Primary talent management trends for 2017
Primary talent management trends for 2017

7 Talent Management Software Trends for 2017

  • 6 min
  • Dec 09, 2016

Maryna Z.



2016 is coming to an end, so it’s time to make New Year’s resolutions and wrap things up. This is the time when many companies and industry analysts predict trends for the upcoming year, and RubyGarage is also joining the club. We recently posted an article on our blog describing types of HR software and calculating the cost of a full-fledged product. Continuing with this HR theme, in this article we’d like to talk about trends in talent management and human resources software.

Wearables and Fitness Apps for Employee Wellbeing

A famous proverb says: “A sound mind in a sound body.” Human resources departments realize that their employees’ wellness has a direct relation with their performance and engagement at work. Moreover, keeping employees fit decreases medical costs. Let’s see what trends we can expect in the fitness and wellness sphere in 2017.

BYOW stands for “Bring Your Own Wellness” or “Bring Your Own Wearable.” No matter which expansion you prefer, however, the implication is the same: employees bring their own devices to work to track their physical activity, such as number of steps and workout exercises and metrics like heart rate and calorie consumption. This data can be collected with the help of health engagement platforms like KudosHealth. KudosHealth connects employees’ devices and accounts to a single hub for further analysis and to build solutions for health improvement activities. Depending on your aim, you might organize team-building events to promote collective achievements or develop health solutions to lower the number of sick leaves or costs of health insurance.

Team Management Tools Turn Into Ultimate HR Solutions

A recent study by SensorTower has shown that the number of application downloads is steadily decreasing: in the USA, people downloaded 20% fewer applications in 2016 than they did in 2015. And this figure is reflective of a global trend: people are tired of applications. So companies tend to build one piece of software with all the necessary features so people don’t have to download an excessive number of applications. For example, Trello ‒ the popular tool for team collaboration and project management ‒ offers all the functionality you need to meet the day-to-day demands of an HR department.

Today, Trello serves as a recruitment pipeline which allows HR specialists to create lists for each stage of a recruiting process like “Open positions,” “Interviews,” and “Decision Pending.” CVs can easily be attached via Google Drive, so everyone on the team can view and edit them if necessary. Moreover, HR managers can create checklists inside each card, set deadlines, and assign responsible people (job candidates, recruiters, interviewers, etc).

After an employee is hired, it’s important to organize welcome procedures including setting up a work email and issuing an access card to the building. On Trello, HRs can create lists (“Very First Day,” “First Friday Night,” “First Week,” “Done”) as well as cards with tasks like “Organize an Office Tour” and “Join Slack Team.” Applications like Trello are a perfect complement for the onboarding pipeline and eliminate the need to install additional software.

Big Data for Talent Acquisition

Job portals and social media are basic recruitment tools of the modern recruiter. But manually searching for suitable candidates takes immense time and effort. Today, companies are actively using Big Data analytics to analyze whether a candidate fits a position and gauge their motivation. For example, applications like AmazingHiring allow HR managers to find employees for technical positions on popular social networks including GitHub and StackOverflow by gathering the online activity of candidates. AmazingHiring scans and checks a candidate’s skills, allowing HR specialists to spend less time on research.

People-Oriented Performance Management

HR specialists try to analyze and detect critical aspects of employees’ performance that influence the whole company’s success. Modern companies use various types of performance feedback. The most common include 360-Degree Feedback, a complex peer-to-peer evaluation which includes assessment from coworkers, managers, and employee themselves; Numerical Rating Scales, which assess an employee with numbers, for example, from 0 to 5; and Objective-Based Evaluation systems in which an HR manager and an employee agree upon a list objectives to be accomplished.

In general, all of these types of performance appraisal are positively perceived and employees state that they’re willing to be properly assessed at least once a week. Continuous performance appraisal has obvious benefits. Employees feel secure when they have clear goals, are mentored by their superiors and are recognized for their achievements.

A recent report by Bersin, one of the largest HR research providers, predicts that in 2017, performance management will become more human oriented. Here are a few trends they identify: first, goals will be shared by the whole team rather than delivered by one representative. Second, there will be more peer feedback instead of a supervisor’s evaluation. Finally, there will be a focus on mentoring-like evaluations aimed at giving recommendations on how to improve performance rather than simply assessing an employee’s past performance.

Applications like Namely have already caught on these talent management trends. For example, Namely allows HR managers and employees to create custom reviews for continuous peer feedback and celebrate achievements by posting them in a company’s news feed. Another HR tool, PeopleGoal, lets you manage individual and team goals, track internal and external feedback, and facilitate self-assessment – making it an ultimate tool for 360-degree performance appraisal and objective-based evaluation. Finally, Performly gamifies the recognition process by awarding badges for achievements.

Enhanced Learning Mechanisms

Continuous learning at work helps to generate new ideas, realize employees’ potential and – by helping them succeed – retain them. Statistics provided by Harvard Business Review reveal that 42% of employees value the opportunity to learn over other essential benefits like health care (36% of respondents) and workplace amenities (38% of respondents). Responses to this survey were provided by more than 2,800 employees from 27 countries.

According to Josh Bersin, in 2017, companies are likely to adopt enhanced models of corporate training by providing on-the-job learning, networking, and supportive environments with all tools and resources for effective learning. Currently, there are a few full-fledged solutions on the HR software market that offer features for staff training. These applications demonstrate an awareness among software vendors of the present demand for human resources departments to offer educational options to employees. For instance, the SaaS tool Collaborator allows you to automate your employees’ learning process by creating your own corporate knowledge base, tracking their progress, and setting deadlines and goals. Another comprehensive HR tool, Initiafy, is designed for training contractors: with Initiafy, HR managers can get rid of paperwork by creating electronic contractor forms and custom training courses. The application also makes it easy to share documents, and provides notifications about expiring certificates and documents, which is quite within when contracting.

The market for HR software is becoming more human-oriented. Applications help HR managers monitor employee wellbeing, use a single tool for team management, cut down on paperwork, automate essential HR processes like recruitment and onboarding, and allow for better appraisal of employees. Look out for these trends in the HR software market in 2017 and follow our blog to get more insights on the topic!


Maryna Z.


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