In the past 20 years, from the Internet, mobile Internet, AI big data, and now 5G, the world has become a digital world; From Didi Dhailing, wechat, Taobao, Douyin, to long-rented apartments, people's lives have been completely changed, and they cannot live without digital clothing, food, housing and travel.
And this change is just the beginning. The arrival of 5G indicates that we will usher in a new wave of digitalization and technology. And in the digital era, technology will give the human resources industry a great power of change, bring great opportunities and challenges!
Ji Wi-guk, CEO of Beisen Cloud Computing
The transformation of organizations by technology is about to accelerate
After sleeping, where do people spend the most time? It's the workplace, it's the company, it's the organization.
Over the past 20 years, digitization and the Internet have changed our lives a lot, but the change to the organization is relatively small: most companies are still using 10 year old software, and the management model is still the same as before.
The root cause was that there had been "insufficient urgency to change".
In the past 20 years, the changes of enterprise human resources and the progress of informatization are relatively slow, and the implementation of talent management techniques and ideas is also relatively slow.
But with the advent of the digital age, organizations are moving from a matrix to a network structure, and talent management is becoming critical. The new generation of employees who grow up with the Internet put forward higher requirements for the organization and the relationship between people. Both internal and external forces are pushing the organization to change.
Therefore, technology will accelerate the transformation of organizations in the next 3-5 years.
What impact will technology have on human resources in the future?
In my opinion, there are four new technologies that will greatly affect the HR field:
First, it is talent management technology, talent definition, selection, evaluation, management, retention technology;
Secondly, cloud computing /SaaS, SaaS software replacement installed version of HR software has become a fact;
Third, AI big data is gradually entering the field of HR;
Finally, the Internet ecology is entering the company, into the organization, an enterprise Internet ecology is taking shape.
Ji Wi-guk, CEO of Beisen Cloud Computing
Talent management technology: Manage talent in a digital way
(1) What is talent management technology?
In fact, its connotation includes the definition of talent, selection, and development of technology.
The definition of talent, namely ability technology, includes: quality model, potential model, experience, value.
Talent selection, that is, evaluation technology, including: talent assessment, evaluation center, talent inventory and other tools.
Develop talent, including coaching techniques, action learning, etc.
These technologies are not new, they have been proven effective for a decade, but digitalization has given new life to talent management techniques? We can achieve "digital talent" and manage talent in a digital way.
Once the realization of digital people management, our talent management level will be improved.
// For example, //
There is a company sales, do particularly large projects, the project is big, long cycle. General sales are more inclined to have Wolf employees, but this kind of big project is on the contrary, more inclined to choose strong planning, good planning, success is willing to be particularly high people, may not see the short-term benefits and returns, often did not wait until the project landed, on the job.
If we realize the digital management of talents, we can see which characteristics of talents, suitable for which positions or projects can have higher performance, which is an evidence-based process.
(2) After talent digitization, we can build integrated talent management centering on human ability and behavior trajectory.
The biggest difference between talent management technology and traditional human resources is that each module of traditional human resources is separated and discontinuous, while talent management takes ability as the core and connects each module of human resources together.
In hiring, people are evaluated for their ability, compensation is based on their ability, in performance, they are evaluated for their ability, and in talent inventory and succession, they are evaluated for their potential. All ability - centered, talent - centered operation of the entire human resources system.
At this time, the whole HR software begins to move towards integration and one-stop, which is called the integrated talent management platform. The global HR software manufacturers are desperately trying to close the circle of the whole life cycle of employees. And customers also began to choose from a single software, toward the purchase of integrated software, no longer entangled in a function point, but in the integrity of the system, whether it is a system.
No PaaS, no SaaS
(1)HR SaaS has entered the 3.0 era
Initially, HR SaaS is understood as "transferring a piece of software to the Internet". For small customers, most vendors provide standardized products, but in fact, the compensation calculation formula, approval process and leave system are different for different companies, and even the same company, the system will be adjusted every year. HR SaaS 1.0 failed to meet the needs of medium and large customers, so it entered the 2.0 era.
As HR SaaS 2.0 enters the era of personalization, companies are starting to see if they can solve this problem with more configuration items, and it turns out that this is only suitable for medium-sized companies with around 500 people.
HR SaaS 3.0 came into being and entered the platform era for multi-tenant, large-scale concurrency, complex and personalized scenarios of large customers.
With the development of cloud computing technology, database technology and micro-service system, Beisen built a PaaS platform based on cloud computing after encountering many challenges. Based on the PaaS platform, North developed a database, steppe, to solve the distributed consistency problem of large-scale concurrency, which was unimaginable in the 1.0 and 2.0 era.
(2) No PaaS, no SaaS
In the VUCA era, we need SaaS software on demand.
This software can not only be configured, it can be customized, and not only customized, but it can be customized quickly based on the changing needs of my business.
So, no PaaS, no SaaS. The PaaS platform in the 3.0 era has three features:
extendable
Different customers, some use KPI assessment, some use objective management, some use OKR, some use Ali's dual-track assessment, some use project system assessment, we can expand.
These expansion capabilities include field customization, object customization, interface customization, function customization, process customization, salary formula customization, everything can be defined.
customizable
Functions and systems can be customized based on actual enterprise service scenarios. By dragging and dropping various prefabs, you can quickly build a software or native application like building blocks. Without writing code, development speed is naturally greatly increased and development costs can be reduced by up to 70%.
trustworthiness
The PaaS platform of Beisen is a multi-tenant and trusted PaaS platform. We have passed ISO27001, CSA and the three Level Assurance certification of the Ministry of Public Security successively.
At the same time, we have passed the security review of many large enterprises at home and abroad, such as Uniqlo Global security team, Pfizer India security team, Marriott Hotel, Wuxi Apptec, Hikvision, etc., to build a reliable security system for customers.
(3) Building an enterprise-level software application store in China's HR field
Once we had PaaS and were able to customize an application, we realized that Beasen could build an app store for enterprise software, just like Apple's App Store. All native apps developed can be put on the app store. It's a great software ecosystem.
The applications we currently put on the shelves include the HR software of Beisen and some small applications developed by Beisen for customers, such as: interview number system, internal recruitment, personal tax pass, etc., as well as some small office applications, such as: job summary, task, schedule and so on.
In addition, we also access a lot of third party software, such as travel, reimbursement, tooling customization, and so on.
But this is just the beginning. Over time, it is expected to reach 1000 applications soon, which means that almost all HR applications can be found on the paas platform.
In 2020, Beisen will open the PaaS platform for customers to use. Once the platform is opened, the customers' IT developers can receive certification training developed by Beisen PaaS, and then quickly customize applications for themselves on the platform.
What's more, these native apps can be put on the app store and made available to other customers for free or for a fee. For an engineer, making an application developed in-house available to other customers can magnify the value of his code by a factor of 100 or even 1,000.
Maybe, one day, you can start a company and build custom apps on the PaaS platform.
AI helps HR software become smarter and aid decision making
AI is a very hot concept in HR, we very much agree that AI represents the future, but this generation of AI is still in a very early stage, it is not yet "cognitive", its essence is a kind of "automation".
Compared with the human brain, the computer has two major advantages: hard disk storage and CPU computing. The human brain can recognize faces, but it can't remember a large number of faces, but AI is able to do that because of its advantages. So the biggest value that AI can give right now is automation, which can greatly improve efficiency. So we use AI to make HR software smarter, not smarter, and use AI to improve efficiency, experience, rather than use AI for decision-making.
A practical example of AI application: HR often encounters the situation that employees ask questions about various systems in actual work. We use AI for interactive experience and make a voice assistant similar to SIRI. As long as we ask for leave, we can immediately bring up the page.
Connected HR software: Building an employee service ecosystem
SaaS software is equivalent to putting software on the Internet from within the company. Once it is put on the Internet, it can connect with various resources, such as Jingdong, Meituan and Ctrip.
In this way, some businesses of the Internet can easily connect with employees within the enterprise, and many employee services can be automated.
We call this kind of HR software "connected HR software", which connects all connected Internet resources to empower employees and improve efficiency.
Can connect to Jingdong, do flexible welfare; Can connect Ctrip, travel automation; It can also connect the financial platform and the food ordering platform, and finally build an employee service ecological platform. Beisen recently launched a new product Senwelfare, which is such a full-scene flexible welfare platform that allows employees to choose a large number of products independently.
Standing at the key point of change, we look forward to the future 3-5 years, we will certainly witness the history of new technology to promote the reform of human resources, Beisen is willing to work with you to jointly promote the reform of human resources, to help more Chinese enterprises have world-class talent management ability, so that science and technology to achieve talent!
