• 科技趋势
    2025年HR科技六大趋势:你应该期待什么 HRTechChina每年都会聚合新的一年人力资源发展趋势,2025年的趋势是什么?我们一起来看看各家如何预测!2025年趋势专题地址是:http://hrnext.cn/8dK4a3  可以收藏保存,我们会不断更新全球各地的预测,与你分享,决不可错过! 编者注:2025年,人力资源科技将由人工智能、数据分析和个性化解决方案推动变革。AI驱动的学习与发展平台将为每位员工量身定制学习计划,提升参与度和技能应用效果。混合劳动力模式下,员工体验平台将进一步加强员工的连接性与参与感。人力分析、AI助手和员工心理健康等科技工具将在提升工作效率和推动多元化包容性方面发挥重要作用。未来的HR不仅关乎技术,更关乎如何利用技术连接、赋能和支持员工。 ———————— HRTech正在以惊人的速度发展,这种变革源于不断变化的劳动力需求和现代组织的期望。在2025年,人工智能、数据分析和以人为本的解决方案的结合将以全新的方式彻底改变人力资源。让我们来探索一些在未来人力资源科技领域中最值得期待的趋势。 1. AI驱动的个性化学习与发展 2025年,得益于人工智能,学习与发展(L&D)将变得比以往更加个性化。传统的“一刀切”培训模式将逐渐被个性化的员工发展路径所取代。AI驱动的学习平台可以分析个人的技能、能力以及职业抱负,为其制定量身定制的发展计划。 例如,我网络中的一位人力资源领导者最近分享了他们如何实施AI驱动的学习与发展项目,该项目能实时适应员工需求。员工在完成绩效评估后收到与之匹配的学习模块,这显著提高了完成率并改善了技能应用效果。想象一下,您的员工能够在他们最需要的时候获得精确的学习资源——这种个性化的学习方式将在2025年成为提升员工参与度和保留率的关键。 2. 支持混合劳动力的员工体验平台 混合工作模式将长期存在,2025年,人力资源科技将继续应对保持远程、现场和混合员工之间联系和参与的挑战。员工体验平台将提供沉浸式的虚拟体验,覆盖员工整个职业旅程,从入职到离职。 像Microsoft Viva和Workday这样的平台不仅仅提供参与工具,还将整合健康资源、促进社区建设,并通过实时调查和数据分析提供有价值的见解。许多组织已经采用了能够进行实时反馈的员工体验解决方案,这使得HR团队能够快速处理员工关切,进而提升混合劳动力的参与度。 3. 人力分析作为战略业务驱动力 人力分析不再只是用于追踪员工流失率。在2025年,HR领导者将把人力分析作为战略驱动因素,基于数据做出关于人才获取、发展和劳动力规划的决策。预测分析将帮助识别哪些员工有可能离职,从而采取主动的保留策略。 我的一位同事,他在一家中型科技公司担任HR负责人,最近分享了他们在人力分析方面的成功经验。通过分析离职模式,他们发现某个团队的流失率很高。这一洞察促使他们实施了有针对性的干预措施,如管理培训和工作重新设计,大大减少了员工流失。作为HR专业人士,我们拥有独特的机会,通过数据提供洞见,直接影响业务的底线。 4. 人力资源功能中的聊天机器人和AI助手的兴起 到2025年,AI驱动的聊天机器人和助手将在更多的人力资源事务中发挥作用,使HR能够集中精力在战略性工作上。无论是回答常见问题,还是协助处理工资、入职和福利查询,AI助手将简化HR操作并提升员工体验。 我个人见证了AI助手如何显著改善入职流程。新员工可以24/7获得问题支持,从而加快并顺利完成入职流程。此外,HR专业人士得以将更多时间投入到员工参与活动中,而不是处理行政任务。这一趋势并不是为了取代人与人之间的互动,而是为了提高HR的效率和响应速度。 5. 强调员工健康与心理健康解决方案 员工健康已成为企业关注的焦点,而2025年将看到更多的科技解决方案优先考虑心理健康和福祉。AI驱动的健康工具和心理健康应用程序将无缝集成到员工体验平台中,提供员工所需的前瞻性支持。 例如,虚拟健康项目可以与可穿戴技术结合,帮助员工监测压力水平,而HR领导者则能够获得汇总的见解,以便提供针对性的健康计划。在我的经验中,这些工具帮助我们更全面地关注员工福祉,创造出一个让员工感到支持和重视的工作文化。 6. 利用技术加强多元化、公平和包容性(DEI) 2025年,技术在促进多元化、公平和包容性(DEI)方面将获得更多动力。AI驱动的工具将通过使用匿名数据来评估候选人的技能和资质,减少招聘过程中的偏见。高级HR分析还可以帮助跟踪DEI举措,找出需要改进的领域,并衡量多元化项目的影响。 AI驱动的技术可以在招聘过程中隐藏候选人的个人信息,使决策仅基于技能和经验,从而改善招聘的多元化并丰富组织文化。利用技术消除员工生命周期各阶段的偏见,将是朝着建设真正包容性工作场所迈出的重要一步。 结论:拥抱人力资源的未来 我们看到的2025年人力资源科技趋势不仅仅是创新,它们是实现更个性化、包容和高效的人力资源功能的推动者。作为HR领导者,我们需要拥抱这些变化,不仅为了操作效率,更是为了这些技术为员工和业务带来的战略价值。 人力资源的角色已经从行政职能演变为战略职能,从被动反应转变为主动决策。我们在2025年看到的人力资源科技趋势正在加速这一转变。让我们拥抱这些变化,装备自己以合适的工具,引领组织迈向以人为本的未来。 未来的人力资源不仅仅关乎技术,更关乎我们如何利用技术去连接、赋能并支持我们最宝贵的资源——员工。 今天就与我们联系,重新构想您的HR实践,并在2025年将其提升到新的高度!
    科技趋势
    2024年10月18日
  • 科技趋势
    2020年值得关注的11个人力资源技术趋势 2010年已经过去,HR技术已经走了十年。从灵活的工作到零工经济的兴起,一系列技术解决方案已加速发展并实现了人力资源流程的自动化。这使我们能够以前所未有的方式管理人员。 现在,我们正在进入2020年代,人力资源行业接下来会期待哪些重大技术趋势? 1.超越功能,为员工增添真正价值 “社会组织”的作者乔恩·英厄姆(Jon Ingham)解释说,正确的HR技术不仅可以自动执行员工的任务,还可以使他们充分发挥作用,并发挥其作为独特个人的潜力。 他解释说:“方法需要朝着解放和赋予人们权力的方向发展。” “人力资源技术需要支持这一变化”。 乔恩补充说,该行业在未来一年内有望看到的其他趋势是转向管理团队,团队和网络,而不仅仅是个人:“因此,人力资源系统需要更多地关注团队的价值,使我们能够衡量和奖励团队的绩效,而不仅仅是个人。” 2.引入“组织指导系统” 罗斯商学院Rensis Likert尤里奇教授Dave Ulrich  说,现在是创建“组织指导系统”的时候了,企业和人力资源主管可以使用它来纠正课程并在2020年建立更有效的组织。 这超越了记分卡,仪表板和预测分析,而进入了集成的指导系统,使组织和业务决策更加有效。 他解释说:“ [现有数据收集]淹没了那些难以弄清要使用哪些想法的商业领袖。相反,组织指导系统阐明了所需的业务,客户和投资者的成果,然后提供指导以实现目标。” 3.福利健康市场的爆炸式增长 对于分析师 (Josh Bersin)而言,480亿美元的企业福利市场  可能是最分散,最具爆炸性的市场。他解释说,用于心理和情感健康,减轻压力,身体健康,饮食和财务状况的工具无处不在。 “大多数大型医疗保健提供商都在向基于AI的新型自动化工具投入资金,这些工具可以混合使用,以适应全球任何劳动力。幸福平台可以将这些应用程序整合在一起,并为您的员工创造真正的行为改变。” “这是十年前我认为不存在的市场。今天,这是技术市场的真正组成部分,人力资源和人事团队应该了解可用的内容,因为这些对于就业和公司品牌来说都是至关重要的问题。” 4.远程或虚拟工作区技术 exaqueo的雇主品牌专家Emily Fritz 解释说,尽管灵活工作的受欢迎程度有所提高,但该行业仍有很大的增长空间。 她解释说:“已经有几种解决方案可以解决组织面临的远程员工面临的挑战。” “从协作工作区到虚拟办公空间的所有内容。” 但是,艾米丽(Emily)认为该行业仍处于起步阶段,在未来十年中,企业将为开发针对不断增加的远程工人队伍的解决方案而展开的竞赛。 5.数字伦理将在2020年成为头等大事 人力资源将在自动化技术的道德引进中扮演重要角色,People and Transformational HR的创始人 Perry Timms解释说。 “如果将工作从人们的角色转移到机器人身上,那么将这些人重新部署到更高水平的角色上,我们的道德准则是什么?如果角色担当了太多角色,该怎么办?那我们在寻找另类工作时如何对待他们呢?” 6.职业培训的科技 Workitdaily JT O'Donnell的首席执行官表示,随着工作场所技术的发展不断加快,组织将需要为员工提供更高水平的技术指导。 她解释说:“到目前为止,预计员工会自己寻求这些资源,并在公司外部花费自己的钱。” “但是由于千禧一代,思维方式正在转变。” 7.甚至更多地使用人员分析来获得可行的见解 对于人力资源影响者,演讲者和作家高塔姆·戈什(Gautam Ghosh)来说,在接下来的一年中,甚至仍然会继续使用PA人员分析技术,这仍然是人力资源技术的主要趋势。人力资源和人员领导者将需要进一步提高其分析的使用和成熟度,例如,通过运行实验并对业务战略和底线增长产生影响。 “人力资源领导者需要在决定采取某种行动方案之前,逐步发展如何在组织中提出问题和进行实验-成为基于证据而不是基于本能。” 我们最近的研究报告《人力资源的变化面孔》显示,目前只有42%的组织使用数据来推动人力资源决策,因此还有许多工作要做。 8.增加员工体验驱动的举措 该行业最受欢迎的流行语似乎并未显示出在2020年放缓的迹象,并且人们对员工体验的关注也在加剧。 这是我们许多专家提出的,包括人员分析负责人Soumyasanto Sen,他实际上是在解释:“需求已经开始出现在HR客户的消费者体验方面。” 9.解决通知和设备疲劳的需求 一般人每12分钟检查一次电话-每天大约收到64条电话通知。Exaqueo的Emily Fritz说:“由于放映时间对健康的负面影响而受到关注,我认为我们将看到更多技术可以调整以解决围绕设备疲劳的健康问题。” 艾米丽(Emily)认为,这种不断提高的认知度还将扩展到通知。她指出Instagram最近决定从人们的帖子中删除“喜欢”,她说技术将随着他们显示的通知的数量和类型的增加而变得更经济。 10.继续使用AI建立更好的员工体验 对于SEA Wire and Cable的人力资源专员Jazmine Wilkes而言,人工智能一直在增长-2020年也将如此。 但是,“在AI接管的同时,我认为雇主们终于意识到他们必须以人为本。”她补充道。“台球桌和概念开放式座位不是您放置员工体验的地方。从您要表示赞赏的人那里获得反馈可能会有所帮助。” 11.人力资源和人员团队作为技术和“流程沙皇” “数字工具可以通过审查当前的工作方式来迫使对无效的和浪费的内部流程进行审查,” People and Transformational HR Perry Timms的创始人解释道。 因此,人力资源和人员团队完全有能力引入更精简,更敏捷和响应能力强的流程,这些流程与2020年人员和组织的需求保持一致-作为组织中的“流程沙皇”。 2020年将要做什么? Josh Bersin解释说,新工具正在颠覆传统的人才管理平台,因为它们首先是为员工设计的,其次才是HR部门的。 您在2020年制定的人力资源技术计划就是这种情况吗?   作者:Jess Fuhl 来源:sagepeople 以上由AI翻译完成,仅供参考
    科技趋势
    2020年02月02日
  • 科技趋势
    2017年9大你不得不看的人力资源科技趋势 引言:人力资源科技正在经历十年来最动荡的时期,从云端到移动端的转变,人工智能的大爆发,现在的一切都在改变,自然传统人力资源也已经过时。随着时代的发展和人力资源行业的重塑,作为HR的领航者你需要以下9大人力资源科技趋势来领航。 HR technology is undergoing one of the most disruptive periods it has seen in a decade. Investors, seeking the next big thing in breakthrough technology, plunged more than $2 billion into HR tech systems and platforms in 2016, according to CB Insights, a venture capital database. While investment to date is on track for a slight decline from last year, deal activity in HR tech has grown consistently in the last 5 years and at the current rate is expected to increase more than 15 percent over 2015. This amazing investment growth—much of it spent on integrated human resource management system (HRMS) platforms for midsize companies—illustrates the industry’s volatility. That instability is being driven by the shift from cloud to mobile; the explosion in analytics and artificial intelligence; and the emergence of video, social recruiting and wearables in the workplace. Everything is changing, and quickly—including the types of technology HR professionals use, the experiences those systems deliver and the underlying software designs—making many of the traditional HR systems purchased only a decade ago seem out of date. With these developments and more reshaping HR, business leaders would be wise to understand the following nine technology trends that will shape the year ahead and beyond. 1. The Performance Management Revolution For almost five years, companies have been throwing away ratings, adding check-ins, developing agile goal systems, and making performance management much more data-driven and team-oriented. But there have been almost no tools in the market to automate this—until now. Today, there are at least a dozen companies selling cloud-based, team-centric performance management applications that connect to HR management or enterprise resource planning systems, many of which: Manage performance by team, rather than only by hierarchy. Allow for dynamic team management—that is, the ability to create and change teams quickly. Make goals transparent and easy to change and track. Feature check-in mechanisms. Have built-in pulse surveys, end-of-period surveys, and ad hoc feedback presented via tags and word clouds. Incorporate development plans that are prepopulated, simple to build and based on data derived from employees in similar roles. Feature online assessments, help conducting personality assessments and resources to guide managers through difficult conversations. Can be used with activity streams and other gamification features that make them engaging and browsable. Are integrated with employee directories and other HR tools to become part of everyday work. 2. An Explosion in Real-Time Engagement Evaluation Customer and marketing teams have been developing innovative ways to measure customer input for decades. Today, companies are starting to do the same with their employees by making use of always-on, pulse-based feedback systems. Some employers now survey workers quarterly, monthly or even weekly, and many modern systems enable event-based feedback that can be gathered whenever there is a major organizational change. Not only are these tools becoming critical infrastructure for businesses trying to understand their employees’ needs, they are being integrated with performance management systems, succession planning initiatives, change management strategies and just about every other people practice. Indeed, feedback-based tools and systems will become a major theme in HR platforms in the coming years. 3. The Rise of People Analytics I can’t talk about disruptive technology without discussing the enormous strides that have taken place in the field of people analytics. Over the years that I’ve researched this market, organizations have moved from back-office HR data warehouses to advanced analytics and reporting dashboards to predictive models and more. As analytics models become more prevalent, companies are slowly moving away from building their own solutions to buying them from vendors. Oracle, SAP SuccessFactors, Workday, ADP, Cornerstone, Visier and Ultimate Software all have employee retention predictors (among many other modeling features) embedded in their software. Workday’s system can identify employee job changes that are likely to result in high-performance outcomes (as well as what job moves not to make). The products from Oracle and SuccessFactors can recommend which training employees should have based on their roles and activities at work, and Workday will soon have this functionality as well. Cornerstone’s system can predict which workers are likely to become noncompliant or lapse in their mandatory training and certification. As these embedded models continue to mature, HR departments will need to hire teams that understand them and can apply them effectively. New approaches for applying feedback and models of performance management have also emerged. One vendor, Starling Trust, offers a system that can analyze patterns of e-mail and other communication to build "trust networks"; it can actually predict where a security leak or fraud is likely to occur. Another company, Humanyze, sells smart badges that monitor workers’ locations and voice tenor to gauge when and where they experience the most stress. This data can be used to help companies reorganize facilities, change meeting times and formats, and drive engagement. A third recently-acquired vendor also provides tools that analyze e-mails to assess how people’s communications and time management practices differ. The platform can determine, for example, that high-performing salespeople spend more time than their lower-performing peers with certain groups and customers—and that data can be used to nudge others to change their behavior. It’s time to double down on your investment in analytics. My friends at big companies tell me that it takes a few years—and often a big budget—to clean up HR data, bring it into a consolidated environment and hire an analytics team to start doing the work. Organizations that don’t make this investment are likely to be disrupted by competitors that do. 4. Maturation of the Learning Market While most big companies have legacy learning management systems (Cornerstone, SumTotal, Saba, Oracle and SuccessFactors, for example), there are many new options available. Products are being reinvented by vendors issuing major new releases. New solutions like Workday Learning, Fuse Universal, SAP Jam and other tools focus on scaling video learning to the enterprise. There is another category of learning products coming that I call "learning experience platforms." They focus on delivering a "learning platform" and not just a "learning management platform." In other words, they are places to go to browse and learn, and not merely to register for courses. These new platforms bring YouTube-like video experiences to employees and include features for curation, recommended learning and data-driven recommendations. I predict that this new category of software will become huge as every major company realizes it needs these systems as a complement (or, someday, replacement) for its core learning system. Vendors include Degreed, Pathgather, EdCast, Everwise, LinkedIn Learning and others. 5. A New Landscape for Talent Acquisition Today’s recruitment and talent acquisition market is enormous—an estimated $240 billion in the United States alone based on research by Bersin by Deloitte. This massive market focuses on tools to help companies: Find strong job candidates. Market and brand themselves. Post and distribute job postings. Manage and interact with job boards. Conduct prehire skills assessments. Perform background screening and psychological testing. Interview candidates. Manage the entire complex process from end to end via applicant tracking and recruitment management systems. These tools are highly strategic for many businesses. Fast-growing technology companies, for example, can make or break their business plans based on how quickly they can find the right engineers, marketing professionals and salespeople. Retailers and seasonal manufacturers need to hire hundreds to thousands of people at critical times during the year, so it is key that they be able to find workers as quickly and effectively as possible at scale. Today, a new breed of platforms, including those from vendors such as SmartRecruiters, Lever, Greenhouse, Gild and others, have started from scratch, building end-to-end recruitment management systems that handle everything, including sourcing, ad management, analytics, online interviewing, interview management, candidate scoring, ongoing candidate relationship management and onboarding. These tools were designed to directly connect to LinkedIn and other job boards, and they can store candidates’ information so that it can be revisited year after year. In addition to managing applicants, they keep track of candidates and even alumni. Further, they focus on building tools that are easy to use for hiring managers and candidates, and not just recruiters and HR. 6. The Growth of Contingent Workforce Management Roughly 40 percent of workers in the United States are contingent in some fashion, according to government sources, and many of them look for jobs on special networks. Employers use those same channels to post jobs and find people with specialized skills. There are two emerging markets that support this new way of working. The first is contingent workforce management systems, such as Fieldglass from SAP, Kronos, Beeline, PeopleFluent, Workday and many others. This sector, which includes software for vendor management, as well as time-tracking and scheduling systems, is highly fragmented with only a few leaders. The second market is the gig-work networks that match workers to projects. There are dozens of such solutions, including Upwork, Freelancer, Fiverr, Workpop and many others. These platforms have morphed from job networks to recruiting and skills-management sites. Companies such as GitHub (for software engineers), Pixelapse (a collaboration platform for designers) and others are building similar tools for technical domains. HR professionals interested in exploring new options for finding contingent talent should start by monitoring these affinity sites to build a network of experts for contract work. 7. The Adoption of Team Management Tools A wide variety of software tools have been designed to facilitate collaboration by making it easier for teams to track their work with features such as real-time messaging, archiving and search. These include Slack, Workboard, Trello, Asana, Wrike, BetterWorks, 15Five, Basecamp, Rallyteam and others. While not all of these applications would be categorized as HR technology tools, most are starting to enter the HR space. (BetterWorks, for instance, is actually an enterprise-class goal management platform.) The biggest trend taking place in this sector is thesteady shift away from solutions used strictly by HRto those that help employees and managers do their jobs. For example, Workday’s new learning management system and talent management system are designed to enable employees to find their next position in their company, and to then locate and view training and video learning appropriate for that job. There is also a shift toward integrating this type of functionality with Outlook or the workflow management tools employees use every day (such as Slack or Asana). 8. A Wealth of Wellness Apps The next major area of disruption we can expect in 2017 is the accelerated growth oftools to manage wellness, work/life balance, employee activity and—ultimately—personal performance. Over the next year, applications for wellness, engagement, recognition and performance management could converge as each of these areas collects information on employee feedback, activity and goals and tries to improve the work environment. Here’s how this data could come together in the next few years: Core platform providers (such as Oracle, SAP SuccessFactors, Workday, Ultimate Software or others) have built-in analytics engines that correlate data from many sources into a global employee database. These new tools inform the company about what people are doing, how happy they are and how well they are taking care of themselves. Soon we could have a truly integrated view of employee wellness and be able to give workers insights, nudges and advice on ways to make work better, improve productivity and advance their careers. 9. Accelerated Automated HR HR technology is making bold advances into artificial intelligence, natural language processing and robotic process automation. This huge area covers products that can listen to our voices (such as Amazon Echo, Siri and Viv), augment call center work and connect many systems into a new workflow. The result of these technologies, including software development tools for mobile devices, is that most HR transactions can be redesigned, not as a series of transactions that people need to perform but as "journey maps" that automate: The entire employee joining process, not just hiring. That process may include prehire assessment; interviewing; onboarding; new-hire orientation; and the first six months of training, meeting people and learning. One of Deloitte’s clients now gives all candidates an app that helps them apply for a job, accept a position and learn their role, all as part of an integrated experience. Processes for employee career and job transitions, including assessment, internal job search, job recommendations, interviews, job offers and acceptances, employee moves, level or compensation changes, and orientation and onboarding. Exploration of retirement options, decisions about retirement plans, exit processes, joining the alumni network, and creating an ongoing relationship between the company and the employee after his or her departure. Assessment of an employee’s potential, including modules for leadership development, education, networking and coaching, as well as ongoing performance management practices for new supervisors. Artificial intelligence tools, robotic process automation and self-service transaction integration can facilitate a total redesign of the employee experience, dramatically reducing costs and improving the value of HR. IBM, for example, now has an artificial intelligence application that helps employees do their own onboarding, finds nearby employees as mentors, and addresses the top 200 questions employees ask in any new position. The entire experience is driven by a natural language bot and has proven successful in driving employee engagement. Almost every HR tech market will face disruption in 2017. The convergence of mobile computing, video, sensors and artificial intelligence is taking place simultaneously with an intense focus on employee engagement, culture, wellness and productivity. The result will be a new breed of products that will totally reinvent what HR technology—and HR itself—can do. Josh Bersin is a principal and the founder of Bersin by Deloitte, Deloitte Consulting LLP, a research and advisory consulting firm in enterprise learning and talent management. He is also the keynote speaker at the SHRM India HR Tech '17 Conference & Expo in April. As used in this article, "Deloitte" means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting. 来源:SHRM 原文链接:https://www.shrm.org/hr-today/news/hr-magazine/0217/Pages/9-HR-Tech-Trends-for-2017.aspx
    科技趋势
    2017年02月07日
  • 科技趋势
    2015年亚太地区十大科技趋势 今日公布了2015年亚太地区十大科技预言,预计移动客户体验将推动数字化转型。 Forrester Research副总裁、研究总监兼亚太地区经理Dane Anderson表示:“面对数字化需求日益增长、预算不断缩减的国际形势,首席信息官们需要更明智地下注。2015年的成功首席信息官应改善与企业领导的合作,以期提供卓越的客户体验。”     2015年,Forrester的十大预言及其意义如下:     1. 数字化转型将推动科技支出增长4.9% 广大客户在技术的推动下具有越来越强的影响力,79%的组织考虑在2015年将改善客户体验作为各自业务的重要优先事项或关键优先事项。同时,在2015年,该区域57%的企业将客户期望不断上升看作投入更多资金采购ICT的首要原因。     2. 大多数的区域组织还未做好数字化颠覆的准备 尽管在中国,如阿里巴巴和海尔集团等巨头正引领该区域迈向数字化商业成功,然而真正知道如何建立数字化业务的本地和区域公司寥寥无几。2015年,区域组织惰性将成为数字化转型的最大障碍,而Forrester预计亚太地区组织将对全球数字化商业巨头不断涌入的浪潮盲目乐观。     3. 中国将成为数字创新的中心 中国数字化人口庞大,不仅缺乏可供借鉴的传统方法,而且具有资金雄厚的数字化巨头,在这些因素的推动下,中国到2015年必定将成为全球最大的电子商务市场,在线销售(B2C和C2C)1的市场收益将达到3153亿美元。中国的社交媒体领域也正以闪电般的速度发展,如今,中国大城市使用社交媒体的在线成人的比率高达95%。2     4. “数字化印度”将遭遇棘手障碍 印度政府投资170亿美元的雄心勃勃的“数字化印度”计划有可能成为游戏规则颠覆者。在我们为印度政府推出的将印度转变成数字化知识经济体的计划喝彩之时,Forrester预言该计划在基础设施运作与标准以及技术管理参与度缺乏等方面将面临关键的基础性挑战。     5. 移动业务将滞后于快速增长的智能手机使用率 Forrester预计,至2015年底,亚洲地区成人智能手机的拥有率达36%,具体各国差异明显,新加坡高达86%,中国为44%,印度最低,为23%。但是,在这些科技型客户需要之时,真正准备好在智能手机上为之提供服务的企业寥寥无几。移动业务在支出方面仍将保持较低水平——尤其是广告支出。     6. 组织将超越基本的企业移动性 2015年,Forrester预计在亚太地区大量的小型、中型和大型企业将开始采用平板电脑/笔记本电脑混合型设备,以此开始他们的企业移动化之旅。远见卓识的企业将开始检验其员工的移动时刻,其中成功企业将考虑客户移动化,而不是企业的移动化。     7. 客户体验——CIO-CMO协作的桥梁 2015年,区域首席营销官们将逐渐意识到自身的技术限制以及缺乏合理的集成规划、应用管理规划、安全性和合规性规划对其营销敏捷度的拖累。同时,首席信息官们会将其重心从后端IT系统转变至面向客户的业务技术。这两股力量的交会点将是客户体验计划。     8. 亚洲将转向应用于客户互动的移动通讯应用程序 基于微信、Line、KakaoTalk、Viber和WhatsApp上十多亿用户,Forrester预计区域组织将越来越多地转向应用于客户互动的移动通讯应用程序。Forrester预计移动通讯将开始从Facebook攫取广告费用,尤其是亚太地区一些价格敏感性企业将越来越质疑平台的效益。     9. Apple Pay将打破移动支付僵局 2014年,我们的预言是亚太地区的移动支付前景将保持分散状态。2015年这一状态有望改变,Apple Pay技术将加快支付并实现全新的客户体验。尤其是中国和澳大利亚将领跑移动设备的Apple Pay应用。     10. 客户洞察力和大数据分析将扩张 随着对分析的依赖在组织内部和组织之间蔓延,2015年将成为大数据加剧分裂的一年。该地区的分析支出将至少增加10%。但是其相对于IT预算的占比将缩小。营销团队将带头在客户互动中寻求数据驱动的改进。     自 zdnet
    科技趋势
    2014年11月13日