Technological Trends Human Resources Area & HRMS

 

Technological Trends Human Resources Area & Software like HRMS

No one is surprised in these times that people and talent are two of the critical elements that determine the competitive advantage that every organization needs. The modernization, culture, efficiency, development and contribution to society of any company will be determined by the human engine.

 

However, and according to the IDC study Technological Evolution of Human Resources in Latin American and Spanish Companies (October 2016) , the degree of investment in solutions and tools in the HR area represents approximately 1.5% of the total budget of you. A visibly insufficient figure.

 

In Spain, almost 70% of companies have a global Human Resources Management System (HRMS), integrated or not with other business systems. Even so, the day-to-day of the people management areas requires additional knowledge and an advanced technological level that, increasingly, is demanded of technicians in this matter. The digital age cannot be ignored. And less in this area of ​​business.

 

Hence, we have identified the 10 technological trends that have become transformative of the HR function:

 

1.    Selection tools. Social networks, for prospecting candidates and publishing job offers, have been consolidated as channels for accessing potential new workers. Multi posting tools are also increasingly used, as they allow you to publish offers and manage profiles on multiple employment websites and social networks.

 

2.    Interview tools. In organizations with a high number of candidates per vacancy, video interview platforms are being successfully exploited, where the candidate responds to a questionnaire and recruitment technicians manage the applications in a more agile way.

 

3.    Comprehensive Talent Management Tools. They allow the definition and monitoring of career plans, training plans, evaluations of competencies, periodic goals and objectives, calculation of variable remuneration with respect to their degree of achievement, and so on. "Performance management and recognition of people is key in organizations of our time, and companies are reacting very quickly in this regard," explains David Martínez, head of digital transformation at Watch & Act .

 

4.    Training content. Our professionals require constant, updated, dynamic training, accessible from anywhere and at any time, and that helps them to be more competitive. Simple content tools “allow the elaboration of courses and training pills that are truly useful, agile and contextualized in the reality of the company. This type of practice also allows us to change the paradigm and go from giving training to facilitating learning and self-development ”, Martínez defends.

 

5.    Internal survey launches tools. With these solutions it is possible to measure the work environment, detect the degree of commitment, launch understandable internal communication campaigns, and so on. These solutions make it possible to take the pulse of the teams and find out the degree of acceptance of initiatives launched by the organization and stimulate, incidentally, the collection of more valuable information to proactively manage people in a segmented manner.

 

6.    Platforms for language learning. In a global market, every organization must make it easier for its employees to study and improve languages ​​and, if possible, with individually designed syllabi. Now there are platforms that offer content focused on a specific area or sector, being much more useful than traditional online courses.

 

7.    Workforce planning tools. These allow anticipating the size of the workforce and performing simulations based on planned structuring, contemplated promotions, key growth positions, absence management and budget.

 

8.    Communication and collaboration platforms. David Martínez explains that these tools “try to promote innovation as a core process where everyone participates and contributes their own ideas, also allowing the decentralization of processes. Shared agendas and folders, collaborative document construction, light internal communication channels and videoconferencing are fundamental instruments to guarantee efficiency in HR areas ”.

 

9.    Employee service system. In those organizations where the relationship with the internal client is articulated in the same way as the commercial area would with the external client, “there are and more and more systems are being exploited with which to communicate with the employee, single points of attention such as the SAE or simply a helpdesk with which to keep a detailed record of what the staff's concerns are and if they can be resolved by the HR area ”, says the Watch & Act digitization manager.

 

10.  Measurement of HR management indicators. These, in conjunction with business indicators, are one of the key challenges for a competitive transformation from talent management. David Martínez identifies “dashboards and business intelligence tools for analyzing results and detecting trends as key instruments that allow making better strategic decisions and improving effectiveness in all essential processes: recruitment and retention of talent, development and growth, training, internal communication, etc. ”