I came across this fascinating white paper from SilkRoad the other day. The Big Shift Puts Employees First: HR Transforms from Processes and Transactions to Employee Experiences, is the 2017 contribution to their annual State of Talent reports. This shines a light on how the HR tech conversation has switched from tech to employees.
The paper opens with this:
More than ever, today’s CEOs recognize the tremendous competitive advantage in a workforce that’s highly motivated, excited and tightly connected to business goals. Building a powerful workforce strategy remains front and center for HR teams.
White papers are, by their nature, primarily marketing documents. The data are collected and analyzed in a way that puts a positive light on the vendor/purveyor who commissions the study and report. There appear to be robust data behind this analysis with the use of results from 8 surveys (including one from an analyst firm), fielded throughout 2016, from 1,335 respondents in HR leadership positions. It’s a vendor white paper, to be sure, but one of the more interesting I’ve seen.
The topics covered in the report include the following:
- State of Talent Strategy
- State of Talent Technology
- State of the Employee Experience
- State of Talent Acquisition and the Candidate Experience
- State of Onboarding and the New Hire Experience
- State of Talent Development and the Employee Experience
- State of Analytics and Technology
- State of HR
- Top Five Talent Trends
Don’t let this long and timely list deter you from downloading the report: it’s a compact 30 pages full of graphics and survey data. You can read this in under 30 minutes – and you’ll be smarter for it. These are critical topics for HR leaders and professionals in all industries – all over the world.
Introducing the first chapter, The State of Talent Strategy, four disruptors are identified that set the stage for the interesting data and discussions that follow:
- Disruptor #1: Dissatisfaction with HR Technology
- Disruptor #2: Continuing pressure to improve business outcomes
- Disruptor #3: Changing workforce, multiple generations
- Disruptor #4: Differentiation to attract talent
And then the following chart really kicks things off:
These data points then lead the fascinating analysis and discussions that follow. Even keeping in mind that this is a marketing document, it’s extremely well done and brings to light some important (and maybe surprising) shifts in focus and strategy that leaders (not just HR leaders) are contemplating.
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You may not agree with all of the conclusions. And you may not have budgets to move forward in all – or many – of these areas. But the findings are fascinating and worthy of further exploration. Download the report here and have at it.
This originally appeared on China Gorman’s blog at ChinaGorman.com.