Aptitude Research

Despite 80% of HR leaders rating their current performance management programs as "effective" or "very effective," these programs are not making a significant impact. They fail to drive employee growth and productivity, enhance employee retention, or improve the experience for both employees and managers. Check out our latest research report, sponsored by Cornerstone OnDemand, for more insights: https://lnkd.in/euCU-mVP #FactFriday #PerformanceManagement #HRtech

RESEARCH RELEASE!!! Laurie Ruettimann and I have spent the last year studying the current state of #performancemanagement. Today, we've published a white paper underwritten by our partners at Cornerstone OnDemand that analyzes survey responses of over 250 HR leaders on their current programs--what they're prioritizing, the impact they're having, the obstacles they face, and the factors driving greater success. Our key finding: Despite a strong sense of "good enough" among HR leaders today (80% rated their current programs as EFFECTIVE or VERY EFFECTIVE), most of these programs aren't moving the needle in any meaningful way. They're not driving employee growth and productivity, they're not driving employee retention, and they're not improving employee (or manager) experience. Are we surprised? I'm not! What *did* surprise me was that those companies that *are* making a difference aren't doing much differently in terms of frequency, scope, or structure of performance management programs. Rather, the biggest differences came down to three things: 1. An obsession with intelligence. Those companies which were having greater impact in performance management weren't collecting *different* data--the types of data gathered was much the same for effective and ineffective companies. The leaders were collecting more structured, more actionable, more comprehensive data--and delivering greater insight to their stakeholders. 2. A new focus on enablement. While NOT EFFECTIVE companies were prioritizing Executive Leadership ahead of all other stakeholders in performance management, VERY EFFECTIVE companies were prioritizing Employees and Managers. Manager enablement and employee engagement were key focuses for this cohort. 3. An investment in AI. Our research found a clear correlation among those companies leveraging AI in #talentmanagement and the impact of their performance management programs. Conversely, those companies still on the fence about the effectiveness of AI in HR are falling further behind the curve. Our white paper is available for download on the Aptitude Research research library today! Keep your eyes peeled for a webinar where we'll be walking through key findings live!

Curious about what's going on across the pond when it comes to #HRTech? Investment is on the rise, and European companies are increasingly reassessing and replacing their HR tech solutions. Here’s why: 🔄 Consolidation of Providers: Two-thirds (32%) are looking to streamline their tech stacks by consolidating providers. This approach not only simplifies management, but also enhances integration and data flow across HR functions. 🤖 AI-Driven Solutions: AI is revolutionizing how we attract, develop, and retain talent, and 21% are replacing their tech with advanced technologies that leverage AI to improve decision-making, automate processes, and enhance employee experience. 📊 Dissatisfaction with Data: Nearly one-fifth (18%) are dissatisfied with their current data capabilities, prompting them to seek out solutions that offer better insights, analytics, and data-driven decision-making. 💰 Price Considerations: Interestingly, 15% of companies are replacing their HR tech due to price concerns. This indicates that value, functionality, and innovation are taking priority. #HRtech #FutureOfWork #AI #DataDriven #HRInnovation #EuropeanBusinesses

As we head into the second half of 2024, we're reflecting on the key takeaways from the first six months of the year: 🤝 Strong partnerships are setting leaders apart in the #HRtech space. Collaboration is key to driving innovation and success. 💡 The most cutting-edge advancements are happening in #recruitment and #learning. These areas are transforming how we attract and develop talent. ⚖️ #PayEquity is gaining traction, but HR tech vendors must step up their game to support fair compensation practices. 🔍 #DEI efforts need a renewed focus. It's time to revisit and reinforce our commitment to diversity, equity, and inclusion. 🔧 Seamless #integration remains a significant challenge for HR tech users. Streamlined solutions are urgently needed. 👷♀️ Technology tailored for #FrontlineWorkers is finally making its mark, enhancing productivity and engagement on the front lines. Stay tuned for our upcoming report on the top global #TATech trends and their impact on the #FutureOfWork!

TGIF! Wrapping up the week with key insights from our latest research: 1️⃣ CRM Adoption: Only 14% of companies fully adopt CRMs, with just 2% using all functionalities. Addressing this is crucial for maximizing benefits. 2️⃣ CRM Satisfaction: Just 25% of companies are highly satisfied with their CRM providers, and only 18% would recommend them, highlighting a gap between potential and actual value. 3️⃣ L&D Investments: 67% of companies are increasing L&D spending this year, yet less than half are confident in their learning cultures, indicating a need for better alignment with business goals. 4️⃣ AI in Learning: 67% of companies use AI for personalized learning, allowing real-time content adjustments and improving effectiveness. 5️⃣ AI in Recruitment: 62% of candidates believe AI enhances the recruitment process. Companies using AI report improvements in diversity, quality of hire, efficiency, and cost. #FactFriday #HRInsights #RecruitmentTech #Learninganddevelopment #careerdev #AIinHR #AptitudeResearch #hrtech #research

#Onboarding is crucial for any talent strategy, and it sets the tone for new hires. 🔹 86% decide to stay in the first 90 days 🔹 75% share their 1st day on socials 🔹 83% of managers know a quality hire within 90 days Yet, onboarding is often overlooked and only 26% of companies automate it. #Mondaymotivation #hrtech #hr #talentmanagement

Wishing everyone a safe and happy 4th of July holiday (and extra long weekend)!

Aptitude Research reported that the number one benefit of AI in hiring is an improved candidate experience. But Paradox VP of Product Elvis Ha thinks we're just scratching the surface. In fact, new AI developments might change how candidates interact with technology entirely. Here's how it can happen.

Today, Phenom announced its acquisition of Tydy, an employee pre-boarding and onboarding solution. This announcement is Phenom’s fifth acquisition to date - rounding out its TA platform and expanding further into employee experience technology. I love onboarding. It was my first research project as an analyst (many years ago) and it sets the stage for employee retention, productivity, and experience. We found that 86% of employees make their decision to stay with a company in the first 90 days and only 26% of companies fully automate the onboarding experience. Kyle Lagunas and I had the opportunity to interview Mahe Bayireddi about the news and his vision for Phenom. (link in blog and comments) A few important notes: - Phenom has made very strategic acquisitions to support a commitment to experience and personalization. Tydy is no exception and helps to bridge the gap between TA and TM. - Phenom’s platform is built on a single code base, ensuring a seamless and cohesive experience for users. Phenom’s unified platform offers consistency in experience. This is not the "check-the-box" acquisition. I'm excited for this one. 👏 Aptitude Research Jonathan Dale Cliff Jurkiewicz

Hey friends! I'm doing some research on Strategic Workforce Planning, focusing on the role of TA and how to deepen partnerships with HRBPs, Talent + Learning, and Finance/Ops. Survey data is interesting, but I need practitioner POVs. Anyone up for a chat?? Some things to tease out: - SWP is the leading use case for investment in Talent Intelligence tech today (65% citing it as a priority use case). What problems are they looking to tech to solve here? - 55% of companies rated their SWP practices as Evolving or Solid... which seems high for me. Is my survey sample overly optimistic, or am I out of touch with the state of SWP? - The biggest obstacle for SWP... is apparently the effectiveness of talent acquisition. 57% of companies ranked this one of their 3 biggest obstacles--beyond even identifying and addressing skills gaps or collaboration between departments. Anyway... there's a lot more, and I clearly need a reality check. Any of my talent/HR leader besties up for a chitty chat??