HRflag-2020年全球人力资源科技趋势（英文）-2019.8-248页_33mb

2020 Global HR Science & Technology Trends Summary

Core Content

This document outlines ten major technological trends that are expected to reshape the HR profession and service industry in 2020. These trends are driven by the rapid pace of technological change and are part of a broader "technological storm" that is transforming how businesses operate and how HR functions are managed. The trends include the integration of Internet of Things (IoT), predictive analytics, immersive experiences, emotion recognition, internal social networking, unmanned HR centers, chatbots, machine workforce, behavior design, and digital ethics.

Main Trends and Key Points

1. Workplace-IoT

• Definition: The Internet of Things (IoT) is becoming a critical component of modern workplace environments.
• Key Features:
  • Interconnectivity: All devices and systems are interconnected, enabling seamless data exchange.
  • Heterogeneity: Devices operate on different platforms and networks.
  • Dynamics: Real-time data capture on location, movement, and activity.
  • Massiveness: A massive number of devices are connected and monitored.
  • Security: Ensuring data security and privacy is crucial.
  • Connectivity: IoT ensures network accessibility and compatibility.
• Applications:
  • Smart office environments that adjust to employee preferences.
  • Real-time monitoring of workplace flow and employee behavior.
  • Use of wearable devices and smart furniture to track health and performance.
• Case Examples:
  • Glint: Uses AI to analyze employee health and performance.
  • Humanyze: Provides smart employee ID cards and organizational analytics.
  • Steelcase: Embeds sensors in office furniture to collect data on work and interaction.

2. Predictive Analytics and Automated Decision Making

• Overview: Predictive analytics is becoming a key tool for HR to make data-driven decisions.
• Functions:
  • Predictive models can infer employee behavior and performance.
  • Enable automated decision-making in HR processes.
• Benefits:
  • Improve efficiency and accuracy in HR operations.
  • Support personalized and context-aware HR services.
• Challenges:
  • Need for high-quality data and analytics capabilities.
  • Potential for misinterpretation or misuse of data.

3. Immersive Experience (AR/VR/MR)

• Definition: Immersive technologies like Augmented Reality (AR), Virtual Reality (VR), and Mixed Reality (MR) are being increasingly used in HR.
• Applications:
  • Enhancing candidate experience through immersive recruitment.
  • Creating more engaging training and onboarding experiences.
• Impact:
  • Enables more dynamic and personalized interactions.
  • Changes how HR services are delivered and experienced.

4. Emotion Recognition and Computing

• Overview: HR is beginning to use emotion recognition to better understand and support employees.
• Technologies:
  • Facial recognition and voice analytics.
  • Sensors and AI to detect emotional states.
• Benefits:
  • Improve employee engagement and well-being.
  • Enable more empathetic HR interactions.
• Challenges:
  • Privacy concerns.
  • Ethical implications of using emotion data.

5. Internal Social Networking and Collaboration Hub

• Definition: Internal social platforms are becoming essential for fostering collaboration and communication within organizations.
• Benefits:
  • Enhances communication efficiency.
  • Provides real-time feedback and insights.
• Challenges:
  • High costs of communication.
  • Risk of information overload and miscommunication.
• Examples:
  • Internal social platforms that support real-time collaboration.
  • Tools that allow employees to share feedback and insights.

6. Unmanned HR Shared Services Center

• Overview: Automation is increasingly being used in HR shared services.
• Drivers:
  • Cost reduction and efficiency.
  • Technological advancements in AI and analytics.
• Benefits:
  • 24/7 HR service availability.
  • Reduced human error and increased processing speed.
• Challenges:
  • Job displacement concerns.
  • Need for retraining and upskilling HR professionals.

7. Conversation Platform and Chatbot

• Overview: Chatbots and conversation platforms are transforming HR interactions.
• Functions:
  • Automate routine HR tasks.
  • Provide personalized support to employees and candidates.
• Benefits:
  • 24/7 availability and instant response.
  • Enhanced user experience and satisfaction.
• Challenges:
  • Maintaining the "human touch" in HR interactions.
  • Ensuring chatbots are accurate and context-aware.

8. Machine Workforce

• Overview: The rise of automation and AI is leading to the integration of machines into the workforce.
• Benefits:
  • Increased efficiency and productivity.
  • Reduction in repetitive and time-consuming tasks.
• Challenges:
  • Job loss and workforce restructuring.
  • Ethical and legal concerns regarding AI and automation.
• Future Trends:
  • More advanced AI-driven HR solutions.
  • Greater use of machine learning for predictive HR functions.

9. Wide Application of Behavior Design

• Overview: Behavior design is being used to influence and improve employee behavior and engagement.
• Key Models:
  • Fogg Behavior Model: Focuses on motivation, ability, and prompts.
• Applications:
  • Enhancing candidate experience through behavioral insights.
  • Improving employee productivity and satisfaction.
• Challenges:
  • Potential for manipulation or misuse.
  • Balancing automation with human interaction.

10. Digital Ethics and Morality

• Overview: As HR technology evolves, ethical considerations become more important.
• Impact:
  • Affects industry guidelines and regulations.
  • Raises concerns about data privacy and employee rights.
• Challenges:
  • Ensuring transparency and fairness in AI-driven HR decisions.
  • Managing the risks of bias and misuse in data collection.
• Enlightenment:
  • Need for ethical frameworks and guidelines in HR technology.
  • Importance of responsible innovation and employee trust.

Conclusion

The technological storm of 2020 is reshaping HR in profound ways. Traditional HR models are being challenged by new technologies that offer greater efficiency, personalization, and insight. HR managers must be proactive in adopting these technologies and adapting their strategies to remain competitive. The key is to embrace innovation while ensuring ethical and human-centered practices.

Notes and Sources

• The document references various studies and industry experts, including:
  • Kevin Bandy (Cisco)
  • Bill Fischer (Author of The Idea Hunter)
  • Maciej Kranz (Singularity University)
  • Nick Jones (Gartner)
  • Vinton Cerf (Google)
• These trends are supported by real-world examples and data from companies like Glint, Humanyze, and Steelcase.
• The document emphasizes the importance of data and the need for HR professionals to adapt to a rapidly changing digital landscape.