Navigo Research’s 4^th Annual Australian HR Technology Reports are an interesting read. As an HR technology provider, Subscribe-HR finds this type of research fascinating, insightful and a great foundation upon which to build future innovation in the SaaS cloud based HR technology space. Not only that, we find it to be a good benchmark against which to measure our values and the importance we place upon maintaining a sustainable business model in which we can still offer our clients the personalised customer service they desire.

We've had a lot of feedback from both our clients and network of contacts, about what's been missing from recruitment solutions and we decided it was time to take a look at what's next for e-Recuritment. We've spent a lot of time thinking about how to create the best e-Recruitment solution available. By incorporating all the features and functionality that systems users have requested, we've created something that will evolve e-Recruitment to the next level. You asked, we listened, we researched, and we've created a solution that makes it easier than ever to align values, source passive candidates and harvest big data. Consider the below scenarios and ask yourself if any of it rings true?

In the last couple of weeks we’ve looked at the big picture of big data analytics, HR and talent management, as well as the barriers to success in the big data landscape. Now that we're clear on the background and the potential issues, let’s move on to some best practice strategies and solutions that will ensure you are on the pathway to success in this increasingly important and inherently valuable discipline.

Last week's blog looked at the big picture for big data analytics, HR and talent management. Before we embark on an assessment of the strategies and solutions for managing talent through the use of big data analytics in HR, let's look at the final barriers that CIPD's report identified as having the potential to block the pathway to success. Part 1 outlined structural and systems silos, as well as skills capacity issues that could negatively impact HR analytics capabilities. Now let's look at the other two barriers that might get in the way.

Last week's blog looked at the big picture for big data analytics, HR and talent management. This week's two part blog will dive more deeply into the big data analytics landscape. The life-cycle of developing the necessary data analytics capability in any organisation, first requires a thorough understanding of the current status quo. Any roadmap for implementing organisational change, requires some deep contemplation of current capabilities and all the things that might stand in the way of future success. This blog will outline the potential barriers that stand in the way of a fully integrated HR function that harnesses integrated data and analytics potential to create future business excellence.

Big data analytics is a BIG topic. It also has the potential to be quite a daunting area for HR Professionals to dive into. This series of blogs is dedicated to an investigation of current research related to how the HR function can harness the power of insight available through big data analytics to enhance their talent strategies.

It has become clear from current research that older, more centralised HR models do not provide organisations with the agility, efficiency and responsiveness needed to increase management and leadership skills to the levels required for businesses to thrive. Not only that, these old models don't function well enough in meeting the evolving needs and goals of modern businesses from a purely administrative and operational perspective. Add to that a lack of efficient capability in sourcing, attracting, training, engaging, and retaining talent and the picture could be considered quite bleak. However, challenges can always be transformed into opportunities, and a great HR Professional will always intuit the best ways to see the possibility for transformation, as well as being able to make such a transition a reality.

The prospect of implementing a new technology solution can be both a daunting and exciting prospect for an HR Professional. Technology promises the golden ticket to efficiency and effectiveness, yet how many times have you invested time and money in technology only to have the opposite experience? Let’s look at some of the key drivers behind the adoption of HR technology solutions, and what’s needed in order to ensure that implementation and subsequent user experience have the most positive and beneficial impact possible. After all, the point of adopting HR tech solutions is to make the lives of all individuals who need to use the software better, happier and more productive.