An HRIS, also known as a Human Resources Information Systems, or Human Resource Management System (HRMS) is the ultimate combination of Information Technology and Human Resources. With the advent of a Relational Database Management System (RDBMS) & database management/programming in the mid-1980s, HRIS systems were gradually upgraded into HR work-flow and decision-flow systems. Cognitive Human Resource Management System (HRMS). Performance management. MORE

workforce changing jobs annually, the result is a $250 billion-plus market just for products related to recruitment, advertisement, assessment and interviewing. According to recent research from Raven Intel and the International Association for Human Resource Information Management, HR leaders report their tech projects continue to disappoint in the all-important success quotient. Sears says traditional change management (e.g. MORE

As you look to the year ahead, you probably have a large-scale change agenda in mind. Updating your performance management process, investing in a new HR technology, defining your employer brand, or even revamping your onboarding practice might be on that “to do” list. We implement changes to improve our organizations. In fact, according to the Harvard Business Review , 70% of all change initiatives are unsuccessful. Why is change necessary? MORE

A full 90% of executives and 97% of managers feel that automation will allow them to do their jobs more effectively and let them reallocate time to more challenging work. In the current state, 60% of managers still spend 3 or more hours per day on administrative tasks. MORE

Beyond the initial hiring process, these same companies match initial hiring success to longer term metrics such as retention , alignment of employee and manager goals , and overall employee engagement (ranging from individual task completion to innovation and contribution rates). These organizational performance metrics put pressure on HR to make changes in response to finance and / or operations. MORE

We have to make these changes. With #HRTech, we have to make changes. Communication is something that is in some ways, out of the hands of Talent Management or typical HR protocols, but we still have to deal with the aftermath or change management. Everything from performance to engagement plans will be more personal, focused on an employee or a group of employees. How do you manage multiple benefits packages and create individual engagement plans? MORE

Disruptive technologies on these platforms are changing the way HR works. They’re changing the way we work, and that means the organisations we work in, often at pretty fundamental levels. As such, traditional command and control management models are giving way to innovative, contingent and data driven non-hierarchical structures focussed on the customer, the product or ‘the mission’ And organisations with offers that are starting to feel anachronistic? MORE