It is true that the competitiveness of companies in the coming years is and will continue to be directly related to their ability to attract and retain talent and their ability to take advantage of new technologies in this field.
It is true that the competitiveness of companies in the coming years is and will continue to be directly related to their ability to attract and retain talent and their ability to take advantage of new technologies in this field.
For this reason, there has been a spectacular change in the competencies of the human resources / personnel / human capital department, going from the traditional recruitment and administrative processes (payment of payrolls, advances, etc.) to a much more global vision that goes from recruitment to employee loyalty, through remuneration, internal communication, career plans, coaching, training, performance management, etc.
In fact, as a demonstration of the conceptual change, it is said that nowadays, instead of human resource management, one must speak of human capital management, thus identifying people as an asset (capital) of the organization that exists. to attract, develop and retain.
Due to these changes, the human resources / human capital department needs tools to face its day-to-day work with the necessary efficiency and effectiveness in an integrated way within the company's strategy.
The new Information Technologies (ERP, HRMS Human Resources Management System, B2E employee portal, knowledge management tools, Internet, etc.) provide substantial improvements in attracting, retaining and retaining the best professionals:
At a strategic level:
Dedication of the human resources / human capital department to strategic tasks, freeing them from a significant number of operational tasks.
Improved employee motivation by around 50% (Sources: Meta4, The Hunter Group).
Improvement of the internal information of the employees managing to promote the corporate culture.
Align the strategy with the objectives of teams and people using the scorecard and the concepts of management by objectives in the human resources / human capital department.
Centralization, integrity and capacity to analyze information in real time about personal, professional, competences, performance, etc. data.
Remunerate employees in a variable way using the correct parameters and thus increasing their commitment to the company.
Increase forecasting and resource planning capabilities using analytical planning tools.
At the operational level:
Reduction of the total cost of the human resources / human capital department by up to 30% (source: SAP).
Reduction of costs and times per transaction thanks to minimal human intervention, paper elimination, process automation, time management, etc. A report by "The Hunter Group" estimates a 60% reduction in transaction costs.
Up to 25% increase in worker efficiency (source: SAP) thanks to automation of processes, easy access to information, etc.
Support for knowledge management, managing to identify, generate and share it.
Recruitment time reduction up to 30-50% (sources: SAP and Meta4).
Performance management, identifying employee performance and developing consequent action plans.
It facilitates the introduction of variable remuneration policies allowing to automate its calculation and communication.
Increased self-management capacity by the employee having access to personal information at any time and from anywhere using the Internet and mobile devices.
All these possibilities are exploited with tools such as corporate portals, Employee Self Service and human resources / human capital management applications (HRMS / HCM).
In the next article we will go a little more in-depth into the functionalities of the existing applications on the market to describe how these functionalities achieve the improvements described in this document.
