What will disrupt HR in 2020?
Digital tools to make business life easier are now a norm. Companies that have not yet integrated them into their strategic planning run the risk of being less relevant in their reference market.
Human resources, as the driver of corporate strategy, is not immune to this digital (r)evolution. HR management software skills, HRIS applications and other SaaS applications are becoming essential.
Process automation
HR intranets and HRIS solutions for SMEs or large accounts allow for the automation of tasks. All the administrative tasks related to traditional HR management used to be done on Excel files or on paper.
In addition to the fact that this significantly reduces the risk of errors and considerably increases efficiency, it also saves a considerable amount of time and, in turn, money. These HRIS softwares take care of the processing and the good execution of repetitive administrative operations. They leave the human being to turn to more motivating occupations.
Data protection
When we think of data protection, we attribute it to the data of the company's customers under the mandatory application of the General Data Protection Regulation (GDPR). But protection also extends to the personal data of employees. Internal resources held by the human resources department must therefore be stored in compliance with the provisions of the RGPD.
The use of SaaS
Software as a Service is a platform that allows a company to host its data on the cloud for a monthly subscription fee.
The advantages of this solution are numerous. First of all, it allows you to benefit from state-of-the-art technology at a lower cost. Thanks to this tool, one avoids investing in applications to be installed on computers or in internal data centers. The company will not have to bear installation, maintenance, after-sales support, supply or software license expenses.
SaaS can also be used à la carte, meaning that each company chooses the features and services it needs.
Finally, this solution is accessible to different people within the company without time constraints, since it is available via an Internet connection.
The use of HR data
The human resources manager is an essential part of the company's executive committee. The use of data from his communication with the staff is essential. In the same way, the perfect knowledge of skills and the perspectives of each employee is essential on the strategic level. The use of this data allows to better determine the outlines of an action plan.
In the article written by Alain NGASSAM, the exploitation of HR data is the starting point of the Temporal Development Zone. This Temporal Zone of Development will allow to optimize the training time of the employees. It will therefore lead to productivity gains and reduce the costs of the HR department. In short, this article demonstrates the importance of controlling internal data.
Valuing employee feedback
Just like the sales policy for customers, the careful analysis of their actions and the importance given to user feedback, the same approach will be taken for employees.
In addition to professional and evaluation interviews, vertical communication must be encouraged. However, it must be regular, including at the initiative of the staff if necessary. The purpose of fostering the employee experience is twofold. On the one hand, it serves to ensure that there are no dysfunctions, problems or even resentments within a department or at a workstation. On the other hand, it enables the implementation of offers adapted to employees' expectations in order to improve the QWL. Indeed, it is the degree of well-being at work that will measure the motivation of employees at work. Consequently, their productivity will improve.
Valuing and responding to employee feedback is the best way to build loyalty. Keeping an effective employee is much less expensive than recruiting a new one.
Active participation of employees
An employee who is listened to is an employee who is on the verge of becoming loyal. They will be more loyal if their voice is heard and if concrete results confirm it. They will be completely loyal if the company in which they work follows the trend that has emerged in fast-growing start-ups. This trend is the creation of a real group dynamic. This consists in instilling a common team spirit. The manager must encourage an awareness that the general growth has a positive impact on the situation of each individual.
These trends are unavoidable and should not be delayed. Human resources management, which has gone beyond the traditional framework of administrative and legal management, is now a strategic element in the managerial planning of a company.
