HR trends, strategies top attention-getters in 2015

HR trends, strategies top attention-getters in 2015

Based on the HR Times posts that garnered the most views in 2015, our readers are especially drawn to stories highlighting what’s new and trending in the world of human capital and how businesses are responding. As we welcome 2016, we’ll be watching the progression of these trends as well as continuing to track new developments that impact people and performance. Get ready for what’s next with a quick review of the topics that captured the most attention over the last year.
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10 new trends in HR technology signal big disruptions

10 new trends in HR technology signal big disruptions

Posted by Josh Bersin on November 24, 2015.

Imagine a human resources application that runs on your phone, knows your location, and recommends people with which to network. It provides continuous onboarding and transition assistance. It also evaluates time-management aptitude to help improve productivity, automatically assess work behaviors, offer feedback on improving work-life balance, and offer on-the-job skills training. It may even share exercise and healthy eating tips where and when you need them.

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HR Times Redux: Have you seen these top posts?

labor Cost Optimization

Over the past three years, HR Times has been discussing the talent-workforce-leadership-learning-organizational sphere with a broad audience of HR leaders and practitioners from business, industry, and government. We’ve looked at the trends and technologies, the challenges and risks, and the opportunities and imperatives for the future. Now we’re taking a brief look back. Here are a few of the top posts that have garnered the most attention. Did you miss any? Take a look and take away some food for thought.

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Hot from the HR Technology Conference and SuccessConnect

Talent Analytics

Posted by Josh Bersin on October 9, 2013

This week at the HR Technology Conference and SuccessFactors SuccessConnect, we are releasing two years of research in the area of talent analytics. After interviewing more than 50 companies and surveying nearly 500 organizations, we found an enormous opportunity for Human Resources organizations to improve their impact on the business through BigData principles applied to HR.

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The Big Picture: Practical Considerations before Implementing Talent Management

Many companies recognize talent data improves workforce planning and analytical decisions in helping them meet strategic business goals. As a result, they’re turning to talent management solutions to plug in that missing layer of data. These solutions can supply a wide range of information from compensation to performance to recruitment. But, before pursuing implementation, companies should take a step back for a bigger picture of the challenges they might face and benefits they could achieve, such as greater visibility into employees. This video blog will help companies gain a wider perspective on the impact talent management solutions can have across their enterprises. Plus, it will offer some leading practices as companies move toward implementation.

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BYOD: Another Sign of the Postdigital Times

BYOD: Another Sign of the Postdigital Times Posted by Rob Underwood on September 5, 2012

We’ve talked about the postdigital enterprise here on the blog before—how people and their technology tools are becoming increasingly interconnected and how five disruptive forces (social, mobility, analytics, cloud and cyber intelligence) are converging to reshape the marketplace and the expectations of customers and employees. It’s relevant here because so much of what we’re seeing can have an impact on HR. For example, our recent Deloitte study, Devices, Consumption and the Digital Landscape, looks at trends in technology, telecommunications and media. Though not a strictly “HR study,” what it reveals has some decidedly HR-related implications.

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