| | JULY 2022MANAGEHRMAGAZINE.COM8In MyOpinionBy Rodrigo Ochoa, Director HR, SamsoniteKEEPING UP WITH THE EVOLVING HR LANDSCAPERodrigo Ochoa1. In your opinion, how has the HR Tech landscape evolved over the years? What are some of the advantages of the current technological evolution?It has been more than two decades in which the 1st wave of HR tech evolution took place. Let's remember that during the late `90s Talent Acquisition portals made their appearance trying to administer the recruitment process, many changes have occurred since then, now there we are no more talking about administrate we talk about the future, profitability, productivity, diversity, inclusion, work-life balance and sustainabilityMore than two decades ago when we began to talk about technology applied to Human Resources processes, since then many things have changed, however, to get to where we are today it is necessary to understand what are the stages through which HR has gone through to systematize its processes. At the beginning of the `90s, international companies began to use the HRBP (Human Resources Business Partner) concept, which was intended to give strength to the Human Resources area so that it would no longer have a role focused on personnel administration and would be part of the business strategy, accompanying the main areas of the business such as sales, marketing, operations and finance. Since then, technology has been a strategic partner of the Human Resources area, since it has had to acquire the technological resources to support decision making based on key indicators, which led to the emergence of the Balanced Score Card trend applied to HR in the early 2000s. Taking the above into consideration the sum of technology and indicatorsHR + Balance Score Card = Innovation and technological development.How can strategies be transformed into actions? There is no doubt that the main protagonists in the development of HR technology were the CEOs of the organizations themselves when they demanded the use of data management technologies for decision making. This is when, in the mid-2000s, a boom in business development focused on HR technology was generated. It seems like a long time ago, but looking back, companies like PeopleSoft, Oracle, SAP, among others have helped large companies to give a 100 percent strategic approach to the HR function, which has allowed us to evolve from basic recruiting systems to more complex models, talking today about "Employer Brands".2. What according to you are some of the challenges plaguing the HR Tech landscape and how can they be effectively mitigated?In my experience, technology will never cease to surprise us in terms of more advanced models of information management, portability, etc. However, what I expect in the future is Rodrigo Ochoa Martínez Parente is the Human Resources & Organizational Development Director at Samsonite. With over 20 years' experience, he has a solid background working in multinational companies leading organizational transformations, compensation, talent acquisition programs and, Training and Business Process re-engineering
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