How to Know If Human Resources Management Solution (HRMS) Is Needed

 

How to Know If Human Resources Management Solution (HRMS) Is Needed

 

Companies are changing their organizational structure to keep up with the evolution of the markets, and hand in hand with these changes go the company supported by its people. This is why human Resource management processes have joined this business revolution.

If we want to stand out in the industry to which we belong we cannot simply manage people superficially, it is necessary to involve them and make them part of the company's global strategy and help them develop their potential and thus achieve the objectives that are valuable. For the company, assuming the changes and challenges that arise. This is the current challenge of Human Resource Management Software. The question is: How can I achieve this transformation in my work team?

When facing these challenges we find that today there are technological tools and solutions focused on the management of Human Resource (HRMS or HCM) that can be critical to be successful in our organizations, but how do you know if what your company needs is a Human Resource Management Solution? 

What is a Human Resource Management Solution for?

A Human Resource Management Solution has the purpose of aligning and optimizing human capital with the objectives and needs of the business, resulting in improved performance and productivity, as well as a greater commitment on the part of employees to generate the business results.

Among the main human Resource management processes are:

a) Management by Objectives (Balanced Scorecard)

b) Performance Evaluation of both objectives and competencies

c) Recruitment and Selection of Personnel

d) Variable Compensation and Payment Plan

e) Staff Development and Learning

f) Career and Succession Plan

g) Social Collaboration, among others.

 

The processes that involve human capital can cause great stress in companies when they are carried out manually and on paper, as these tasks become very time-demanding and tedious activities for both area managers who have staff under their charge and for HR staff who have to track and consolidate hundreds of spreadsheet files to deliver results to senior management  

When there are not clearly defined processes for managing human Resource, or the processes are not supporting the growth of the company enough, having low performance of personnel and objectives, or there is high turnover and low motivation. This is the time to ask you, what is the next step?  Seeking to correct the course and accelerate the growth of the business in the hands of a high-performance work team ready to face challenges, to work with an eye on strategy global company and helping the effective achievement of objectives. To be a successful company it is necessary that the workforce that comprises it is at the same level.

In general, we can mention the following situations that identify whether it would be convenient to implement a HRMS to continue evolving without losing competitiveness:

• Your people are not clear about the strategy and objectives of the company, as well as what are the individual and team objectives for which they are working.
• Performance evaluations are not carried out or they are inefficient, do not provide information for decision-making and involve many hours of work when carried out manually and on paper.
• There is no compensation plan with clearly defined rules for personnel managers or the process is subjective, since there is no real data on the achievements and goals achieved by the personnel.
• There is no career plan for employees that allow them to visualize their possible growth within the company.
• When a promotion opportunity arises or when a key employee leaves the company, it is difficult to fill that vacancy internally with someone from the work team quickly and reliably, since there is no succession plan to help us develop and identify the ideal person for the position.
• There is no constructive feedback and coaching that brings knowledge and value to the employee.
• Training and training are required to develop the potential of the people in the company according to their job position, their activities and the skills they must perfect, aligned with the objectives of the company.
• The recruitment and selection processes consume a lot of time and effort, without guaranteeing that the person is the one.
• Excess paperwork for procedures and follow-up of matters related to personnel.

The first step is to stop and observe which are those practices that are keeping the company from continuing to evolve, the vision of the company, the strategies, the business processes are always important. In the same way, it is important to know that your work team is aligned with all this, that they are developing their potential to the maximum and that they are occupying the right position, carrying out the activities in which they perform best, generating greater value to the company.