How to support managers’ daily tasks? What kind benefits can be gained from the modern HCM solution in management decision making? Transparency, self-service and easy to use solution are key features when organization wants to take all advantages out of modern HCM solution.

With modern HCM solution you get better views of what’s happening. Extensive reporting and predictive analytics provide deep insights into issues and opportunities that can be used in decision making and planning. Make decisions that are based in real information.

But how to make sure the data you are using stays up to date? Often the issue with people related information is that is constantly outdated. With modern HRIS solution all the needed users have access to their own information and can update needed data as soon as it is relevant. Not all data is open to changes or updates. People can make sure their trainings and certificates are up to date and managers have easy access to update many other information, HR can really trust their data and make predictions and planning based on it.

HCM solution makes it possible to add transparency, efficiency, and consistency of many processes. Automating old manual processes makes it possible to add the usage of the whole HCM solution. Not to forget attractive, intuitive, and easy to use user interface because we all know it, no one is using unusable software. Read more how modern Solaforce HCM solution can benefit your organizations planning and management.

How to plan competencies and development to answer future needs of our organization? This is a key to lead successful people management in every level. Continuous changes need versatile solutions and tools to support these changes through the organization.

One central place to collect all people data including performance, development and competencies plans. In Solaforce HCM solution you can keep all your information and plans and use them to create analyses and future predictions of needed actions. In Solaforce HCM you find for example these features:

One central place to keep all your competencies and training information: Save and collect all information in one solution. Starting from all the plans and future needs of trainings all the way to automated notifications of certification expiration dates, Solaforce HCM supports all your people development processes in every level.

Every user can view their own data, apply to trainings that are available for them and create or comment their own development plans. HR can create reports and analytics to see how competencies are spread across the organization. Competence gaps, training needs and key talent mapping are all part of easy-to-use analytics.

All trainings in your HCM solution: Both internal and external trainings can be created, updated and managed in Solaforce HCM training feature. Various possibilities of training calendar include centralized participant handling, manager approval option and automated information saving after training. Make sure your people are on top the trainings all the time.

Analyze, plan and make sure you are ready for the future: When you have all the people development and competencies data in one place, HR can analyze information more thoroughly. Getting ready for changes is easier when you have HCM solution that backs up your needs of performance, development and competencies.

With Solaforce HCM you can plan for the future. Read more about Solaforce HCM features

How to lead your business with the latest and right information? How to support managers in their daily tasks and provide them the right analytics and reports that they need?

As a modern HRIS solution, Solaforce HCM solution provides the next level analytics and dashboards to help you lead with data. Intelligent workspaces are created specially to provide important information and collect the main functionalities into one easy to access workspace. You can use the default ones or create a new personal one to match you needs.

Thought these intelligent workspace managers’ will find their key figures, the most used functions, and lots more new insights about their teams. They have been designed specially to support managers’ daily tasks.

For the HR there are multiple new features that provide information and insights to keep you on top of your business. All the data connects with automation to provide the next level user experience.

Read more about our Solaforce HCM solution.

With Solaforce HCM solution you have comprehensive training management tool as a part of your HRIS solution. Automated workflows and features to get better insight of your organization’s training programs.

Both internal and external trainings can be handled in Solaforce training calendar. Give access to training providers, participant management and automated training history updates are all connected in our training calendar. Plan and execute trainings as your organization needs.

Features to help you training management:

These many other features make Solaforce HCM training calendar a real winner for your organization’s development. Plan and execute as you really need!

What data does much spoken people analytics consist and how can HR utilize it? HR’s role has been shifting from traditional support function towards strategic business leadership. To support and take visible part of decision-making process HR needs the right tools to create genuinely relevant and interesting data.

These days the role of HR is to generate revenue, minimize expenses, mitigate risks, and execute strategic plans. These multiple roles create even greater need for real people analytics and automation. Everything that is related to people management is based on real, up-to-date data and combination of it to create useful people analytics.

When thinking of new and more modern HR solution it really does pay out to evaluate how much you could save and how it supports your organization’s needs in future. For example, automation and self-service are big changes that are re-shaping all business areas. Getting rid of manual work through automation and self-service creates time and costs savings as well provides even better look into organization’s data.

HR management has the key role to fully utilize the power of people analytics. To collect, combine and create relevant analytics you need all-in-one HCM solution that enables the full automation and self-service as well combines people analytics with AI. Now is the time for HR to really take the next leap and start wanting better tools to make bigger impact. Read more on how all-in-one HCM solution combines automation with real people analytics.

There has been a lot of talk about AI that will change every aspect of how we work. What does it really mean in daily life of HR? How will technology change our working habits? What new it brings to people management?

AI provides multiple benefits to HR beginning from automatization of routine tasks. It can also provide support to onboarding and commitment processes as well as collecting important information from development and performance processes. Automated talent management adds general value to people management. AI can’t replace the human, but it can provide much needed data and information to support HR in many other aspects.

Endless opportunities and new ways to adapt

Predictive analyzes and AI are important part of modern HCM solution providing much needed support to both HR and management through better analytics. When the HCM solution uses all the available data to create customer and user specific notifications it also provides much needed information to support people management decisions. AI creates endless opportunities beginning from planning a new recruitment all the way through employment lifecycle. Many of the AI’s opportunities are still unrecognized as we are still trying to learn what can be achieved through it’s potential.

Create notifications to fulfill your needs

Every company has its own goals and needs. That’s why HCM solution should be modified to answer those questions and needs. What is one company’s main key figures may be less important to other companies. Therefore, AI features should be parametrized by users themselves. This gives the opportunities to companies to create indicators that are relevant and provide needed data to support people management processes. Read more how the next generation HCM solution brings AI together with your people management.

The whole organization benefits from a modern HR software which automates HR processes and offers self-service. How to succeed in selecting a completely new HR software or change an old, outdated to a new modern one?

What is needed?
Company strategy sets the basis for HR software specifications so that the software can be planned and configured to serve the company and business units the best possible way. When planning the specifications, the present and future needs should be reviewed: needed languages and scalability. Other important features that should be in line with company’s needs are holiday/vacation planning and people development features. Also as important features to most companies include predictive analytics and reporting that actually helps HR’s and managers’ workload.

Predictive analytics and dashboards to HR and managers
HR and manager dashboards provide easy and fast way to investigate company’s daily business. These dashboards make it easy to react into many issues for example multiple absences, expiring trainings and other important daily tasks.

User experience
Secure usability and fast functions are basic expectations for technical devices, appliances and software. This applies also to HR software. Different user profiles for managers and HR units are also part of modern applications. Mobile self-service 24/7 is a precondition.

Costs
When comparing different software, one basic criterion is the cost structure of the investment. HR software is easy to buy as a cloud service making it cost-effective and agile. Cloud service scales according to the company growth needs. Other important criteria are updates: Are the updates automatic or are separate paid consultants needed to install the up-dates.

The modern HR software automates processes, raises the level of commitment of the users frees up HR unit’s time to support businesses, creates cost savings and serves your organization also in the 2020’s.  Read more how to gain competitive edge with modern HR solution.

What are the HR trends in 2019? What makes employees tick?

According to analyst Josh Bersin employee experience, artificial intelligence (AI) and team productivity are blooming trends in HR. HR software is not only there to automate processes but more to increase productivity. Use of HR software should be compared to be as natural as sending emails and text messages as well as chatting and posting picture to various apps.

Employee experience is on the rise as new generations enter work life and use HR software to seek information. Marketing and sales have improved understanding of customer journey. The same way companies should develop an employee journey map to engage and motive desired employees and talents. A modern HR software can respond to this during the whole employment life cycle.

The importance of AI is gaining ground and modern HR units benefit it to monitor and audit the future. AI becomes a requirement more than just thing on the wish list. This area is still somewhat generally unknown in HR and it should be added to HR’s agenda.

Up-to-date data plays an important role for team productivity. Data should be centrally available, easily collected and shared. Today, thanks to cloud services also smaller companies can benefit from modern software. An agile, easy-to-use HR software is an integral part of the whole working environment.

How is your company going to meet the 2019 challenges and organize the HR function?

Jaana Sirkiä
Marketing and Communications Manager

 

Management of business information plays a crucial role in securing competitiveness and development of a company. This means collecting, analyzing, evaluating and interpreting business related information. Ability to analytically examine information is needed for decision making, strategic leadership and organizational development. Analytics means examining numerical business data, searching for similarities and regularities and interpreting those.

One of HR’s most important tasks is to support business. For this, HR needs actual information about personnel, development needs and views how to do it. Information is needed for understanding matters, for making decisions and for creating new information in return.

According to Professor Dave Ulrich from University of Michigan HR professional functions on four different areas which are: strategic human resources management (HR business partner), change and renewal management (change agent), management of basic HR administration (administration expert) and employee guidance and commitment (employee advocate).

Employee engagement, rewarding and follow-up of development play key roles in securing business continuation. Large amount of related information calls for analyzing.

Excel sheets and registers do not support adequate analyzing of information. Other tools are needed for creating real value to business processes. Analytics powered by digitalization is not complicated but it makes complicated matters simpler. Digitalization as such is not an absolute value but all the possibilities it brings can make a difference.

What options do you have in your HR work? Does your present HR software support the targets of your business function and strategic development?

Jaana Sirkiä, Marketing and Communications Manager

A modern HR software enables self-service

An HR professional can load the working day by filling in excel sheets, sending recurring emails and tracking latest versions. When one employee concentrates on a few tasks and the other on different tasks nobody knows the whole picture. If processes are not automated it is the HR department who carries out all the routines. It does not sound very effective, does it?

Digital transformation means applying digital technologies in practice which has a strong impact on businesses, the society, all organizations, customers and above all on employees (source: IDC). A modern HR software manages employment lifecycle from recruitment to the end of the employment. Employees can use it as self-service allowing managers concentrate more on managerial duties and development.

In Solaforce’s extensive reporting module managers can monitor competencies needed in business, react on possible deficiencies and make plans. Successor planning module enables agile planning to meet various strategic options and to seek relevant information required. Predictive analytics monitors and alerts of potential resignations to take actions. Thorough the modern pulse survey tool managers can drill into the well-being of the company for discussions. Employee self-service makes it easier to manage holiday calendars and absences.

With the help of a modern software and tools managers can concentrate on planning of the future and forget about registering past activities. It is also easier to evaluate the impact of various HR projects on the development of the business.

Jaana Sirkiä, Marketing and Communications Manager

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