Top 7 emerging HR technology trends to watch out for in 2018

Every year HR tech trends get bigger, sexier and bolder. The DATIS 2017 state of workforce management report found that 65% of executives plan on investing in digital tools in 2018. We explore the top 7 HR tech trends to watch out for in 2018:

1. Continuous performance management

According to Josh Bersin, principle and founder of Bersin by Deloitte, continuous performance management is possible, it works, and it can transform your company.  In 2018, we will see the rise of technology enabling a continuous process of goal setting, coaching, evaluation and feedback between managers and employees. Companies will be looking for more agile tools to derive real-time performance analytics used for succession planning and talent development.

2. Employee experience

Employee experience will become a top priority for organisations, as more millennials enter the workplace. Susan Peters, Senior Vice President of HR at General Electric defines employee experience as “seeing the world through the eyes of our employees, staying connected and being aware of their major milestones”. 2018 will see a rise in the use of technology measuring employee experience through the use of pulse surveys, feedback tools and analytics tools. Bersin emphasizes the importance of tools that facilitate “continuous listening and that goes beyond annual surveys”. By implementing these feedback tools, HR will gain a better idea of how employees are feeling at any given time in the year.

3. New breed of corporate learning

Companies are struggling to find job candidates that have all the skills and qualifications they are looking for, especially for evolving jobs. So, we are likely to see an increase in training efforts and the implementation of Learner Management Systems (LMS) to deal with these skills shortages.

A new breed of personalised digital nano-learning will be more prominent. This type of learning is more self-directed and focused on the specific learning needs of the individual. We will also see an increase in the use of technologies that enable employees to publish and share knowledge.

We will also likely see an increase in Virtual Reality and Augmented Reality learning as it allows organisations to simulate specific scenarios and create an experiential learning experience for learners.

4. Recruitment re-imagined

Recruitment is one of the most important functions of HR. Experts are predicting an increase in the volume of CV’s recruiters need to work through for any given position. Companies will therefore invest in high volume recruitment optimisation technologies that are able to automate certain recruitment activities. Chatbots, automated applicant tracking systems and video assessments will become more popular.

5. Workplace health monitoring

The enterprise wearables market is predicted to be worth $18 billion by the end of 2018. Tech experts predict an increase in the use of wearable devices to monitor workplace health. These devices will provide important data that could be used in conjunction with engagement data to predict employee behavior.

We will also see an increase in the use of technology to prompt and provide information on how employees can be healthier. Applications addressing mindfulness, healthy eating and sleeping habits, exercise advice and life coaching will likely be used by more organisations as part of their employee wellness programmes in 2018.

6. AI and workforce analytics

We will likely see a serious investment in people analytics infrastructures. Analytics is now more predictive and can help HR improve the recruitment process, succession planning, talent management and development strategies. According to Bersin, 2018 will provide an opportunity for providers to deliver technologies that include pattern recognition, algorithm refinement, machine learning and natural language processing to provide rich workforce analytics for the organisation.

AI will likely be used to help hiring managers make decisions about potential candidates and will also help guide the interview process by zoning in on specific questions from the candidate’s profile. AI will furthermore be used to identify high potential employees and potential successors.

7. Self-service and conversational platforms

We will likely see an increase in the use of self-service technologies accessible to employees for document management, employee communication, help-desk interactions etc. Think of a digital assistant like Siri. HR could see an increase in the use of similar conversational platforms used to collect and disseminate information.

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