The HRIS market has been growing strongly in recent years, this trend is unlikely to stop any time soon. The pandemic has not only impacted our daily lives but also the way companies operate. Many human resources teams realized the importance of digitalization of their processes.
HR teams who still had many manual processes faced a difficult time in functioning, and the need to face the challenges the pandemic brought.
In this post we explore the key areas in HR that needed to adapt and digitalize, and how the pandemic has made changes in HR that will be permanent.
Opt for a high-performance digital environment in the context of remote working.
During the pandemic, many employees found themselves in a remote working position. Recreating one’s workspace at home is not always an easy task and many companies and employees had faced technical challenges: lack of equipment, not ready and accessible platform to work on, no tracking of hours, no access to the necessary documents… In a recent service conducted by Buffer, a whopping 98% of employees said that would like to continue remote working in some kind of capacity. Indicating this trend will continue, therefore, HR teams need to adapt to this way of working.
In this context, many HR departments have realized the need for a cloud-based HRIS that is accessible and available 24 hours a day to maintain efficient HR management and to bring employees together around the same platform. An HRIS can automate a lot of tasks, leading to a more efficient, time-saving and accurate result for processes such as time management, absence management, employee data management, collaborative work. Employees can access their payslips whenever they wish, and they can follow-up their leave request and access the documents they need to keep working effectively.
Accurately Capturing Employees Time
One of the challenges of remote working is to be able to manage employee schedules, absences and to track hours. HR teams have had to become more agile to organize the monitoring of this activity and face unforeseen events. The pandemic has caused employment laws, many focusing on time and absence, to change rapidly. Some HR teams may have found this very challenging to keep up with and put into action quickly. HR teams need a tool that would help following-up new rules and regulations in real-time and share quickly among their workforce.
Using a digital tool to track employees’ hours and capture their absences and presences in real-time, companies have been able to ensure the continuity of their activity. As health measures have been reinforced before and after the lockdown, HR needs to create schedules efficiently to ensure the smooth running of shifts. The number of employees shall not exceed the maximum authorised and all employment legislation must be respected. An HRIS will also allow you to change in real-time and quickly laws and regulations applied to time and absence management to reflect compliance thus reducing the risks.
Streamline recruitment processes by digitalizing
Digitalizing recruitment processes is a trend that has been emerging for some time and is becoming increasingly important with remote working. How to recruit remotely? How to ensure that the applicant has the required skills and qualities? How to find the right CV skills match in an increasing number of applicants due to unemployment increasing? These are questions that often come up when the digitalisation of such processes is mentioned.
With digital tools, it is becoming easier and easier to find the brightest talent. HRIS offer tools that publish job positions, facilitate the creation of application files, compare the skills of the different applicants and thus favour decision-making. Once a talent has been recruited it makes it very easy to integrate a new employee. The increase in applicants due to unemployment because of the pandemic, the recruitment software will automate a search of certain skill match for the position. Automation of decline emails can be sent. In the same context, there is an increase in the number of companies hiring the contingent worker. Recruiting and easily integrating a new employee will save your HR department a considerable amount of time. With a high-performance digital tool, you can clearly assess the skills of your employees and visualize those that are missing or can be re-qualified. You can thus define key objectives and collect the training needs of your employees. Some modules also allow you to conduct online training and thus contribute to the success and development of your employees.
Promote internal staff mobility and e-learning
In the past, the trend was to focus on external recruitment if there was not an internal skill match for a position. The pandemic has caused this trend to turn to focus on internal mobility. Companies are seeking to develop the skills of their employees to optimize their know-how. Therefore, they use workforce planning to identify the critical skills that are missing and those that are obsolete. They also offer upskilling and reskilling training aimed at updating and creating new skills within a logic of internal mobility.
With a high-performance digital tool, you can clearly assess the skills of your employees and visualize those that are missing or can be re-qualified. You can thus define key objectives and collect the training needs of your employees. Some modules also allow you to conduct online training and thus contribute to the success and development of your employees.
Ensuring your company is compliant
Ensuring compliance with current legislation is a vital HR task. It can be especially challenging if the company employs people in several countries. During the pandemic, legislation in most countries has changed, particularly labour laws, and this has put increased pressure on HR teams.
An HRIS makes it easier for you to get organised and quickly respond to changes in legislation. In the context of a pandemic, companies can use their HRIS to effectively plan teams to ensure that the maximum number of people in a single location is not exceeded, or to plan cleaning teams and ensure that every space is properly disinfected. Having an efficient HRIS has also enabled HR teams to effectively manage employee absences and the various legislative changes, especially in terms of short-time working and paid leave management.
Looking forward to 2021 and the new landscape of work, it is clear that digitalisation of HR processes, will ensure business continuity for companies.
Editors note: This post was written by Novative's Sales and Marketing Assistant Valentine Sanchez.
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