this ahead
of time and can instantly serve up the requisitions to
another manager. "
This will be " extremely transformative, " Ettling predicts.
" Once machine learning rolls out more fully, it will
eliminate the need for shared services and blow up the
BPO industry in an HR context. "
We thought we'd end with the boldest prediction of all.
Until next year ...
Russ Banham is a Pulitzer-nominated business journalist
and author of 24 corporate histories, including his most
recent book, " Higher: 100 years of Boeing. "

HRO Today Global Winter 2016

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