What risks and problems does not take that leap of confidence towards the digital transformation of companies in a 4.0 economy imply? The absence of a sector of Human Resources systematized and digitized can generate multiple inconveniences within a company, such as leading its teams to bad predictions, projections, administrations and follow-ups, among others. Not only these are problems that result in a negative impact on business but they are mostly drawbacks that can be avoided.
By incorporating a digital platform to address a company’s HR management, procedures can be transformed effectively and errors minimized, including:
- Lack of integration between areas. When one sector of the company is not connected to the rest, there is a risk that the data collected will not be credible and of generating the famous “broken telephone”. Systematization can solve the lack of integration between areas. By incorporating an HR management software or platform, the veracity of the data obtained from each of the teams and collaborators is improved. This allows for more reliable information for decision making.
- Manual faults. When trying to integrate different management tools, people are likely to make mistakes. If in a system we do not have the integrity of a platform and we resort to different isolated and disintegrated solutions, the connection between these platforms is a manual connection. Ergo, we will be exposed to a possible error. This could be avoided simply by adopting a comprehensive management system, which assures us the completely systematized process. Failing that, if the company cannot afford to purchase a complete system, it is advisable to invest in a modular product, which allows you to start implementing at least one of the modules (such as salary settlement software) and go then incorporating the rest exponentially.
- Deficient or poorly distributed salary settlements. A poorly prepared salary settlement can cause many headaches and generate inconveniences for the employee, the company, the union and the legal area. These failures are also avoidable if the company implements a system developed for payroll settlement that has constantly updated software and a person responsible for its execution who is trained.
Here it is important not to neglect another fundamental step in the salary settlement process: the distribution of receipts among employees. Printing and inserting errors happen, and scanning is one way to avoid them. Converting these processes through technology, manual processes are abandoned to incorporate other electronic ones. Thus, a digital salary receipt, which is also signed digitally, is synonymous with an efficient, clean process, of “health technology”, which boosted its popularity to eradicate hand-to-hand contact with paper in the context of the pandemic, but which is here to stay and which, at the same time, has an economic advantage, since the manual process is exponentially more expensive than the digital process.
- Talent drain. Until not long ago, the Human Resources area did not participate in the small table of a company. Today, that reality has been transformed by putting talent at the center. Everything that happens around the collaborator has an impact within the different areas of a company. And that impact is directly related to the efficiency of each sector with which that collaborator has interaction.
The retention and loyalty of talent is today of vital importance for any company. And the employee loyalty work has a direct impact on all areas: operational, technical, manual and intelligence, among others. After all, the heart of every operating sector of a company is the resource, that is, the people. For this reason, today we notice that the participation of the Human Resources area has become vital in any company. Its digitization can only benefit, therefore, the rest of the areas. This also has a significant impact on costs. Why? Because a system focused on the loyalty of resources, which contemplates the training of employees and generates a positive perception on their part, by making them feel that the company is committed to their development and retention, prevents the brain drain. And in HR it is known that, when an employee leaves, it costs five times as much to replacewhich implies the search and training process in economic and time terms.
- Negative perception of employer brand. What impact can the digitization of a company have on its employer brand? Much. Today, the application of technology has a 100% positive impact on the company’s image, and this also includes an impact on the environment. For example, 16 reams of paper are equivalent to cutting down a tree. If we reduce the use of paper in our company through digitization, this has a real impact and is just one example of how we can contribute to this global cause. For the new generations, companies that intend to become “green” companies have a distinctive place as employer brands. They are more attractive and this can position them better among future collaborators.
All these inconveniences that can be avoided have a direct impact on the collaborator. Digitizing and systematizing the Human Resources area will help minimize them and build work environments that embrace human talent within companies.
Nucleus Business Manager (Bayton Group)
Source: Ambito
