HR Technology Tools Evolve to Handle Feedback, Performance and Agility

HR Tech MENA Summit returns for third edition in Dubai

Annual HR Tech MENA Summit 2017 Main Image

Dubai, 13 April, 2017 — HR Technology is fast developing. Year-on-year the trends, and market requirements keep developers busy. Driven by natural workplace changes and inspired by vastly different work ethics amongst new working demographics, HR Technology is continuously evolving from its traditional core of payroll, employee record management and recruitment.

Lorna Daly, Halogen Software
Lorna Daly, Regional Director, EMEA, Halogen Software

“People and their expectations of work are changing all over the world and it is happening quickly,” noted Ms. Lorna Daly, Regional Director, EMEA, Halogen Software who is a Gold Sponsor of the 3rd annual HR Tech Summit organized by QnA International. “We know that if people can give and receive feedback on an ongoing basis, they can feel good about what they do, and would be encouraged to bring their best effort forward, so they can give more to their customers, organizations and communities,” continued Ms. Daly.

Ongoing performance reviews, frequent and timely feedback is a new HR trend sweeping across many organizations across the globe. The need for almost immediate feedback stems from the multigenerational workforce, and the changing nature of work. “It comes down to something very fundamental; people want to feel a connection and a purpose to their organisation, that their contribution is valued and impactful,” stressed Ms. Daly.

To meet this new HR demands, organisations need to employ the new technological trends becoming available in the market place. In addition to traditional services of HR software, and cloud-based services, technological tools built for agility and for specialized purposes such as continuous performance management, frequent feedback, data analysis and learning tools will soon become an absolute must for the continued evolution of an organization.

However, Ms. Daly cautions on the blind application of these new HR technology tools, suggesting that organizations should “First recognise if the organisation is culturally ready to make the shift from traditional to ongoing performance management. Second, company leaders must be ready to act as role models for the rest of the staff. Culturally ready organizations are those which champion flexibility and adaptability to refine processes through the constant collection of feedback on new processes. This feedback loop ensures employees are supported.”

“Keeping up with technology developments affecting HR is becoming a tough task. The managerial processes for human resources across the globe is in a state of fluidity. Especially in the UAE and GCC which will see two new shifts with the onboarding of nationalization and VAT policies in the coming years, the importance of employing and using the appropriate tools for HR functions cannot be stressed more. Knowing the challenging changes ahead, we have planned the 3rd annual HR Tech Summit to provide in-depth discussions and ultimately provide a platform HR and IT Leaders to analyse the HR technology tools available, their uses, and whether or not they should be adapted and when adapted how it will impact the organizations in the region,” commented Sidh N.C., Director, QnA International.

On the trend of nationalization in the UAE and GCC, Ms. Daly said, “There is a great opportunity for business and HR leaders in the GCC to maximise the potential that exists in their respective region. In order to do this, organisations need to understand the existing skill sets of local nationals, continuously support the development of essential skills, and help with the career progression of local nationals into leadership positions. This effort will help organisations become an attractive destination for GCC citizens seeking employment and help shape the economic destiny of the region.”

Halogen Software will be actively taking part in the by-invite only premier summit which attracted over 150 C-level and senior level HR and IT personnel from government, state, public, and private organizations in 2016. “HR Tech MENA provides a terrific opportunity to connect with some of the world’s most thoughtful HR and business leaders. The partnership has opened the door to connect with very successful companies and has given us the opportunity to learn more about the emerging global trends and priorities in HR,” commented Ms. Daly on the importance of sponsoring, participating, and attending the 3rd annual HR Tech Summit.

The Summit will be held from 16-17 May 2017 at The Westin Dubai, Al Habtoor City, Dubai.

About HR Tech MENA

HR Tech Mena

Technology today has revolutionized every step of our lives and Human Resources is no different. The influence of technology on our evolution is paramount to making it imperative for HR to keep abreast with newest developments.

Today, HR is en route to becoming smart HR. Concepts such as Artificial Intelligence, big data, cloud, social workforce, mobility and gamification are key buzzwords and every organization is keen to embrace to help them in tackling the key issues of talent acquisition, talent management, change management, business performance and employee engagement.

The HR Tech Summit is the only initiative that brings together HR as well as IT professionals from across the Middle East and leading solution providers on a singular platform discussing the newest trends, ideas and disruptions over a period of two days exclusively dedicated to and focused on HR Technology.

About Halogen Software

Halogen Software

Halogen Software offers a cloud-based talent management suite that reinforces and drives higher employee performance across all talent programmes — whether that is performance management, learning and development, succession planning, recruiting and onboarding, or compensation. With over 2,100 customers worldwide, Halogen Software has been recognized as a market leader by major business analysts and has garnered the highest customer satisfaction ratings in the industry. Halogen Software’s powerful, yet simple-to-use solutions, which also include industry-vertical editions, are used by organisations that want to build a world-class workforce that is aligned, inspired and focused on delivering exceptional results. For more information, visit: http://www.halogensoftware.com/ae Subscribe to Halogen Software’s TalentSpace blog: http://www.halogensoftware.com/blog/ or follow Halogen Software on Twitter: http://twitter.com/HalogenSoftware.

Organiser: About QnA International

QnA International

QnA International creates and delivers business learning and development exchange platforms through B2B conferences, bespoke events and trainings. The company also has an expertise in outsourced sponsorship sales and key account management.

Website: www.qnainternational.com

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Social Media Recruitment at All Time High • Oracle

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Social Media Recruitment Increases Candidate Reach in the UAE

Gold Sponsor of HR Tech MENA Summit, Oracle shares insights on digital media use in HR.

Approximately 84% of organizations use social media for recruitment.

Dubai, March, 2016: It is not hype, social media has pervaded everyday life comprehensively. In its uses, social media has transcended its nomenclature, and is now regularly used for activities that are traditionally considered, not ‘social’, such as job recruitment. According to the Society for Human Resource Management (SHRM), approximately 84% of organizations used social media for recruitment in 2015.

Raaid Damati, Oracle
Raaid Damati, Human Capital SaaS Strategy Director, Oracle, ECEMEA

“Social media platforms can be searched to identify and connect with those people who possess the skills an organization needs. Skill gaps throughout the organization can be more easily identified when HR is integrated with other systems like production, finance and supply chain,” contends Mr. Raaid Damati, Human Capital SaaS Sales Strategy Director, Oracle, ECEMEA Region. Oracle is a Gold sponsor at the upcoming 2nd annual HR Tech Summit organized by QnA International.

Mr. Damati is right, the number of individuals on social media increases the size of the talent pool. However, social media recruitment is not only carried out through LinkedIn which has 100 million subscribers, but also through Facebook which has 1.5 billion subscribers, Twitter which has 320 million subscribers and Instagram which accounts for 400 million subscribers according to Statista- an online statistics portal.

Leveraging these social media sites can be done effectively and efficiently through the use of digital HR systems which can traverse the large amounts of data while reducing the company time and resources used for these functions. “The biggest contribution that a digital HR environment makes is the ability to move with an employee from recruitment and on-boarding through to development, skills assessment, performance management and career path advancement. Furthermore, digital technologies automate dozens of routine HR operations, thus freeing up HR staff to add more value to the company’s management of its staff,” continued Mr. Damati.

HR digital systems add value to both employer and employee stressed Mr. Damati, who said “From the employer’s perspective, there is the ability to view all aspects of company performance in terms of productivity and the efficacy of the skills sets, and from the employee’s perspective the ability to develop their own career paths and track their performance.” Skill upgrading is becoming extremely important in today’s organization which can provide both hard and soft skill development programes through digital HR systems.

HR functions once digitized will free up time and resources for organizations to concentrate on talent development, measuring and increasing worker productivity, planning for new skills sets as the business grows and changes, nurturing diversity and worker well-being, all which will contribute towards improving productivity and staff satisfaction.

“The way in which we conduct business is drastically and continuously changing. Reskilling and redeployment is more cost-effective and less disruptive than firing and rehiring. In all elements of the employee’s work journey, savings are realized through the use of innovative systems,’’ stressed Mr. Damati.

Furthermore, “With software solutions and applications moving to a new model of delivery—software as a service (SaaS)—organizations of all sizes can take advantage of sophisticated features and functions that were once available only to large enterprises,” said Mr. Damati, suggesting that all organizations in the UAE can take advantage of these systems and social media for recruitment.

“Organizations in the UAE and across the world are familiar with Oracle systems, and to have them present their ideas and concepts for HR at the Summit is exciting. We are looking forward to their keynote presentation which will tackle issues in HR recruitment and turnover, amongst others,’’ said Sidh N.C., Director, QnA International.

The 2nd annual HR Tech Summit is scheduled to be held from 18-19th May, 2016 in Dubai, UAE.

About HR Tech MENA

hr-tech-menaTechnology today has revolutionized every step of our lives and Human Resources is no different. The influence of technology on our evolution is paramount to making it imperative for HR to keep abreast with newest developments.

Today, HR is en route to becoming smart HR. Concepts such as big data, cloud, social media, mobility, and gamification are today’s buzzwords and every organization is keen to embrace them in tackling the key issues of talent acquisition, talent management, change management and employee engagement.

HR Tech MENA Summit is the only initiative that brings together HR as well as IT professionals from across the Middle East and leading solution providers on a singular platform discussing the newest trends, ideas and disruptions over a period of two days exclusively dedicated to and focused on HR Technology.

About Oracle

Oracle-logo

Oracle offers a comprehensive and fully integrated stack of cloud applications, platform services, and engineered systems that reach a wide variety including midsize customers. In total, Oracle has over 420,000 customers and deployments in 145 countries, including 100 customers from the Fortune 100. The company also has more than 25,000 partners globally, and employs over 130,000 professionals, including developers, engineers, consultant experts, and support personnel. For more information, please visit, www.oracle.com.

Organiser: About QnA International

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QnA International creates and delivers business learning and development exchange platforms through B2B conferences, bespoke events and trainings. The company also has an expertise in outsourced sponsorship sales and key account management.

Website: www.qnainternational.com

Trends in HR Technology Landscape • SAP

Platinum Sponsor for HR Tech MENA Summit, SAP shares insights.

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Dubai March, 2016: In today’s rapidly evolving and dynamic business environment it is imperative for companies to adapt cutting edge solutions that can enable business growth through empowering their people. The key differentiator between the most successful organizations and the not so successful ones will be the people that work for them and the companies that effectively engage and empower their talent.

The world of HR technology is constant flux of innovation. SAP, the global market leader in software applications and leading innovator that enables businesses, has seen specific movements in the Socio Economic environment that will shape the MENA regions Human Resources Landscape and the way of doing business.

Deniz Kilyar press release image
Deniz Kilyar, Head of HCM, SAP MENA

According to Deniz Kilyar, Head of HCM, SAP MENA, five key trends will shape the HR Tech Landscape in the MENA region.

Firstly, the Hottest topic and top priority on the table is managing Talent, as companies aim and try to retain employees and get them to perform at their peak. “Talent management systems as a complete area will be a certain requirement as CEOs/CHROs prioritize people and talent management.” Stated Kilyar. Talent management systems are those that help in the organizational processes of recruiting, succession, performance management, Learning Management, career development, workforce planning and employee collaboration to name a few functions.

Secondly, as economies across the MENA region are slowing down and the nations in the region look to consolidate on a more diversified approach for growth, key emphasis is being laid upon knowledge development. For businesses, this will be a time to invest in learning management systems (LMS) to equip their people. Learning management will be a game changer in creating a culture of continuous learning and organizational development. Further, the LMS systems can be used for “Knowledge management, skill development and retention across various industries, thereby managing high turnover while retaining experience,’’ opined Kilyar.

Thirdly, we see traditional HR systems being replaced by comprehensive new age Human Capital Management (HCM) systems that can be integrated into other business functions and ultimately enable in creating more connected organizations. “Most of the HR solutions are missing a function of HCM, some lack LMS, while some others don’t have On-Boarding and some miss Core-HR. So most of the HR solutions are actually busy with completing what they have missing. While SAP Success Factors is the one that is COMPLETE and INTEGRATED single platform. Further it is complemented with Multiposting and FieldGlass. So focus as far as we at SAP are concerned, is the enhancement of our solution further to bring the most recent HR Innovations into our solution and keep our customers at the front line of the advancement”, noted Kilyar.

Kilyar also added: “Significant investment in HCM is being made to accommodate the differences of the millennial group and is of very high importance for the businesses over the world. We at SAP as a business strategy continue to invest in improving competencies in training and development of millennials as a part of our plans to provide the region with motivated human capital,” affected by demographic changes in the MENA region where roughly about 40% of the population in 2014 were considered millennials (Stats cited in study conducted by Centre for Middle Eastern and North African Studies at the University of Michigan), and by 2025 millennials will make up about 75% of the workforce according to a Deloitte Millennial Study conducted in 2014. The millennial demographic brings with it a different set of values, for example, individuals belonging to this group require greater transparency and communication around their development opportunities. HR will need to take notice of these values and make adjustments to attract and retain the appropriate individuals for the job.

Lastly and one of the most important outlook is to enable more small and medium businesses to flourish and grow in the region, the HCM suite will need to be scalable and flexible to unique customer requirements to ensure early adoption and leveraging of technology to benefit businesses in a challenging environment. These combined with the ability for sustainable localization of HCM solutions make up the last trend.

Speaking on motivation for sponsoring the 2nd annual HR Tech MENA Summit, Kilyar said, “HR Tech is the right platform to showcase SAP’s abilities in leadership. It is a perfect mix of HR business executives and IT executives come together. Participating in this summit helps us share our vision and learn from our peers in the industry too.”

“SAP is a globally known brand, and a valuable resource and partner to many organizations in the MENA region. As the leading vendor for HCM solutions, we are thrilled to have them on board for the 2nd annual HR Tech Summit and excited to learn about the trends in the market through one of the industry giants at the Summit,” commented Sidh N.C., Director, QnA International.

The 2nd annual HR Tech Summit is scheduled to be held from 18-19th May, 2016 in Dubai, UAE.

About HR Tech MENA

hr-tech-mena

Technology today has revolutionized every step of our lives and Human Resources is no different. The influence of technology on our evolution is paramount to making it imperative for HR to keep abreast with newest developments.

Today, HR is en route to becoming smart HR. Concepts such as bog data, cloud, social media, mobility, and gamification are today’s buzzwords and every organization is keen to embrace them in tackling the key issues of talent acquisition, talent management, change management and employee engagement.

HR Tech MENA Summit is the only initiative that brings together HR as well as IT professionals from across the Middle East and leading solution providers on a singular platform discussing the newest trends, ideas and disruptions over a period of two days exclusively dedicated to and focused on HR Technology.

About SAP

SAP Logo neu 2011 2000px PNG

SAP is the global market leader in enterprise application software. With over 300,000 clients in over 190 countries and 13,300 SAP partner companies globally, SAP is at the centre of today’s business and technology revolution. With Run Simple as their operating principle, SAP’s vision is to help the world run better and improve people’s lives. SAP helps organizations streamline processes, providing the agility to create new growth opportunities for businesses with the world’s most innovative platform.

Organiser: About QnA International

QnA_international_n_v-flat

QnA International creates and delivers business learning and development exchange platforms through B2B conferences, bespoke events and trainings. The company also has an expertise in outsourced sponsorship sales and key account management.

Website: www.qnainternational.com

 

Key trends evolving in 2016 for HR technology • Avature

On the eve of the HR Tech MENA Summit QNA International interviews Dimitri Boylan, Founder & CEO, Avature

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What are the 5 key trends you see evolving in 2016 for HR technology? As one of the leading experts in technology solutions worldwide, what do you see emerging as the key focus for MENA region in terms of HR technology? 

Dimitri Boylan press release image
Dimitri Boylan, Founder & CEO at Avature

The challenges and opportunities faced by HR leaders today increasingly resemble those of marketing leaders. Technology and the Internet have fundamentally reshaped the way we live, particularly the way we shop, select travel destinations, how we bank, communicate, commute, and socialize.

In response to this change, sales and marketing leaders have adopted an ever-expanding array of tools that use social media, mobile, and cloud technologies to engage their audiences and influence their behavior for competitive advantage. Recruiting has followed this trend and leading recruiting organizations operate very much like a sales and marketing function. The use of CRM (candidate relationship management) methodology in recruiting will be the biggest change that companies in the MENA region should expect.

We will also see HR leaders abandon previous stand-alone solutions that were deployed with limited organizational impact, like succession planning systems that were deployed for, and only leveraged by, a small percentage of the company. Similarly with performance management software, until now it was only used for recording annual reviews. Over time we will see these products expand into much broader solutions prioritizing internal mobility, which impacts the entire organization by making it more transparent, motivational and agile.

Social and mobile will continue to grow and provide value through increased adoption and improved direct-access user experiences. This will enable HR to leverage real time data to recommend location-based learning, optimize productivity and achieve greater efficiency by offering scheduling and task management suggestions – not to mention networking and knowledge sharing opportunities with team members. 

In learning and development, we’ll see a radical change from tracking solutions to in-system training, with a strong emphasis in social learning and organic knowledge distribution.

Employee engagement technologies will most probably be based on a social model not too dissimilar to what is seen in the consumer Internet. They will move from being systems of record to platforms for engagement. In the end, the suite is being replaced with a social platform that everybody is part of, and of course, accessibility from any device will be the norm.

Big data will play an increasing role within future talent management strategies. The mounting pressure for human resources to play a more strategic role in the business will mean having the right technology to engage employee communities, the data to understand what drives them, and the insight to make smarter decisions. All these factors will be paramount to HRs success.

With today’s changing markets, competitive pressures and evolving needs, there is increasing pressure on technology to deliver greater flexibility, scalability and configurability to the business. The region can no longer rely upon on-premise solutions. They need to move to cloud based solutions that allow multiple processes to be set up for different countries, business lines, in multiple languages, with the right data segmentation and security to comply with the various regulatory requirements.

In order to stay competitive and grow, what are the recent advancements in HR software that companies need to be aware of in the MENA region? 

To remain competitive, HR should leverage the tools that SaaS delivers, particularly real-time talent analytics and social engagement tools to demonstrate how the HR strategy is driving revenue, lowering costs and reducing people risk by creating a productive and engaged workforce.

The consumer grade technology of 2nd generation SaaS solutions are now giving HR leaders the ability to deliver on their HR strategy by allowing them to create innovative and engaging programs, removing the limitations and rigidity that legacy on-premise and first generation SaaS products provided. The constant high frequency and non-disruptive upgrades SaaS delivers creates a steady flow of new functionality for the HR organizations to work with. Imagine creating an experience where your employees have access to a mobile optimized portal or a mobile app, which has built in chat functionality and a HRBP on the other end to assist them with their questions. Now compare that experience to your current legacy HR Self Service Portal. In the minds of your users, you have a 15-year-old HR system competing against the modern usability of consumer websites they use daily, like Amazon, Google and Facebook. SaaS lets you level the playing field – it gives HR the tools to get the engagement and adoption that your talent management programs need.

On a global level do you see companies investment in HR technology shifting towards people centric solutions from process centric solutions? What kind of advancements do you foresee being used on the mid and large enterprise level?

Hiring and retaining the right talent continues to be HR’s biggest challenge. As a consequence, companies are now investing in the tools to source and proactively manage relationships with passive talent, using CRM tactics. These tools enable recruiters to segment, profile, and execute highly personalized campaigns to both internal and external talent. HR now has access to this data early in the lifecycle, which also helps them figure out why people leave, what drives them to stay, and gain the insight to make quicker and smarter decisions.

As employee engagement rises higher on the agenda, the future will be all about having people on a social platform. Platforms that allow companies to get their hands around the DNA of their people, to get into the subtler aspects of how employees engage with each other and participate in the business. These systems have started to contribute important information to the Big Data story. Because Big Data is not your payroll, your financial information, or your inventory – it’s the insight and intelligence that companies get from the interactions that their employees have with customers and with each other.

The real benefit here is businesses will be able to achieve greater value out of their workforce. Leading 2nd generation SaaS solutions bring agility, flexibility and configurability to the end business user, which will allow businesses to quickly respond to change and market demands and will help better engage talented people and reduce unwanted turnover.

As most of the upcoming workforce in the MENA region is the millennial generation, how would you see social and digital engagements and mobile communications work towards developing and attracting the right talent pool? Is it the right time for these kind of investments?

Absolutely. The upcoming workforce demands a very different type of candidate experience. Millennials, described as digital natives, pose new challenges for recruiters to move beyond traditional approaches. Avid mobile users, connected 24-7, and tech savvy, they expect a more digital, mobile, and rapid experience. They also want to connect with real people, experience the authenticity of a brand, and delve into company culture – all before they even consider applying. Gone are the days where all you do is post a job on a job board and expect the perfect candidate to show up on your doorstep.

Millennials pursue organizations that have beliefs and goals similar to their own, seek greater fulfillment and work-life balance, and ultimately choose organizations in which they can grow. This means that companies need to develop the right message (Employment Value Proposition), which is communicated via the right online channels in order to catch their attention. With over 300 million employment- related Google searches and 45% of job seekers using their mobile phone once a day to search for jobs, it’s no longer a question of the right time – it’s how fast you can implement these strategies.

As a Gold sponsor for the HR Tech MENA initiative, what are the key reasons that have prompted you to associate yourself with this event? What is the message you would like to convey through this partnership? 

Avature’s leadership has a history of enabling and supporting innovation and change. In 1997, we began focusing on talent with the advent of Internet, which was HotJobs.com on Netscape 1.0, where we developed one of the first web native applicant tracking systems, subsequently introducing the concept of CRM to the recruiting function in 2008.

With over 400 customers across a wide range of industries and markets, 65 of which are Fortune 500 and 58 having over 75,000 employees, Avature brings a global perspective to this event along with insight into best practices that we see within our customer base.

Through highly agile cloud technology that is easily configurable for unique processes, our customers are leveraging Avature and enabling change within developing markets such as MENA. This approach has been successful in Asia-Pacific, and we see MENA following a similar path given the importance of the region.

About Avature

Avature is a highly configurable enterprise SaaS platform for Talent Acquisition and Talent Management, and the leading provider of CRM technology for recruiting globally. Founded by Dimitri Boylan, co-founder and former CEO of HotJobs.com, Avature brings consumer-web technology and innovation to the HCM software market. Avature solutions include shared services sourcing, applicant tracking, campus & events recruiting, employee referrals, social onboarding, branded employee engagement, internal mobility, and performance management. Avature has 63 of the Fortune 500 as customers and is used in 67 countries and 14 languages. Avature delivers its services from data centers in the US, Europe, and Asia, and has offices in Buenos Aires, London, Madrid, Melbourne, New York, Paris and Shenzhen.

Media Contacts:

Maria Lorenzo Brisco press release image
Maria Lorenzo Brisco, Marketing Director at Avature

Maria Lorenzo Brisco

E-mail: press@avature.net

Web: www.avature.net

Twitter: @Avature