A changing work environment, sharper technology tools and internal systems consolidation are driving a technology revolution boom for human resources professionals. Add in the proliferation of social media networking sites being used for recruiting, and it's clear that the HR industry is getting a good kick into the next generation of talent recruitment and assessment.

This revolution includes an overhaul of current HR tech systems to new cloud-based software applications, and a shift in the technologies used in the recruiting process, including social media, mobile apps, collaboration tools, analytics and training. Because of these changes, HR managers are transitioning to strategic corporate managers in charge of human capital and employee development.

How are HR teams adapting to the changes? At the recent Society for Human Resource Management (SHRM) forum, HR experts focused on a number of technology trends that were to impact on HR practices over the coming years. These included tips to:

Using Online Tech Tools to Help Employees

HR pros can save company money and help employees stay home with families and spouses by re-configuring meetings to be done via Skype or Google Hangouts. Or offer online services like Time-Off Manager to help employees manage their vacations and personal time off.

Today, HR 'change agents' are expected to not only be talent finders and good personal directors, but tech-savvy Web whizzes as well.

Store Secure Personnel Information in the Cloud

Nearly every technology provider to HR departments includes cloud-based software and online storage backup options like Mozy backup in its suite of services. Using cloud services will eliminate the need for HR departments to upgrade and/or reinstall backup services every few years.

Using Social Media

HR professionals are expected to use social media networks to find and engage prospective talent. And this has been a sudden change for many. After all, working in HR never required social media expertise. But as talented candidates seek opportunities via work and personal social networks, many expect the same enthusiasm from recruiters. HR pros can leverage automated job feeds on social networks for announcing job openings, but these should not be used at the expense of building relationships, offering career resources and more.

Using Big Data

The industry magazine Human Resource Executive Online suggests that the concept of 'Long Data' should be used by HR executives to better understand employee performance over time. This could include insights gained in:

  • Analyzing career steps taken by high-performance executives, in order to know how leaders can grow within their own organization.
  • Figuring out the balance of how promotions to leadership positions is most effective in building leaders in the company.

In a way, it's a bit like applying "Moneyball" mathematics for the talent in the enterprise. If it worked for Brad Pitt's team, it could work for HR executives too.