The company is a complex adaptive system. Its IS has extended, hybridized and broken down under the influence of new architectures and technical possibilities. The collaborators from the 'connected generation' have imported their privacy practices and transformed the uses and relationships within the company. This system evolves through interactions between its components and external constraints. The HRIS is at the heart of this interactive system that it must understand, maintain and serve. To evolve, it will have to learn from users and from the direct involvement of HR ecosystem players.
A self-learning cognitive HRIS
Machine Learning is a powerful way to harness collective intelligence. Users are not conscious of their contribution to the improvement of solutions. It is their use that improves applications’ behavior. In a self-learning system, it is the knowledge base which is enriched and its operation which is improving. We must therefore be able to compose this knowledge base. It may take the form of rules that the variability of use cases will enrich or adapt. It may consist of logs and weblogs, less structured information databases that can be operated through Big Data.
HRIS will evolve into a self-learning system which can be fueled by third-party application data (repositories made of social profiles such as LinkedIn) or the use of company employees or several companies (anonymized and pooled knowledge capital). The system will be capable of self-sustaining, self-evolving, and individualizing its user relationship by adapting it to the context to suggest, prevent and assist.
The era of a digital partner HRIS, smart, supporting of employees is near.
Disruptive innovation and continuous innovation
The disruptive innovation revolutionizes uses and disrupts rules (Uber, Airbnb, BlaBlaCar...). To address this type of innovation / revolution, companies are getting organized, they monitor the business models of competitors, accelerate their R&D (Lab) in a start-up mode or with start-ups. Most importantly, they invest on their differentiators: a physical network, a business expertise, commitment and legal liability. Without neglecting disruptive opportunities, companies proceed through continuous innovation: agile, iterative, incremental and evolutionary. This type of innovation creates value for and by users through their involvement. It transforms, distorts, extends, integrates IS, under the leadership of enterprise architects.
Collective intelligence at the service of innovation
Collective intelligence reinforces continuous innovation. The 'Global Brain' allows the development of solutions at an unprecedented pace, thanks to unlimited collective contribution. While Machine Learning directly learns from users to enhance, adapt, individualize the behavior of applications ad infinitum. Open innovation allows this continuous improvement of systems by leveraging the collaborative and participatory innovation capacity.
A co-innovation open platform
Co-innovation can enrich systems through capitalization, integration, mutualization. The contributing community can be larger and less specialized. Open Innovation involves all the innovative potential within or outside the company. It seeks performance through experimentation. It provides resources (SDR = Solution Development Resources) in an open platform. The interest of a PaaS model (Platform as a Service) is to absorb the technical constraints (exposed by open sources) to foster business creativity. Collective intelligence energizes the creative potential in crowdsourcing mode, for the benefit of the HR user community.
Go to trends : 1 - Transformation of organizations
- 2 - ATAWAD connected employees
- 3 - HR Marketing and individualization of the employee relationship
- 4 - Employee engagement
- 5 - 'Extended workforce
- 6 - HR analytics and Big Data
- 7 - SaaS and hybrid IS
- 8 - Cybersecurity and digital ethics in HRIS
- 9 - Extended HRIS
- 10 - Urbanization and interoperability
- 11 - Internet of Things