Application Programming Interfaces (or APIs) are the glue that holds all the technology solutions we use together. At their most fundamental they are just pieces of code that connect individual systems to each other. From an operational perspective, APIs facilitate the seamless exchange of data across all the different connection points in an interdependent digital ecosystem. That is why APIs (and the integrations already available via a provider's API) really matter when selecting your HR software or Payroll software provider. In this week's HR Blog we explore how important APIs are to ensuring that your business can get the most of all the software your use - especially your HR and Payroll software.

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After the disruption of 2020, Ernst & Young rounded out the year with this advice for business and HR Professionals alike: "Your future people function should operate horizontally across your organisation to activate experiences that drive long-term value. EY's research indicates that HR Professionals still spend about 86% of their time on admin work (and in 2020, it was likely even more than that). Their conclusion? To transform HR, leaders must accelerate digitalisation to liberate HR from admin (yes, this is still one of the main roadblocks for HR), and at the same time (that is concurrently and in an integrated manner), there needs to be a shift toward making people, not technology, the priority in the workplace. In this week's HR Blog we'll take a deeper dive into what HR transformation looks like when technology is being harnessed to serve your most important assets - your people.

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There was a lot of wisdom and insight to be gleaned from ConnectingUp's recent technology conference. One thing was clear from conversations with attendees, and that is, many organisations (especially those in the NFP, charity, and social enterprise sectors) are still in the very early stages of their digital transformation journeys. Which makes getting educated about the ins and outs, (and the highs and lows) of technology, an essential part of the equation. As with everything in life (especially during the last twelve months), even technology itself must undergo a process of transformation in order to remain relevant. In this week's blog, we explore the evolution of HR software from product to platform.

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According to IBM's latest research about the evolution of HR, 2020 ushered in a new era of risk that requires organisations to change how they plan, create strategies, make investments, and operate their day-to-day business. This is changing how businesses engage with their customers, and in many cases, who their customers are. With diminished human contact created by events of the last 12 months, IBM proposed that in order to survive, business must now become inherently humanised. In the new world of work, organisations need to build engagement with remote employees, foster trust in uncertain times, and cultivate a resilient workforce capable of facing whatever the future may hold. How that might look in action is what HR 3.0 is all about.

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Since 2017, we've been publishing an annual blog about which HR trends matter and what to keep your eye on in the coming year. In 2020, trend predictions went out the window and everyone was just focused on putting one foot in front of the other. It was a year in which necessities became trends whether we wanted them to or not. Because the annual trends blog is always one of our most popular, it is back for 2021 (and there are lots of interesting developments on the horizon for HR). This year was a year of significant disruption and the challenge for 2021 and beyond is to integrate all the changes into a cohesive, efficient, integrated, automated whole. Let's take a look at which HR trends matter to your business in 2021 and beyond.

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