数字技术的快速发展、劳动力团队的年轻化和多代际性、持续的绩效管理和以团队为中心的组织设计已经从根本上改变了组织工作的完成方式，这对新的人力资源软件工具和平台特征提出了需求。
据德勤的一份新报告《HR技术颠覆：人力资源技术市场重塑自身》，超过75%的组织都在组织中顺利进行重塑绩效管理。此外，许多组织正在加快调整自身进入网络化团队，德勤研究在“未来的组织”中反复提到了这一概念，88%的企业表示这一结构转型是当务之急。
许多人力资源软件公司通过开发技术以应对市场变化和组织结构的变化。事实上，Bersin研究发现，自2014年以来，风险投资已经在人力资源和劳动力管理技术供应商市场投入55亿美元。
德勤研究指出了2018年推动当今职场根本性变化的10大人力资源技术趋势，包括：
1.对劳动力效率工具的新关注。
这些支持移动功能的工具类似于社交网络平台，能让员工发布图片、创建群组和接受咨询，旨在通过电子邮件来促进基于团队的沟通。
2. 企业资源计划（ERP）和人力资本管理（HCM）进入云端，成为人才市场自我创新的驱动力。
人才管理正在被重新定义为，成为我们所说的“团队管理”的一个新类别。这些工具不像人才或人事管理系统那样，因为它们以团队为中心进行设计的。另一个新兴的分支可能迅速成长为零工或基于项目的工作管理系统。
3.持续的绩效管理已经到来。
公司现在正在寻找适应人们从项目到项目、从团队到团队的管理工具，使员工与管理者的交互变得更简单。一些领先的工具是由游戏开发者设计的，使得该工具易于使用、敏捷且以数据为驱动。
4.反馈、脉冲调查和分析工具的激增。
为了保持积极的员工体验，组织需要一套工具来促进持续的倾听，并超越年度调查。这一部分市场与员工福利相重叠，也造成了更多的干扰，因为这些平台开始收集从员工位置的移动到心率的所有数据。
5. 企业学习的创新已经到来。
企业学习市场正在经历巨大的增长，有必要对员工进行再培训和发展，因为工作的未来已然到来。虚拟现实和增强现实也正在迅速发展，并为学习和绩效支持市场带来变化。
6.招聘市场瞬息万变。
招聘员工是公司最重要的工作。许多公司正在加大对视频评估的投资，这是人才获取中增长最快的领域。
7.健康福利市场正在爆发性增长。
今天的健康行业已经迅速将重点从降低事故和保险的成本转向“健康福利”。人力资源技术市场包含几十种工具和系统，用于测量、监测和改善工作健康。供应商将向市场推出新的产品，包括技术平台、自我评估、教练计划、生物测定和端到端的医疗解决方案。
8.人力分析市场业已成长并成熟。
人力分析现在是人力资源和商业中所必须具备的。需要注意的三个关键领域是：
嵌入式分析（Embedded analytics）——增长最快的人力分析领域是嵌入式分析，可以根据需要分析相关含义，而不必生成完整报告。
人工智能（AI）——供应商将成为智能供应商，而不仅仅是分析提供商。大多数主要应用程序提供上正在致力于提供模式识别、精益算法、机器学习和自然语言处理等服务。
组织网络分析（ONA）——在组织网络分析技术能够从电子邮件、反馈活动及其他渠道捕获数据，以了解人们如何沟通。它能够识别工作流模式、工作瓶颈和角色。
9.智能自助服务、沟通和员工体验工具。
自助服务平台允许员工在没有人力帮助的情况下回答问题、提交交易和查找信息。这些新兴技术使用了类似于语音识别软件的认知、会话、智能系统，这些系统已经广泛应用于简化人力资源的过程。
10.人力资源部门成为了数字化和创新的推动者。
创新现在来自人力资源职能本身。人力资源部门正在进行更富有创造性的思考，提出更多的问题，并敦促供应商适应新的管理模式，要求更具团队精神、智能化和易于使用的解决方案。
Deloitte Report： 10 disruptions in the HR technology market likely to transform the overall landscape in 2018
A proliferation of digital technologies, a younger and multigenerational workforce, continuous performance management and team-centric organizational design have fundamentally changed how work gets done at organizations, demanding a new set of HR software tools and platform features.
According to a new report by Deloitte's Bersin, "HR Technology Disruptions: The HR Tech Market Reinvents Itself," more than 75 percent of organizations are well on their way to reinventing the performance management process in their organizations. In addition, many organizations are increasingly restructuring themselves into networks of teams, a concept Deloitte's Bersin research has dubbed "the Organization of the Future," and 88 percent of companies indicate the transition to this structure is a top priority.
Many HR software companies are responding to the changing market dynamic of evolving organizational structures by developing technologies to support these changes. In fact, venture capitalists have put $5.5 billion into HR and workforce management technology providers since 2014, Bersin found.
Deloitte's Bersin has identified 10 disruptions in the HR technology market likely to transform the overall landscape:
1.New focus on tools for workforce productivity
These mobile-enabled tools resemble social networking platforms, letting employees post pictures and create groups and alerts, and are designed to facilitate team-based communication in ways email can’t.
2. ERP and HCM move to the cloud as the talent market reinvents itself
Talent management is being redefined as part of a new category we call “team management.” These tools do not behave like talent or people management systems because they are designed with the team at the center. Another emerging subcategory likely to grow rapidly is gig- or project-based work management systems.
3.Continuous performance management has arrived
Companies are now looking for tools that adapt as people move from project to project and team to team, and make employee-manager interactions simpler. Some of the leading tools are designed by game designers, making them easy to use, agile, and data-driven.
4.Explosion of feedback, pulse survey & analytics tools
To maintain a positive employee experience, organizations will need a set of tools that facilitates continuous listening—and goes beyond annual surveys. This part of the market overlaps with employee wellbeing, creating more disruption as these platforms begin to collect data on everything from employee location to mobility and heart rate.
5.Reinvention of corporate learning is here
The corporate learning market is experiencing tremendous growth, and there is a need to reskill and develop employees as the future of work marches forward. Virtual and augmented reality are also evolving quickly and will create changes in the learning and performance support markets.
6.Recruiting market is rapidly changing
Hiring people is the most important thing companies do. Many companies are increasing their investment in video assessment, the fastest-growing new area of spending in talent acquisition.
7.Wellbeing market is exploding
Today’s wellness industry has rapidly shifted its focus from accident and insurance cost reduction to “wellbeing.” The HR technology market contains dozens of tools and systems designed to measure, monitor, and improve wellbeing at work. Vendors will bring new offerings to market, including technology platforms, self-assessments, coaching programs, biometrics, and end-to-end healthcare solutions.
8. People analytics market has grown and matured
People analytics is now a must-have within HR and business. Three crucial areas to pay attention to are:
Embedded analytics The fastest-growing analytics spending area is embedded analytics—meaning analyses are available as needed without having to generate reports.
AI Vendors will become intelligence providers, rather than merely analytics providers. Most major application providers are working to deliver pattern-recognition, algorithm refinement, machine learning, and natural language processing.
ONA Organizational network analysis technology captures data from emails, feedback activities, and other sources to understand how people are communicating. It identifies workflow patterns, bottlenecks, and roles.
9. Intelligent self-service, communications & employee experience tools
Self-service platforms allow employees to get questions answered, submit transactions, and find information, without human assistance. These emerging technologies use cognitive, conversational, intelligent systems—similar to voice-recognition software already in wide use—to simplify HR transactions.
10.HR departments are becoming digital & innovative Innovation is now coming from HR functions themselves.
HR departments are thinking more creatively, asking more questions, and pushing vendors to adapt to new management models by demanding solutions that are more team-centric, intelligent, and easy to use.
（本文由HRoot翻译、整理自德勤报告《HR技术颠覆：人力资源技术市场重塑自身》。）
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