Influence in HR technology comes from many places, takes many forms and continues to evolve over time. When the HRE/HR Tech Conference team met over the winter to work on this Influencers list, we knew it would be important to 
consider all aspects of influence. Some have more of a direct and immediate effect on products, while others have a more subtle yet longer-term impact. It’s safe to say all, however, are having an important and noticeable impact on where HR technology has been, where it is today and, perhaps most importantly, where it is heading. And that, above all else, informed the decision-making that went into compiling this list, which presents those being recognized in alphabetical order. Click here to see the Top 100 HR Tech Influencers.
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Holger Mueller
Vice President and Principal Analyst
Constellation Research Inc.
What’s the single most dramatic shift you see happening in the HR tech space today?
Hands down AI. For the first time enterprises can collect and analyze all electronic information, including the digital ‘exhaust’ of their people and combine it with deep learning powered neural networks. This means that for the first time best practices, know how and just signals can be used to automate, suggest and make (hopefully) better decisions. This is ‘real’ digital transformation, or Digital Transformation 2.0.
In acquiring and implementing new technologies, what’s the one or two most common mistakes HR organizations make?
HR organizations tend to think in the status quo and not the status to be of their enterprise. Making sure that it is not yester year’s best practices that interested, but forward looking, future proved and game changing best practices are introduced and implemented is the key to make HR the trusted partner enterprises need in the era of business best practice uncertainty.
How can HR leaders best make the business case for HR technology investment?
Enterprises are under pressure to become more agile and move faster. The demand for enterprises acceleration is what board rooms are confronted this. HR leaders need to find ways how to empower and make the people leaders in their enterprise more efficient and better. When HR leaders can show how technology can help their enterprises accelerate, funding from the board is not only likely, but almost default.
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