If you’re an HR manager, you’ll likely agree that the landscape of human resources has changed dramatically in the past decade. Significant shifts can be seen in the delivery of HR-related services, as traditional models are replaced with more modern ones. Recently, the wave of modernization impacting the delivery of human capital management (HCM) services has become increasingly evident, affecting not just HR managers but businesses in their entirety.

Innovations in technology

Technological innovation is by far the largest driving force behind the modernization of HR services. Today, we see many solutions offering “smart” technology that is able to anticipate what HR managers need. And as the consumerization of IT continues to infiltrate HR, it’s evident that personalization of solutions has become a bare-minimum expectation.

Advances in technology have also drastically changed the job search – for both hiring managers and the job seeker. Semantic search, which use ontologies that map relationships between words and concepts, are yielding better, more appropriate results for recruiters looking for candidates and for job seekers looking for a new position.

We’re also seeing an increase in collaborative and “social” tools like reference checking (i.e. Checkster, an online talent assessment tool that leverages intelligence from colleagues), social media networking during a job search, and e-coaching – which allows employees online access to content relevant to job searching and chat online with a coach.

Shifts in service delivery models

Service delivery models are being re-calibrated thanks in large part to lessons learned and pressure from customers to align more closely with their expectations. To accommodate a broader range of business objectives, cost saving is no longer the primary driver for most customers. According to HR Technology Innovator and HR Transformation and Change Management Advisor Steve Goldberg, strengthening employer brand to attract more talent is out-ranking cost reduction as a priority, which makes the candidate experience as important as client experience – a significant shift.

Focus on change management More emphasis is placed today on change management and adoption. Lack of change management is a common reason why the efforts to roll out a new system or organization structure are challenged. Projects that require enterprise-wide adoption should be approached proactively: change management should not be an afterthought. Organizations that succeed in change management are ones that involve all stakeholders from the start and create a coalition for change. Companies might also seek out HCM vendors to assist them by providing change resistance toolkits, customized “case for change,” and change readiness templates assessments.

While some of these shifts might seem a little daunting at first glance, it seems that the effects have been largely positive. The modernization trends we’re seeing today are opening up opportunities for organizations to strengthen their talent management and have an overall constructive impact on the business.

Is your organization riding the modernization wave to success? Check out the #SmartTalkHR webinar with HR Technology Innovator and HR Transformation and Change Management Advisor Steve Goldberg to discover how to take advantage of the types of HR-related services that will likely have the best impact on your organization and talent management agenda, as well as receive guidance for selecting and/or managing your current vendor partnerships.

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