Gone
are the days when the main tool for human resource management was the
spreadsheet. With the digital revolution, the automation of processes came
hand in hand with technological management systems designed for that purpose. In
this blog we explain what these platforms are for, how they work, what is the
current offer in the market and what are the benefits that your company obtains
when operating with one.
Employees
are the support and main asset of the companies. The human resources area
is in charge of its management. And today their work is not only
administrative, but also strategic because it evaluates and creates the
conditions for these people to be satisfied in their work.
So,
it is no longer just a question of handling contract, compensation or medical
leave payments. The role of the HR area is much more decisive for decision
makers: it must promote high job satisfaction.
Therefore,
today we talk about people management.
The new challenge for human
resources is having the ability to measure the intangible, explains the insurance company Vida Cámara
on its website. To achieve this, they have computer programs that help to
collect valuable information directly from the employees themselves to analyze
and propose action plans, monitor them and evaluate the results. Perhaps the most important value of these
types of programs is that they favor communication and there is continuous
feedback between the areas that occupy the technology.
How does HRMS software work?
The main
function of this type of tool is to gather in one place all the information
that your company generates about the people
who work in it, from leaders to operators, explains the developer of digital
people management solutions Rankmi.
This
computer system usually serves 4 functions, Rankmi adds:
·
Automate
existing and new processes
·
Organize
and centralize internal data.
·
Facilitate
communication.
·
Data
analytics
Types of technological platforms for people management
The ecosystem of people management programs is large and varied. According to the technology product rating portal Capterra, you can identify them according to their area of action :
Recognition
Helps
manage wages, compensation, year-end bonuses, recognition, and activation of
workers' pensions.
Recruitment
Facilitates
recruitment processes, from managing the survey of potential candidates to
managing ads across channels, selection and hiring.
Performance
This
type of program allows recording, measure and rewarding the performance of
employees.
Training
Training
tools strengthen workers' skills and strengthen their commitment to the
company. With them you can plan courses, generate induction protocols and
provide continuous training.
Talent
management
This
type of program usually groups the actions that we have seen above into
different modules, since it manages the complete life cycle of the collaborators
who meet the profile that the company seeks to retain and promote.
Operative
It
concerns the administrative aspect of people management: marking and schedules,
workload, absenteeism, medical leave and dismissals, among other tasks.
Another
important category is the work environment management software , a tool that helps measure the
temperature of the work environment through the application of surveys and
other metrics, information that the platform then has to make improvements and
follow up on.
Why does your SME need HRMS software?
By
working with a comprehensive management system, you have both a general view
and deep, real-time knowledge of how your business works from a labor point of
view.
With
the help of these tools, you make reliable decisions based on data, instead of
assumptions or conjectures, and you design action plans that allow you to
intervene quickly to improve in the necessary aspects.
According to the magazine RRHH Digital, other benefits that this technological resource provides include these 4:
· Facilitates decision making
It offers reliable data in a way, organizing it according to your information needs.
· Increase
productivity
It allows relocating time, resources
and efforts dedicated to processes that were done manually.
· Reduce
costs
Automation of tasks allows HR work to
be synthesized in one place.
· Protect
data
They work with data protection
mechanisms for both cloud and desktop versions
CONCLUSION
When
it comes to managing people, conditions come into play that can be analyzed
quantitatively or qualitatively. Both are essential to carry out this
process. That is why it is necessary to have human resource management software
that gathers and organizes both types of data, automates tasks to reduce time
and costs, and offers functions to manage action and follow-up plans.
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