Stacey Harris - HR Tech 2021 Series - HR Technology: Past, Present, and Future

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As the Chief Research Officer, Managing Partner of Sapient Insights Group, Stacey Harris oversees industry research work including the Annual HR Systems Survey and White Paper. She has been a leading member of the HR practices and technology research community since 2007 and has produced groundbreaking research on high-impact HR organizations, enterprise HR technology, and key practices across the talent management spectrum.  

Stacey has had executive-level roles with Sierra-Cedar, Bersin & Associates, and Brandon Hall Group, and she has worked as an industry advisor and HR leader for Fortune 100 organizations around the world. She is frequently included in Human Resource Executive® and the HR Technology Conference’s Top 100 HR Tech Influencers list and sits on the International Human Resource Information Management (IHRIM) Board of Directors, overseeing strategy and education in her role as Vice-Chair. Stacey is also the author of Introduction to HR Technologies: Understand How To Use Technology to Improve Performance and Processes. 

In this episode, Stacey talks about her thoughts on HR Technology of the past, present, and future.

Chapters:

[0:00 - 4:00] Introduction

• Welcome, Stacey!

• Today’s Topic: HR Technology of the Past, Present, and Future

[4:07 - 9:42] Looking at Past Trends in HR Technology

• The dawn of self-service technology

• What HR looked like pre-Internet

[9:53 - 19:30] What’s Significant about HR Technology Today?

• What companies who thrived through COVID had in common

• What companies with higher talent retentions are doing differently

[19:38 - 30:16] What HR Technology does the Future Hold?

• Automating processes that get left behind

• Why workforce planning could be the key to a thriving business

[30:16 - 39:47] Final Thoughts & Closing

• Was HR Tech a success?

• Thanks for listening!

Quotes: 
“Organizations who've got the best user experience and vendor satisfaction score—we track that every year—and those organizations who seemed to come out of the COVID environment in a better place had a couple of things in common. One of the things we saw without a doubt was that if you had invested in workforce planning, or if you had invested in talent management, or if you had ensured that you had an idea of where your organization was sitting, at least from a talent perspective, you just did better in this last two or three years.”

 “The technology of the future—the piece that I think we're all sort of trying to figure out—is taking the really sticky business challenges that we have right now, which are always more of a process than they are a technology, and starting to figure out how to automate those because we have automated, for the most part, everything that is easy to automate in our world.”

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