The software design has changed. HR technology has progressed from a disparate set of niche applications designed to house employee data, or automate and streamline individual HR functions, to a new category of software called an integrated talent management suite — a collaborative platform designed to integrate many of the essential recruiting, performance, succession, compensation and learning functions into a single platform providing the talent manager real-time information to make better talent decisions.
The purpose has changed. HR leaders have begun to focus on a more comprehensive approach to managing talent, and the market for technology supporting these demands has responded. Today’s more advanced talent management platforms focus on integrating data across various functional areas to deliver meaningful analytics and insight into the organization’s capabilities to help drive strategic business decisions.
The audience has changed. As back-office HR functions such as payroll, time and attendance are largely outsourced, and talent management technology addresses broader, more strategic functions such as performance management, learning and succession management, the primary users have become managers and employees. This shift means widespread user adoption is critical for success, and technology vendors have responded to this need by focusing on ease of use.