The bottom line is HR data, and therefore, HR can change the trajectory of their business. What does this mean? It means that because HR now can monitor employee engagement, attrition, capability gaps, and internal skills development, its influence is significant. Such capabilities were unheard of not that long ago.
Plus, it is facilitating employees to learn in the flow of work. HR can identify flight risks, coordinate and implement an unprecedented standard of succession planning, and promote career pathing or journeying, whichever you prefer to call it. HR technology now produces such a wealth of data and insight, that HR leaders can drive strategic initiatives. Apart from the more obvious use cases like recruitment, onboarding and performance reviews, technology is enabling HR to expand its strategic reach. To say technology is revolutionizing HR and L&D is not an understatement. We are all aware of the phenomenal impact technology is having on HR and its ally learning and development (L&D). In particular, I look forward to watching HR professionals embrace this idea and apply it to their jobs. We are living in an increasingly non-binary world.