The scope of HR services spans across the employee life cycle, from getting processes and procedures in order to optimize the way you hire, retain, improve, develop, promote, dispose, dismiss, downsize people by having a robust set of data about what they do.The next level above that is the talent management process which lets you take some of that data, integrate it and derive intelligence from it. These levels working together allow a synergistic deployment of people where one can see the relationship between training and performance, and between how you recruit somebody or where you recruit somebody and how they perform inside the company.

Innovations to integrate data into systems to capture intelligence which later become enablers for effective people management is being pioneered in India. This could be because of many reasons. First being outsourcing of technological assignments to India. As engineering assignments were off-shored, technological advancements leapfrogged to execute them proficiently. That massive influx of paid work was an interesting start. Also, there is a legendary shortage of required skill sets in India for the amount of work that is being generated. This gap between demand and supply is forcing innovations in India.

While the present scenario looks positive, future innovations in HR technology will depend on the investments that industry is willing to make. In the coming years, as organizations evolve and become increasingly complex, HR technology will be a necessity rather than a choice.