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5 Top HR Tech Priorities for 2023 and Why They Matter
Technology vendors have a unique perspective as a result of consulting with HR leaders. These vendors, who offer solutions to organisations, are aware that the Great Resignation, quiet quitting, the need for skills, and what they’re learning from active and passive employee listening are just a few of the challenges that today’s HR and IT leaders who serve the function are trying to address. Solution suppliers are also aware that HR directors are still dealing with issues with hiring and retaining employees that have gotten so bad they are almost crisis-level.
Additionally, improving managers’ and supervisors’ skills has become a top goal. Leader and manager effectiveness was cited by 60% of respondents in a recent Gartner study of 860 HR professionals as their top goal for 2023. According to the same poll, organisational and change management (53%) as well as employee experience (47%), recruiting (46%) and the future of work (42%), are among the other top concerns for HR leaders for the coming year.
We questioned experts at top HR technology suppliers about what they are hearing about the upcoming year in order to go a little further into 2023 HR tech objectives.
Here are 5 HR Tech Priorities for 2023
- Employee and Organizational Health
- Soft Skills
- Talent Management
- People Analytics
- Access to Training for Hybrid Workers
1. Employee and Organizational Health
In 2023, there will be a focus on how employee and organizational health interact. The businesses that succeed will adopt programmes and policies that are focused on developing an adaptable, resilient, and high-performing workforce as we emerge from the epidemic and navigate an uncertain economic climate. What do workers desire, what does the company require to generate outcomes, and where can we establish harmony between the two are the questions every CHRO will have to answer when making choices. The businesses that succeed will invest in programmes that benefit workers and advance corporate objectives, maximizing their talent.
2. Soft Skills
Hard talents are crucial, but soft skills are frequently much more so. Given how quickly company develops, the capacity to adapt and learn a new method of performing your work is increasingly valuable. Currently, it is crucial to have technology that can go past the résumé and recognise qualities like leadership or learnability.
Employers that want to retain their best employees and employees who want to develop their careers both recognise the importance of upskilling. In whatever economic environment, businesses who invest in technology that makes it simple to do so will prosper.
3. Talent Management
When I speak with HR leaders, managing talent—whether that means recruiting new talent with the capabilities they require or keeping the employees they already have—is the top concern on their minds moving into the new year. Around the world, workers are increasingly focused on their personal welfare and expecting more from their employers, including increased flexibility, career prospects, and methods to look after their mental health. To recruit and keep the employees they need to meet their company goals, HR leaders are aware that they must improve the employee experience. As a result, they are using technology to assist automate manual chores, strengthen connections inside the company, and offer specific recommendations for how employees might progress their careers.
4. People Analytics
The HR sector has to be aware of the following two aspects in 2023: Without excellent data, it is expensive to make judgements about people. Additionally, we must raise the bar for what constitutes effective employee listening and communication.
Analyzing 3,000 North American firms with no or limited capabilities to apply people analytics, Visier and the People Intelligence Alliance, a corporate community that supports data analytics, were able to spot $1.8 trillion in economic opportunity. This cannot be disregarded, particularly given the status of the economy today. Managers may improve the quality of choices about recruiting, salary, and promotions by using people data, which provides them with pertinent, data-supported people insights.
5. Access to Training for Hybrid Workers
Organizations have struggled in recent years to adapt to hybrid work, macroeconomic challenges, and changing employee requirements. It is now abundantly obvious that the people’s strategy must assist the business plan. In light of this, 2023 will be a turning point for HR technology as executives put a laser-like emphasis on assisting workers in learning and developing their talents so they can contribute to the expansion of the company. Technology that connects learning experiences and makes it simple for employees and managers to access training, development plans, and more—from wherever they may be working—is needed to start with manager enablement.