TecHR 2019 – Reflections and Ideas

As HR Tech enthusiast and professional attending, the People matters TecHR is an annual pilgrimage that I haven’t missed in a while. This year, I attended in the capacity of a partner. But my lens of looking at things from a broader industry perspective remained unchanged. This article captures my thoughts based on what I saw and heard at the event.

The Ecosystem

This is one of the biggest shows of technology solutions in and around HR. The scale of the ecosystem is visible from this one show which is literally a slice of the whole picture.

The marketplace of what is considered as HR technology is changing rapidly. We saw 100+ solutions under 12+ categories at display here.

I was happy to see global players like ServiceNow, UiPath, and Automation Anywhere exhibit here. These solutions highlight the breadth of the technological solutions available to today’s HR professionals to make a difference. Each of these is highly specialized areas and HR professionals can really re-skill themselves to reimagine business processes. This is truly digital-first thinking knocking heavily on HR door.

These are still peripheral applications for most HR professionals since only large enterprises are really looking at the use of these tools. Most mid and small-sized companies are in the system of record mode. This hypothesis is validated by the presence of a total number of what I call traditional or commoditized HR solutions like HRMS, Payroll, Talent Acquisition and Talent management at the conference. 95% of technological solutions at the display can be categorized here.

I was particularly disappointed at the lack of diversity of categories. I missed looking at fresh ideas in rewards and recognition and career development. In the startup zone, I was surprised to see the majority of ideas with no real differentiation from what already exists. I kept thinking what is required to create a really new category-defining or disturbing solution to emerge?

Commoditization of Technology

As I pulled back from this innovation thought process, what struck me was the commoditization of basic HR technology. It was visible all over the conference.

Do we consider access to a mobile phone as any special benefit? Do we question the investment we make as individuals in buying the hardware and software required to own a smartphone? We don’t. Because this is the new normal. For survival in the urban work environment access to a smartphone with an internet connection is table stakes.

In my opinion, today HR has no choice but to use available technological solutions for running their business. Investment in HR technology is thus about updating or upgrading your business practices than making any business impact. If you are replacing your attendance system from biometric to geo-fencing, in totality you may not be saving any cost. You are essentially just upgrading to a newer technology that provides some additional benefits.

HR professionals need to get comfortable with these conversations. They need to look at business cases for ERP or CRM solutions that their organizations implemented. Today HR systems need not be viewed as nice to have, the basic automation of most HR processes must be demanded. It’s just the way the business of HR has to run.

The Challenge

Traditionally whenever HR folks asked for money, they had to justify the same via ROI. The ROI on training programs or any other investment in HR is a hotly debated topic.   Many HR professionals carry that mindset into buying technology.

In my opinion, they need to look at technology as compliance. If you are paying PF, ESIC and other statutory compliances or providing cab and canteen on campus, you are doing it because it is industry practice. These aspects are important for you to be able to attract and retain talent.

Operating your HR function with digitized HR processes which give control and access to employees is just same. If you do not provide these technological tools in the hands of your employees, the employee experience is going to get impacted. These small irritants would soon start to become a challenge.

The Challenge-Part 2

So, let’s say now that you have convinced yourself and your business to invest in HR technology to improve employee experience and employer brand. Where do you start? Yes, visiting TecHR is the first step in that direction. I was happy to meet a few such individuals who came to the event looking for something specific. I personally enjoy the dialogue when HR professionals are looking to solve a business problem.

However, starting is half of the story or not even that much. One would have seen, 21 different talent acquisition solutions, 15 different HRMS and learning solutions and 14 different talent management solutions at the event. Being able to identify, select, implement and deliver the intended experience is the most critical part.

I met overwhelmed HR professionals at the event. They are caught between multiple stakeholder expectations and choice of multiple vendors in the HR tech market.  They need a partner of choice to help them navigate this complex maze to be able to emerge victorious in the end. The HR tech community has a lot of ground to cover here especially during conferences like this one.

Day 1 sessions

·         Reimagining the ‘Human’ Experience with Technology – SAP case study,

·         The POWER of AND: Managing Productivity AND Employee Experience, and

·         Who wins the war: the archer or the bow? would have given some directional thoughts.

Day 2 Sessions

·         HR Technology 2020: A New Market Emerges,

·         The Future of Work – How to be more human in a more digital world, and

·         Creativity in an Innovative World emphasized the need to remain more human in the digital world.

Direction vs Template

The purpose of conferences like TecHR is largely to provide the directional thoughts and in that sense, this is THE event each one of us needs to be at. The templates for implementation must be custom-built for your needs. That is the learning journey that you must be brave to undertake.

If you came into this conference looking for a broader direction for your HR digitization efforts, I am pretty sure you would have received plenty of food for thought. But if you came into the conference looking for a specific template to design, select, implement and deliver on multiple stakeholder expectations then I think you would return with a mixed feeling.

I had a great time at the conference meeting and interacting with buyers, sellers and investors of HR technology. The scale and grandeur of the event this year made me super happy. I am pretty sure; things are going to get busier in TecHR 2020.

I am excited and looking forward to a grand TecHR in 2020. Until then, if you have any thoughts, comments, questions or ideas lets connect and dialogue.