Trends in the Russian HR-tech market

Main article: Trends in the IT market in Russia

2023

Technological trends

Market trends determine the choice of technologies and architectural principles for building information systems for the automation and digitalization of HR processes. So, in accordance with the import substitution course, more often than others, customers choose software products or products developed on the basis of Open Source. And thus they switch to the Russian stack, that is, to use open source DBMS, as well as domestic databases and OS, notes Evgeny Kuchik, Deputy Director of BOSS, Sl Soft.

The growing interest of customers in complex solutions is manifested in the requests of large companies to build systems with a high degree of centralization. According to E. Kuchik, today the desire of customers to move from microservices in the IT landscape to the organization and management of a single digital experience of an employee is noticeable.

Шаблон:Quote 'If earlier vendors and integrators offered many programs to automate some separate HR functions, now there is a desire to combine them. This is convenient from the point of view of interface, service and integration, − the expert notes.

The fact that the unification of all systems into one is the most relevant trend, Aleksei Vagin agrees with him.

The need to centralize all business processes of human resources and their development, as a trend, is clearly associated with the transfer of business focus from attracting new employees to holding existing ones.

To cope with personnel hunger, employers need to know in detail what the needs of employees are, what additional knowledge or support they need − so you can quickly connect and help a person achieve his goals, − explains Ekaterina Khudobko, HR Director of Navicon System Integrator.

But, according to her, today there are not enough tools on the market to comprehensively approach the automation of processes in HR.

Шаблон:Quote "Most of the existing IT products close only parts of the HR cycle. To build the process from point to point, you have to collect a whole "zoo" of solutions, "− she states.

To solve the problem of comprehensive automation of all HR processes, a new web-oriented application "1C: HR" is aimed, for beta testing of which Firm 1C recruits participants. Its beta version, notes Leonid Brodsky, director of 1C-Corporate Management Systems, was released at the end of September 2023, and its testing will last until the end of March 2024.

Until then, customers are in demand for a variety of integration solutions. According to Dmitry Sysoev, director of the management consulting department of NORBIT (part of the LANIT group), 2023 is being held under the slogan of integration. The largest and fastest effect is obtained by companies that were able to integrate disparate tools available on the market for their tasks.

Dmitry Makhlin, partner and development director of HRlink, clarifies that a comprehensive solution should be based on a microservice architecture.

The idea is that there are many profile services on one platform, each of which the client can change at any moment. In this regard, I think the number of new HR-tech startups will grow, − he notes.

Among technological trends, artificial intelligence is the leader, making it easier for a person to work, says Maxim Kornienko, director of development for HR Tech at the company that develops domestic software NOTA (Holding T1). At the same time, AI does not exclude an employee, but helps him customize processes and save time. Also, according to him, predictive analytics are developing, which, for example, can predict the potential dismissal of people as a result of burnout.

Now it is not so actively used, but it just takes time - not all users are ready for it yet, "the expert explains.

Well, one cannot but say that in 2023, in the software tools for automation and digitalization of HR functions and processes, there was a place for neural networks and computer vision. According to Sergei Akhmetov, CEO of HR-tech company Potok, for example, ChatGPT includes support in the processes of recruiting, organizing and adapting employees. This neural network effectively creates job descriptions, job descriptions and sets typical goals, and is also successfully used to compile various tests and surveys to test both professional and soft skills. In addition, it analyzes indicators of engagement, satisfaction and loyalty. Another neural network − Midjourney is often used for training purposes, such as creating training courses on the structure of the company or improving the professional skills of employees. And computer vision technologies help apply personality identification methods to interviews.

Using computer vision, it is possible to apply methods of personality identification at interviews, as well as assess the emotions and mood of candidates by video or photo.

Data analytics and decision-making based on it should also be singled out separately.

All HR processes - assessment, development, KPI execution and others should be based on data − a lot of them are required, and they should be detailed, − Arthur Zakharyan, director of strategy at Websoft, is convinced.

And in this with him according to most experts.

Promising technologies

What personnel management functions will it be important to translate "on a digital" companies in the near future? The list consists of expert responses, staff selection and adaptation, training, task and performance management, engagement assessment, wellbeing programs, and coaching and mentoring.

In the future, we see the prospect of the development of the C&B direction, all related to automated budgeting, employee bonuses and analytics, − explains Valeria Tenyaeva, Director of Human Resources at Nexign. − There are several reasons for this. First, some companies still perform calculations in excel tables, where there is a high probability of human error. Secondly, Russia does not yet have a comprehensive HR solution that would fully replace foreign vendors in this direction.

Nexign already has successful experience in developing such modules for its own internal tasks. And this functionality is included in the development plan for the flagship Neon HRM solution.

In addition, the expert notes, there is now a rethinking of the self-identity of HR. The function ceases to be an auxiliary and becomes a business partner that contributes to the formation of a global strategy.

To implement new HR initiatives, you need tools that do not require unnecessary costs and improvements with the involvement of developers. That is why software products with a low-code and no-code approach will increasingly be in demand. At Neon HRM, we pay attention to ensuring that HR specialists themselves can edit everything they want and flexibly configure the system for their tasks, − says Valeria Tenyaeva.

The company "1S- Corporate Governance" in the focus of the development of software products for the digitalization of HR functions see the convenience of services for employees; information security, friendliness of interfaces, refusal of paper personnel document management in favor of KEDO, new integrations with the portal of public services and with bank services, notes Leonid Anatolyevich Brodsky.

Experts see digitalization as "wide" preferred for the market and customers.

This means that under one "umbrella" we will see full-fledged talent management systems, corporate portals, a wide range of employee self-service services and EDC.

And these can be both complex solutions of the HRM/HCM classes, and integrated platforms of different companies with a single management interface and an add-on in the form of an analytics module.

From the point of view of new technologies, with the further digitalization of the HR function, there should be a place for artificial intelligence, including generative and related neural networks, recognition systems, as well as machine learning.

So far, specific examples of their use are non-systemic and remain either on the verge of experiments, or very local automation tasks, − says Evgeny Kuchik.

But time will take its toll. And, as Sergei Akhmetov predicts, in the future for 3-5 years we will see that artificial intelligence technologies will become important assistants in Russian HR departments.

Returning to the beginning of the review, we can say that conceptually the Russian HR-tech market is developing in line with global trends. Its players see customer requests for comprehensive solutions in the field of digitalization of HR processes and functions and integration platforms. And already some of them are already actively moving in these directions.

2022: Technological trends in the development of solutions for the digitalization of HR processes

In the fall of 2022, TAdviser conducted a survey of Russian vendors and integrators of systems for the digitalization of HR processes and found out the key areas of development of such solutions. The main driver of development in this market was the state, which at the legislative level granted the right to employers and employees to exchange documents in electronic form. In order for customer companies to exercise this right, suppliers of HRM systems are preparing to ensure its support in their products. And the implementation of this functionality for many of them is now the most pressing issue.

Another, no less important task is planning migrations from foreign solutions to Russian information systems that automate the selection, adaptation and assessment of personnel, as well as talent management. This is necessary to minimize the risk of loss of basic information about employees and data on their development, as well as violations during fine-tuned business processes in the field of HR.

The service functionality of HRM systems is developing towards mobility and mass access to it of employees.

The most relevant thing is that it allows you to maintain active interaction with employees working remotely. For example, modern self-service services enable employees to independently issue applications and documents through HR portals. Such functionality can be used on a tablet or smartphone, it allows you to always be "in touch" and actively work from anywhere where there is the Internet, − says Mikhail Gusev, Deputy General Director of BOSS. Personnel systems. "

Another trend is aimed at personalizing the communications of the employer and employees. It is implemented using the service of the employee's personal account, in which he receives payroll, information messages and, importantly, electronic documents, for example, about completing advanced training, taking courses.

At the same time, the introduction of new modules into the HRM system should imply the preservation of end-to-end functionality, notes Roman Kungurov, project manager for the implementation of HRM systems at NORBIT (part of the LANIT group). And here the main task requiring additional time and budget will be the integration of patchwork solutions with each other. As a separate trend, the expert highlighted the simplification of the system interface, which is becoming more adaptive and focused on user convenience, as user-friendly as possible, familiar to us, for example, on social networks.

In order to stay in trend, the developer must periodically check design solutions from the point of view of UX and UI: deeply investigate user behavior and interaction with the interface, correct shortcomings or make improvements, − Aleksei Dmitriyev adds to it. - Now VK People Hub does not depart from the established patterns of using VK or Odnoklassniki interfaces and is generally familiar to users, and there are plans to increase competitive advantages by developing the functionality of advisory and search services with machine learning algorithms, expanding the existing system capabilities.

Also, according to him, the company directs efforts to the development of a process designer and the formation of optimal "box" solutions for medium-sized businesses.

Simultaneously with new trends, a number of already known technological trends do not lose their relevance. HRM systems with in-depth analytical capabilities, including predictive analytics, are still in demand. Also, according to Vasilina Sokolova, founder and CEO SaaS platform HRBox, the market's request for automation of global routine tasks (adaptation, training, development) remains. In addition, customer companies are highly interested in "design" assembly of the solution for themselves without additional development.

At the same time, due to losses in the automation of basic processes, a big focus is now being made on restoring capabilities to the level of "until February 24," − the expert concludes.

2021

The pandemic has had a significant impact on many classes of IT systems. Human resources solutions did not stand aside either. The transition of employees to remote work required expanding the capabilities of systems in the field of remote solution of various issues related to personnel processes. In addition, the analytical and intelligent capabilities of HR systems are becoming more and more popular. They are expected to predict future events in the personnel sector and their impact on the results of the company's activities.

Consider these and other trends that market participants are talking about in more detail.

Enhance remote self-service capabilities

One of the current trends of the pandemic period is associated with the expansion of support for remote employees and the possibility of remote execution of most internal documents, management of basic processes, the lack of the need to physically provide and sign documents.

Modern self-service services enable employees to independently issue applications and documents through HR portals. Such functionality can be used on a tablet or smartphone, it allows you to always be "in touch" and actively work from anywhere where there is the Internet.

In addition, companies are starting to introduce voice and chatbots. Already now you can order a certificate, copies of documents, organize a business trip without communicating with a living employee.

Robotization of HR processes

Technologies have already begun to take away routine tasks from HR specialists and transfer their functions to the information system. Robotization is best suited for processes with repetitive, regulated actions.

As an example, you can cite the application for vacation, which goes along the chain of approvals, and as a result will be approved or rejected. In this process, the HRM system itself, such as our Human Resources BOSS, becomes a participant, controller and process guide. The system includes a mechanism for moving personnel processes by status and states, where each process has its own model of actions when changing them. Software restrictions determine how well applications are formed, and their routing is carried out automatically by the system based on the rules of organizations. Thus, the program performs robotic content checks, and does not release either the user or the approver beyond the validity programmed in the checks. The function of approving an agreed request by an HR manager is already becoming degenerate, it can be excluded by transferring the system the authority to approve, post data to accounting registers and create a package of documents for the same vacation we are talking about, - says Evgeny Kuchik, General Director of BOSS. Personnel systems. "

Involvement of personnel in the HR processes of the company

Another important trend in HR management is related to the HR-Zero concept, which implies the involvement of personnel in the personnel processes of the company. Its essence lies in the maximum automation of key HR processes of the company and the transfer of part of the functions of HR specialists to line managers.

What does the movement towards HR-Zero give? First, it is saving not only labor resources, but also time. Secondly, the order - the rules of the organization will be formalized in the system, which guarantees the absence of errors, and the speed of passage will become incomparable with paper document flow. Employees of the company become participants in business processes, management shifts to direct managers, trust in the employer arises and a certain technological image of the company appears. All this raises the very emotional component called "engagement and motivation." This new trend is associated with an incredible breakthrough in the digital transformation of the business, with the ability to already completely delegate the performance of most of the routine functions of an HR manager to the enterprise's HRM system, "explains Evgeny Kuchik.

Using Intelligent Technologies in HR Processes

Deep and high-quality applications are acquired by technologies based on artificial intelligence (AI). It is used in recruiting, identifying the most suitable candidates for further search in semi-autonomous mode. In addition, the first attempts are being made to use artificial intelligence in the field of training to identify the most effective development paths and find the profiles of the most effective employees.

As part of adaptive learning, the system can analyze indicators of an employee's ability to learn and offer training materials in an adapted individual format. Next, the employee's effectiveness is analyzed in accordance with the competencies that need to be developed in the context of training programs, and taking into account this, training programs are formed for other employees, "explains Andrei Zaripov, General Director of the National Platform.

Using Big Data to Build Predictive Models

Another innovation is related to the accumulation of a large amount of data on employees and their further use in solving problems in the field of human capital management based on forecast models. These models are built using machine learning and statistical methods on the collected amounts of historical data, revealing hidden dependencies and patterns of personnel behavior. The systems make it possible to predict future human resources events and their impact on the company's performance.

For example, such systems will help predict the loss of staff productivity due to reduced loyalty or burnout, and even prevent this process. They will help to find the employees who are most at risk of dismissal, and take timely measures to retain, increase their involvement and satisfaction. Big data analysis and predictive analytics will be widely used in the processes of determining the likelihood of layoffs, forecasts of staff turnover, solving problems of improving the accuracy of setting goals, etc., - says Andrey Zaripov.

Avoiding large monolithic systems

A number of experts are among the key trends in moving away from large monolithic systems. As noted by Yulia Filatkina, head of the department for the implementation of Norbit personnel management systems, in monolithic systems, on the one hand, it is possible to automate various areas of the enterprise, but on the other hand, the customer may face serious restrictions.

Everything is moving towards small target systems. So you can choose the best solutions in your class. In addition, this approach allows you to adapt significantly more flexibly to the needs of customers, - says Yulia Filatkina.

Distribution of WFM systems in new industries

WFM systems are responsible for the transparency of relations and personnel management at all levels of interaction: these are accounting and monitoring of personnel employment, project management, monitoring of working time and the formation of time sheets, control over resources in the framework of logistics of repair service production, and even assessing the location of an employee. All this together allows you to reduce overtime costs, increase work efficiency, and assess the qualifications of personnel.

Solving such problems is in demand among companies in a wide range of industries: from retail to organizations with a geographically distributed office network or a large staff of remote employees. At the same time, the relevance of WFM solutions in recent years has been explained by the transformation of consumer experience, the growth of retail both offline and online. In addition, in addition to retail, these systems are traditionally in demand in the financial and banking industries, telecommunications. The effect of implementing WFM solutions is to optimize payroll costs while maintaining a managed level of customer experience.

We expect the development of these systems to improve the experience of employees, as well as the gradual penetration of solutions into industrial companies, - said Alexey Petunin, Executive Director of SAP CIS.

Equio has seen a surge in interest in WFM in segments such as retail, transport logistics and foot courier services. The company also notes that industry and telecom are already stepping on their heels.

The demand for interest in these segments of the economy for WFM systems is growing steadily. Now for every large company in which some of the employees work remotely, it is important not only to have such systems, but also to constantly expand the number of users. Including by connecting new departments or branches, customers and outsourcing contractors to the system. For customers, WFM systems are a visual tool for making any quick decisions related to human resources management, its workload and motivation, the company explains.

Yulia Filatkina, head of the department for the implementation of Norbit personnel management systems, adds that WFM systems are already being integrated with biometric readers, which allows an employee to be allowed to work, even if he forgot a pass, as well as control visits. They also actively integrate with gamification systems, in which employees in a playful form see their goals and ways to achieve them.

Other trends

Alexey Petunin, Executive Director of SAP CIS, in addition to expanding support for remote employees, talks about three more trends. Firstly, it is a digital working environment built on the interfaces of social networks and instant messengers, in which training, adaptation, knowledge management and internal communications are combined. Secondly, efficiency and payment for the result. The performance management process adapts to new conditions. This end-to-end process, from performance management to payroll, also includes remuneration management in distributed teams.

Here it is worth talking about the BIOCAD company, which, due to the active growth of the business, has a need to build a single transparent and understandable personnel management system that covers all HR processes. Each employee knows and sees their goal in the system, understands the performance criteria and can evaluate progress. In addition, the company has launched a unique personnel motivation system, - says Alexey Petunin.

And another trend, according to an SAP CIS expert, is related to ESG support in HR. This trend towards sustainable development and social responsibility of the business is very important precisely in terms of shareholder value and the image of the company.

A number of trends are also reported in Equio. We are talking, in particular, about the refusal of customers from self-written solutions and the transition to finished boxed products.

Many customers have already burned themselves on self-written solutions, which began simply and gamely, but grew into a bottomless black hole, where huge budgets merge. That is why we see that many customers are returning to ready-made boxed solutions, where the budget and development costs are more controlled, they say in Equio.

Other trends in the company include the importance of integrating and competently implementing HRM solutions into the client's IT ecosystem, the need for good analytics and the ability to work with big analytical data, as well as understandable interfaces for users and convenient tools for administering HRM platforms.

2018-2019

Change in interaction in the field of HR under the influence of digitalization

With the development of communications, communications, mobile devices and technologies, personnel are increasingly involved in digital processes, gaining quick access to corporate systems. All employees become direct participants in the processes in the information field. And in the field of personnel management, new approaches are also emerging.

The information field of the organization is seriously complicated by a sharp increase in active participants in digital communication: the limit is all employees, and possibly all IT systems of the enterprise: from corporate governance, security, access control to systems that ensure the operation of equipment and IT infrastructure. The systems themselves also become participants and at the same time process controllers. And here the main thing is what is important to say: interaction in such a complex field should be built not chaotically, but in an orderly and optimal manner. And the software itself must ensure the order of this intelligent interaction in automatic mode. It is also necessary to create it, and maybe first of all, on the basis of the rules of the organization laid down in the corporate HR system of the enterprise. In this regard, we are not just moving towards Digital HR, our new paradigm is ideologically deeper - Intelligent HRM, - says Evgeny Kuchik, CEO of BOSS. Personnel systems. "

Evgeny Kuchik spoke more about the concept of Intelligent HRM in an interview with TAdviser.

Creating Electronic Assistants

According to Maxim Ryabov, CEO of Goodt, the main market trend is the creation of electronic assistants. The more the volume of digital material and its quality grows, the smarter the electronic twins become and the wider their functionality becomes. Over time, digital assistants will go beyond the boundaries of enterprises: an employee, moving from one company to another, will transfer his digital footprint (up-to-date information about career growth, training, advanced training, etc.).

As a consequence of this trend, the market of free professionals who choose projects rather than companies will grow. Thanks to their digital diary, professionals retain their entire digital footprint without being tied to one company, a Goodt spokesman said.

Interest in automating reward management processes

According to Evgeny Kuchik, there is a hunger in the market for high-quality IT support for reward management systems. Appropriate solution for automation of this process developed at BOSS. Personnel systems, "aroused great interest among customers, he says.

Based on a number of successful implementations, we typed our solution in this area and named it Bonus Management System (BMS). It implements a closed process approach that ensures the full life cycle of bonus schemes from the moment of their preparation and approval, to the approval of settlements on them and the accrual of bonuses to participants in bonus programs. Now the stage of turning the typed solution into serial functionality has begun with the deepening of a number of procedures, such as target setting management based on KPI, - says the general director of BOSS. Personnel systems. "

Moving to the Cloud

A number of experts notice a trend towards an increase in the number of cloud projects in the field of HR.

Alexey Zhigulev, Commercial Director of Monolit-Info, in particular, believes that in the near future the basis of personnel management systems will be precisely cloud solutions with a high degree of protection of personal information.

Working in the cloud significantly reduces the cost of the company for maintaining the IT infrastructure, in particular, for the purchase of new equipment. And at the same time, it significantly expands the possibilities of using the system: you can work with it from anywhere in the world, - he comments.

The increase in the share of cloud solutions in the field of HR is also indicated by {[Vasiliev Evgeny Vladimirovich 'Evgeny Vasiliev]], senior partner of Molga Consulting.

One of the key trends is the increase in the volume of cloud solutions in the field of HR. The business has always had an interest in managing talent. In theory, everyone knew that this was important and necessary, but not every company could afford to implement it. Due to the emergence of cloud solutions on the market, talent management has become available to small firms due to the relatively low price. In this sense, the HRM systems market always adjusts to the needs of the business, releasing solutions that would be available to the widest range of consumers, he notes.

Growth in demand for domestic systems

In state-owned companies and companies with state participation, there is a tendency to import substitution. According to Kirill Dyakov, managing partner of Mirapolis, these companies will now and in the near foreseeable future be one of the largest consumers of technologies and innovations in the field of improving the efficiency of working with employees.

They will strive to make their processes effective, keeping pace with the times. At the same time, the state imposes certain restrictions on the choice of software on them: if there is similar software in the register of Russian software, government agencies and companies do not have the right to purchase foreign software. In this regard, we see a trend towards the choice of Russian solutions, "says Mirapolis expert.

On the other hand, in the HR community, he notes, a certain understanding came through practice that Western solutions do not always 100% cover the needs of Russian business and Russian features. At the same time, since for many Western software manufacturers the Russian market is not the main one, but due to the current global political situation, it will not be such in the near future, and attention to the needs of Russian customers is appropriate.

This is expressed in the fact that the needs for software adaptation to the requirements of the Russian market are far from being implemented with the first priority. This is another factor that pushes Russian companies not only from the public sector, to choose Russian software that can compete with Western counterparts, adds Dyakov.

High demand for Russian HRM systems is also discussed in MONOLIT-INFO"." According to Alexei Zhigulev, commercial director of this company, domestic decisions allow you to respond as quickly as possible to numerous changes in the legislation of the Russian Federation.

Increase in the number of time planning implementations

The current trend is the growth in the number of projects for the implementation of WFM systems in general, as well as their use in large companies, and not only in retail.

If in retail this option has already become a musthave, then for large service and industrial companies this system becomes an urgent and popular hit. Thus, the time and attendance segment goes beyond retail, and this will affect the depth of the market and entail the development of new branches of WFM, - said Maxim Ryabov, CEO of Goodt.

Automation of HR Self-Service Services

According to Alexey Zhigulev, Commercial Director of Monolit-Info, an important and promising area is the development of the services of the Personal Account - a corporate portal where each employee can independently register, receive and print all the necessary documents related to personnel accounting (income certificates and any other information) without the need to physically follow the document to the relevant service of the company.

Using the services of the "Personal Account" saves employees of personnel services from excessive workload, which allows you to optimize both the workload of personnel and its number, he says.

Introduction of new technologies

Alexey Korolkov, CEO of Websoft, lists a number of technological trends for HR:

• active introduction of new technologies in mass selection - chatbots, video interviews, robotic search and calling;
• Mobile solutions for employee training and development
• adaptive learning and evaluation technologies;
• new technologies of personnel assessment - mobile solutions, continuous feedback;
• Integration of content and services from different providers into a single HCM system
• AR in training.

Other trends

Anton Chekhonin, General Director of Norbit (Lanit Group of Companies), says that HR focused on improving staff productivity and analyzing employee efficiency. In particular, companies improve team management systems: reduce management levels, decentralize decision-making, use a holocratic (self-organization of employees) approach to personnel management, build network communities within companies, and also increase the role of project teams.

Alexey Korolkov, CEO of Websoft, highlights several more trends. For example, interest in new approaches in the design of automated HR systems - based on the Customer Journey Map and Employee Experience, the readiness of more companies to work on agile methodology, experiments with new technologies in the field of HR.

2016-2017

Reduce time and complexity

According to Sergey Nikitin, partner in MOLGA Consulting, the share of the cloud products market is growing in the domestic market, as well as the importance of solution mobility and their independence from platforms (Microsoft, iOS, Android, etc.). The market is becoming more interested in systems that are ready for deployment, which have gained the experience of developers and integrators.

Both trends reduce implementation times, accelerate benefits, reduce risk and complexity of implementation, and reduce total cost of ownership. The economic situation, the complexity with borrowed funds only supports these trends, - he notes.

Alexander Shishilov, head of the EAE-Consult Center for Automation of Personnel Management Systems, also believes that in terms of personnel performance management tools and self-service tools for employees and managers, products that ensure high speed of implementation, flexibility to reconfigure processes for new business requirements, opportunities to optimize costs for further development of systems in accordance with current HR trends.

As a leader in this area, we note SAP SuccessFactors, both in terms of functional development and in terms of the efforts made by the supplier to develop and inform the market about international practices and standards, says the EAE-Consult expert.

Digitalization

According to Evgeny Kuchik, CEO of BOSS. Human resources systems, "now the most fashionable phrase is digital HR or digital HRM (digitalized labor resources or, still better, digital labor management).

There are tectonic shifts in the means of access, communications that have occurred over the past decade, and, of course, have left an imprint on people's communication. People began to communicate with each other everywhere, using any devices, including in the process of work. Digital HRM, from my point of view, involves building communication between employees, employees with managers and, finally, with the employer in a chain, when all processes and all their participants are placed in a single environment related to the organization's information HR system. Previously, this was impossible, because people did not have mobile phones, smartphones. Then the person was excluded from the information space. At work, he went somewhere with a piece of paper, with an appeal, called, at best, he wrote by email if he had such a tool. But he did not work in a single HR system, was not a direct user participant. When all HR processes are placed inside the system, then the concept of digital HR arises. For example, I want to go on vacation, on a business trip, I want to expand my department, open a vacancy, and so on, and immediately there is an appeal to the HR system, which becomes both an intermediary and a participant in the entire process, "he says.

According to him, in some "mobile" industries, such as retail, in geographically distributed distribution networks, such digitalization becomes a vital necessity - it is necessary to reduce personnel in the field, to focus personnel administration in compact personnel service centers (CCR). This means that it is necessary to include in routine communication directly all employees, their managers, specialists of the Central Kazakhstan region, to include through the HR system. However, this does not yet apply to industrial enterprises at all.

There, many have a catastrophic fear of going beyond the perimeter, providing access from the outside. Security guards in general, this is always a problem. And "mobile" organizations have learned to ensure reliability by simply supplying their employees with permitted corporate gadgets, insuring against outside intrusions. But the digitalization of HR is a global trend and will only spread, the expert concludes.

Robotization

Another important trend is robotization. As Mikhail Kuzminov, director of HR consulting at Korus Consulting Group, notes, companies are trying to replace routine processes that employees spend too much time on with robots. The transition to electronic document management is also connected with this, for example, working with employees through specialized systems, personal accounts, bots and chats - all this helps to reduce the time and cost of HR, Kuzminov is sure.

WFM and Talent Management Systems

Also, according to Mikhail Kuzminov, companies drew attention to specific modern HR systems, such as WFM, which are designed to calculate the optimal work schedule. In addition, talent management systems are still in trend.

Over the past few years, companies have been focusing on talent management solutions - selection, training, development and evaluation, and this requires appropriate IT solutions. In addition, specific systems are gaining popularity, for example, for calculating the variable part of wages and WFM solutions for calculating the optimal schedule. The interest in the latest class of solutions is due to the fact that companies began to pay much more attention to the efficiency of employees and, in general, to the justification of any costs. WFM solutions are directly related to this, since they allow you to optimize the number of staff and better allocate costs, the expert explains.

First of all, due to a number of large and interesting projects related to the implementation of WFM solutions and talent management systems, the number of HR system implementations is growing, Mikhail Kuzminov notes. At the same time, such systems give the greatest effect in retail and telecommunications companies, he believes.

Other trends

In addition to the above trends, market experts notice a number of trends. In particular, Alexander Shishilov sees a tendency to replace self-written and highly customized solutions with standard software tools.

In addition, according to him, in terms of basic processes, reliable support by the vendor for changes in legislation in the field of payroll and tax reporting is of increasing importance. Given the trend towards strengthening and complicating external control, it is states also expected to increase projects on the functional upgrade of solutions created in the early 2000s.

Evgeny Kuchik talks about the trend towards the automation of individual HR processes.

Large distributed organizations place orders for the automation of individual HR processes with an emphasis on the total involvement of all personnel in them. Often these are some specific processes for the client, but in general it is clear that the market is moving in this direction, - he explains.

Another vector of interest, according to the CEO of BOSS. Human resources systems, "is associated with the tasks of BMS - Bonus Management System, automation of motivation management. For many, this direction becomes a vital necessity, because the effectiveness of the company is always associated with motivation. In large organizations, the processes of managing bonus plans and compensation schemes are extremely difficult and time-consuming. Obviously, there is a market request for BMS functionality, notes Evgeny Kuchik.

Very original trends are listed by the Victor Nikitin product director: Bpium

1. trend "Awareness." Personnel officers will understand that they will not leave on their knees, and will think about introducing an HRM system.

2. trend "Education." Owners of successful HR cases will begin to missionary their path to success, which will become a vector of development.

3. Trend "Well, let's." Companies and their HR departments will pay attention to this issue in a herd sense.

4. trend "Acceptance." Conscious companies will pay attention to the question and create their own path.

2013-2014

"Strategic" ("higher") functions

Payroll and personnel accounting is the foundation of the HRM system, on which you can add other, more intelligent management functions. Often, the highest level of human resources functions is called "strategic" because it does not solve short-term and utilitarian tasks, such as staffing or travel management.

HRM's strategic functions include HR performance management, human resources management, competency management, compensation and bonus management, workforce and talent management, and automated recruitment. It is this functionality for the Russian market that is now the most promising, however, no more than 5% of potential customers are ready for its implementation. Most companies are limited to implementing HRM units responsible for personnel accounting and payroll.

Nevertheless, integrators interviewed by TAdviser hope that in 2014 and beyond the number of such complex HRM implementations will gradually grow, especially since the tools for this are already ready: most large vendors, especially Western ones, offer ready-made solutions for managing talent, hiring personnel, and so on. For example, Compass already notes an increase in customer interest in the vacation planning subsystem.

Alexander Shishilov, head of the automation department of personnel management processes at EAE-Consult, notes the growing demand for "strategic" HRM projects. According to him, in 2013 there was a decrease in interest in projects for the introduction of basic functionality while increasing the activity of both suppliers and customers in the implementation of technologies of the strategic level of personnel management.

"There are trends in the growth of the market for outsourcing services for supporting HRM solutions, as well as services for external execution of personnel accounting and payroll processes. A major rethink of the role of HRM systems can be expected in the coming years. Considering HRMS as part of a business performance management system will give new meaning to projects to implement strategic functionality by personnel. This also involves changing the configuration of sponsors and project participants, which can increase the status of HRM projects within organizations and emphasize other goals and objectives, "said Alexander Shishilov

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We add that in September 2013, 1C presented on the Russian market the final release of the software product 1C: Payroll and HR Management 8 rev 3.0. Despite the fact that there are many changes in the technological and functional plan in the platform (support for remote work, SaaS, mobile tools, flexibly configurable capabilities), this system still does not support the "highest" functions of HRM platforms, so you should not expect their mass use.

Talent Management

See also: Talent management

Russian customers (for example, the same revived state corporations), due to an acute shortage of qualified personnel, realize the need to automate the processes of attracting, retaining and developing specialists. But many of them are in the process of moving from realizing the necessary changes to real action. The management of most Russian enterprises is not yet ready for serious investments in this area of ​ ​ automation, according to the company "First BIT."

Grigory Belinsky, head of the development and implementation department of HRM solutions at Monolit-Info, says that the larger the company, the more management is interested in personnel development and increasing the level of "transparency" of these processes through the use of automation tools.

In general, there is an increase in the demand for the functions of managing the processes of assessing personnel competencies and developing employees, taking into account their individual knowledge and needs, he said. The HRM solution Monolit-Info contains modules for assessing the activities of the company's employees, preparing a personnel reserve, individual development plans, Belinsky said.

The task of "talent management" can only be solved in a complex, which requires automation throughout the "life cycle" of the employee's interaction with the organization, adds Maxim Uvarov, deputy head of the corporate projects department at Informcontact. For example, this company implemented a talent management project as part of the creation of a typical information system for enterprises of the nuclear weapons complex of Rosatom State Corporation.

Not all domestic HRM systems offer the functionality necessary to automate talent management. Among Western vendors, one of the most actively promoting their solutions in this area is SAP. Here we can give an example of a project for the implementation of SAP ERP HCM and SAP Talent Visualization by Nakisa solutions in a large Russian oil and gas holding company, implemented by Energy Consulting. Nakisa's solution, using data from SAP HCM, allowed you to replace the standard SAP interface and move from an advanced accounting system to an intuitive graphical interface for users.

Key Performance Indicators (KPIs) in HRM

System integrators surveyed by TAdviser note customer interest in implementing KPI control tools (KPIs) within HRM systems.

According to Maxim Uvarov, Deputy Head of the Corporate Projects Department of Informcontact, at least at the preliminary survey stage, almost all enterprises are interested in the availability of KPI planning, card formation, and annual remuneration.

"In reality, the management of goals is only gaining momentum. Despite this, we already have successfully completed projects in this area. In my opinion, management using KPI will be one of the "hot" topics for the coming years, "the expert believes

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Compass confirms that the use of KPIs in calculating employee accruals is used quite actively, mainly by the management of sales and service departments of enterprises. With the right approach, the use of KPIs ensures a significant increase in the efficiency of project management not only in the field of HRM, but also in the enterprise as a whole, according to Monolit-Info.

It is also worth considering that, as a rule, techniques taking into account the specifics of the enterprise are developed by consultants in the field of personnel consulting without reference to software products. Therefore, to automate these techniques using 1C products, their subsequent adaptation with the involvement of IT consultants is often required, added specialists "First BIT."

HRM from the cloud

See also: Russian SaaS HRM market See also: Cloud HRM systems

So far, the share SaaS HRM in the Russian market is small. Such solutions are mainly used by small businesses, therefore, the functionality of such solutions is often limited to the simplest tools. This is one of the reasons (but far from the most important) that medium and large businesses do not come to SaaS HRM, the company believes. "Compass

Alexander Shishilov, an expert at EAE-Consult, says that in the SaaS HRM segment, mainly recruiting funds are leading. This model is most widely used among small and medium-sized businesses as receiving the greatest economic effect. Large organizations now prefer their own installations.

CROC experts believe that Solution SaaS for HRM are a promising area. Most likely, customers will use many different systems that best solve their problems. One of the features of SaaS is its low adaptability to the customer's needs in comparison, for example, with traditional solutions that can be rewritten for themselves. But the economic situation in the country will encourage companies to opt for cloud solutions.

HRM and Analytics

Another trend noted by many HR automation companies is the merging of HRM with BI (Business Data Analysis) systems. Of the potentially interesting, promising market technologies, BI systems can be distinguished that allow you to obtain deep analytics based on HRM data.

These solutions may be in demand by large, geographically distributed enterprises, for which the tasks of personnel management, talent management and the formation of a personnel reserve are critical to achieve the necessary strategic and operational performance indicators, experts from Energy Consulting note.

Mobile features

A promising direction for Russian companies remains the conclusion of the capabilities of HRM systems in mobile applications. In Russia, such opportunities are only emerging, but some companies have already been able to assess the convenience of such services. And the high penetration of smartphones and tablets will only contribute to the development of the direction of mobile HRM.

Self-service functions implemented through mobile applications can potentially make the operation of all departments more flexible and independent of delays associated with the transfer of information. For example, the implementation of such a process as travel management through self-service services allows employees to independently issue most of the trip: book accommodation and transport, make a request for an advance payment, generate an advance report, track the approval statuses of the purpose of the trip, limits, advance payments. At the same time, the system will retain all information about travel, including preferred flights and places of residence, which is very convenient for employees and expenses and is important for management and accounting.

"Social" HRM opportunities

See also: HRM Social Tools

The use of social media in recruiting has recently gained very much popularity. But at the same time, work with them is divided into two parts. The first is the formation of an attractive HR brand among applicants, which directly affects the efficiency of recruiting. The second is the analysis of candidate profiles in social networks, experts from SoftBalance explain.

If we talk about the automation of recruiting as a separate process, then the future lies with SaaS services. Only a very few large near-state companies can allocate a budget for the implementation of other solutions, according to the CROC company. HR solutions 1C, being the mainstream of personnel automation in Russia, do not yet have special tools for such activities, but it is a matter of time, experts add. Narrow-sharpened solutions of Western vendors are not yet available to most Russian customers.

Corporate Portals

According to Alexey Zhiguleva, Commercial Director of Monolit-Info, the main direction of the HRM market development is the ongoing transition to full-fledged human resource management systems, including using solutions based on corporate portals.

Grigory Belinsky, Head of the Department for Development and Implementation of HRM Solutions at Monolit-Info, also believes that in the field of personnel accounting there has been an interest in more automation of working with documents, in particular, in creating repositories of images of scanned documents with the subsequent provision of employees with the necessary information, as well as in transferring personnel document management processes to portal solutions.

"Most often, the question is posed in the plane of providing the so-called single sign-on. Customers are interested in ensuring that all authenticated users have seamless access to enterprise services, including personal service systems. At the same time, the channel most perceived by the market is portal solutions, "believes Alexander Shishilov, an expert at EAE-Consult.

Enterprise Portal is a convenient tool for HR. In the market, they exist in different variations and on different platforms. Very often, companies develop portals on their own. Integration of the corporate portal with the HRM system is not always implemented, but is often carried out according to the directory of the organizational structure, experts explained. CROC

Many HRM systems allow you to display an employee's public card through a browser, or provide data in a form convenient for a portal application. A number of manufacturers call the web interface, in which the user can independently clarify personal data, order help, initiate training, "portal." But this is one of the standard HRM functions implemented on relatively modern technologies.

Alexey Lobachev, leading developer of HRM solutions "Monolit-Info," added that the "Personal Account" of the employee and head of the division on the corporate portal is one of the most important areas for the development of electronic service for employees. Such a solution from Monolit-Info is implemented based on the use of the capabilities of the Monolit: Personnel system and the corporate portal built on Microsoft SharePoint, and provides employees of all levels of the company with access to personal information in a secure mode.

See also

• HRM 2017 Review
• Russian HRM Market - TAdviser Estimates
• HRM systems (global market)