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Q&A With HR Tech Influencer Erica Volini

HR Tech Influencers look at how the HR tech field is rapidly growing and changing.
By: | June 19, 2019 • 2 min read
Topics: HR Technology

 

Erica Volini
U.S. Human Capital Leader
Deloitte Consulting LLP

 


What area of the HR function will be most impacted by emerging technologies, and why?

There will not be an HR function that is not impacted in a significant way.  Over the past few years, the areas that have seen the biggest transformation have been Learning, Talent Acquisition and Performance Management.  Over the next few years, I believe there is a huge opportunity in Compensation – in particular as it relates to the shifts in work, in jobs and in skills.  We should also expect to see a significant uptick in the use of AI across all functional areas.

What’s the single most dramatic shift you see happening in the HR tech space today?

The emergence of platforms that enable you to automate the flow of work throughout the end-to-end process.  While we’ve automated the transactions through the current HR systems, the idea of being able to automate the entire end-to-end process to create a truly integrated, personalized and contextualized experience is a game-changer for the HR technology space.  It not only will enable a better experience today, but will also allow for the continued absorption of new and emerging technologies over time.

Are there certain strategies that are more effective than others when it comes to getting your workforce to use new HR technologies being put in place?

Start by thinking about how and when the workforce will leverage the new technology and center the roll-out strategy in that context.  Individuals learn best when they are learning in the context of the work that they are doing – that is the premise for “learning in the flow of work” and should be applied to the adoption of new technology as well.  In addition, define the personas within the workforce that will be leveraging the technology beyond the typical “HR-Manager-Employee”.  In today’s world, the workforce is way more nuanced than that and to get true adoption, change management strategies have to reflect a higher level of differentiation in terms of the types of workers and types of work they perform.

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