Analyst Perspectives

HR software for HCM is supposed to be the great enabler of a better employee experience. It promises to streamline processes, create seamless engagement and elevate the workplace into something dynamic, personalized and intuitive. Yet, for many organizations, the reality is far from the promise. Instead of making work better, HR software often becomes a tangled web of disconnected tools, frustrating interfaces and rigid automation that strip away the human element. As we progress through 2025,...

Workforce planning has long been a cornerstone of business strategy, yet many enterprises still approach it with outdated methods. Traditionally, it has been rigid, reactive, subjective and often siloed. But as industries evolve—especially those with high turnover and a large frontline workforce, like retail, healthcare and hospitality—companies must rethink how they forecast talent needs. Technology is reshaping workforce planning, making it more dynamic, precise and forward-thinking.

Attending isolved’s first Analyst Summit was more than just an opportunity to hear about their latest innovations—it was a front-row seat to their vision for the future of HR technology and services. A central theme emerged quickly—they are deeply committed to supporting small and mid-sized businesses (SMBs), not just with technology but also with robust services and an ecosystem of partners that elevate HR teams into the strategic powerhouses they were always meant to be.

If you’ve ever held the same job title at two different companies, you know firsthand how misleading job-based approaches to work can be. I’ve had the same title across different organizations, and the roles couldn’t have been more different. The responsibilities, expectations and even the skills required varied so significantly that it made me question why we continue to define work through the lens of static job descriptions.

If you’re an HR professional, the term “API” might make you want to hand things off to IT and move on with your day. After all, you’re here to focus on people, not tech jargon, right? But here’s the thing—APIs play a major role in making sure your HR technology works for you. And no, you don’t need to be an engineer to understand why they matter.

Technology should be viewed as an enabler of program success for diversity, equity, inclusion and belonging, providing extended support that enables teams to expand their reach and ability to execute more complex business processes. AI-powered recruiting platforms, for example, help remove bias from the hiring process by analyzing job descriptions and identifying language that may unintentionally deter diverse candidates. Tools that utilize algorithms to parse and review resumes can prioritize...

For many years, HR teams encountered an endless stream of buzzwords often intended to garner excitement about new technological developments or further evolution of the HR profession. Unfortunately, this often leads us down unproductive paths in the attempt to be part of the conversation. Often, executives and senior leaders will express a requirement to include the latest buzzwords in any software RFPs as a minimum for participation. HR teams find themselves in a position of compliance but...

The topic of skills is not new to the world of talent management or development, making many appearances in the talent conversation over the years. Recently, it has been a permanent fixture in the discussion, focusing on the total integration of skills across all aspects of the employee experience. The term “skills economy” describes the evolution of how value is assigned in the workplace and employment, emphasizing the importance of individual skills over traditional job credentials.

Compensation practices are currently experiencing a substantial transformation, driven by evolving workforce expectations and rapid technological innovation. This shift is fundamentally reshaping how organizations approach rewards and recognition for workers. Technologies like data analytics enable more precise and personalized compensation management strategies while also fostering greater transparency and equity in how performance is measured and rewarded. These changes reflect a broader...

Today’s workforce places a high expectation on an enterprise’s commitment to fostering a fair and inclusive workplace. Numerous advances have been made in technology and employment regulations in the past few years, elevating the need and urgency for equitable and transparent operations relative to employee compensation. Technology plays a critical role in unlocking an enterprise’s ability to modernize its compensation practices and enact a system of processes designed to ensure a fair and...