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1. In your opinion, how has the HR Tech landscape evolved over the years? What are some of the advantages of the current technological evolution?
Eugene Loh, Director Human Resources, MODEC, Inc.
It is quite evident that the shift in HR Tech has evolved into Employee or Workforce Experience and Engagement. Of course, Big Data, AI and predictive analytics are still talked about a lot and will only get louder. I feel that all these also changed the perspective of having a one HR system and move towards a best of breed systems implementation. There are just so many HR Tech startups that are bringing new ideas and approaches to managing and engaging talent both in and outside of the company.
2. What according to you are some of the challenges plaguing the HR Tech landscape and how can they be effectively mitigated?
I think it’s more of sexy vs practicality. Tech can be so hyped up and because big companies are using them doesn’t mean it will fit in every company. So the practicality part needs to be well thought of – things like flexibility vs governance, affordability of the solution, how much empowerment does the C-suite want to give and if the workforce is ready. Not forgetting data and predictive analytics – HR Leaders and Executives want to see AI, prediction, but there first need to be a sizable data to be mined. So to mitigate this, probably a good understanding or awareness of HR Technology and Digitalization needs to be engrained into the organisation.
3. Which are a few technological trends influencing HR Tech today? What are some of the best practices businesses should adopt today to steer ahead of competitors?
As mentioned in Qn 1, trend is towards employee experience and engagement as well as big data, AI and predictive analytics. I don’t think there is a best practice as I always believe in fit for purpose – know what is in the market, know the capabilities and functionalities of the various systems and tech. Then look within to identify what is practical and then scale up as you progress by getting feedback from stakeholders and end-users.
"The practicality part of the technology needs to be well thought of – things like flexibility vs governance, affordability of the solution, how much empowerment does the C-suite want to give and if the workforce is ready"
4. Do you have any advice for industry veterans or budding entrepreneurs from the HR Tech space?
I guess its back to basic of understanding your customers. Don’t just get insights from HR practitioners, but also hear the voices of managers, employees and C-suite executive on how HR can impact the business and them personally as an employee through their lens. Again stressing on the points I raised in my answer to Qn 3.
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