HR and future working environment

Digitalization has become the new normal. It changes behavior and procedures. Reaction times and ways of working have changed: fast actions and immediate service are expected. New technologies will replace most present jobs but also new ones are created. Robotization is gaining ground and new companies are being established to digitalize and automate processes. New professional roles and fields are arising. If work can be automated it most likely will be automated. On the other hand, automated roles need “supervisors” and a good question to be thrown in the air is that who is the true executor?

The importance of human skills grows in this kind of operating environment as robots and machines do not understand feelings or empathy. Organizations need people who foster humanity, social skills and empathy.

Evolving HR
Also HR processes are being digitalized. Fast environmental changing pace demands HR to be able to react “on the fly”. Real time data, information of its location and ability to manage it becomes crucial. Modern and intelligent HR software enable smooth processes which can automate routines to free up HR’s time. This allows HR to analyze employee data to support the company’s strategic needs and growth path.

Accelerating change pace emphasizes HR’s role to support the business development and to act as internal coach:
• To support employees to learn to learn new things
• To update skills and renew
• To inspire creativity
• To foster human values

HR function is facing the same change as the other organizational functions. In addition, HR functions as a balancing unit between “hard values” and humanity and social skills. Modern HR software supports HR’s path to meet the needs of future working environment.

Olli Hyppänen, COO

How to enable employee self-service

The world is changing with increasing pace impacting companies. The changing needs of customers, legal and other environmental changes affect straight HR strategies. Traditional planning, strategy and development discussions on a yearly basis are outdated in present digital era. We need to keep up with the change.
HR has three important strategic roles: actual HR function, HR software and employees. These three functions build up the HR value chain. The HR function is formed by the HR professionals. The role of HR software in the value chain is important as it is the key element for utilizing existing data for strategic planning and implementation. HR software links operational activities, practices and existing data to company strategy. Employees, in turn, behave and act based on these practices impacting the effectiveness and result of the company

Transparency and self-service

Modern HR software enables employee self-service allowing HR function to act as sounding board and support to business functions. In addition, transparency to data increases employee motivation and creates open company culture and practices. Transparency helps HR function and managers to react to environmental changes on the fly and make decisions across organizational structures.
HR practices play an important role in a company. In a modern HR software it is easy to create systematic paths to develop employees and make successor planning. Employee performance should be the core of an HR software. Employees can be supported, given feedback and acknowledgement allowing best possible performance. Then employees can utilize their skills and talents to be motivated resulting straight in the productivity and success of the company. Various summary reports can be created in HR dashboard: what has been achieved and how to develop and improve activities where needed. Transparency provided by HR dashboard creates trust among employees and managers on all organizational levels.

Olli Hyppänen, COO

Digital era opens vast amounts of possibilities. Business functions need to re-think their processes to respond to rapidly changing needs. Technology will not eliminate any functions but help them to shift from manual work to more supportive tasks. This applies also HR departments. Digitalization is not a blurry echo of challenges, on the contrary it can become to true partner for HR to be able to re-define its role.

Cloud solutions are gaining ground in business solutions. Typically, HR software in use dates back many years with old architecture and technology. Along with other business units applying modern software also HR should be one of the firsts to join in. A modern cloud based HR software allows various user profiles enabling employees to have a positive user experience when being able to see and handle their own data. This is a means to companies and HR to engage employees and contribute to the success of the company. Transparency creates trust and commitment.

HR’s role can be re-defined as all the strategic HR functionalities are smooth to handle in a modern system from onboarding to offboarding.

Tips to check if your HR system supports your journey to re-define:

The next generation HR system brings together people, technology and processes as a one well working ensemble that provides much needed support to HR management. HR can re-define its role, step up as the visionary trailblazer of digitalization and support the organization.

 

Does your HR software lead you to 2020?

What does leadership in digital era mean to HR departments? Leadership in digital era in HR means access to real-time employee data on absences, training days and performance, to mention a few. HR should be able to search and analyze data easily. Precondition for analytics is real-time data and possibility to form various kinds of analyses for different purposes. Analytics as such does not add any value but its right use for right purposes makes the difference.

Analytics mean daily leadership. HR and managers can monitor organizational situations and development needs from different viewpoints when data can be handled and organized in several ways. Data can be modeled to reflect various budget and organization schemes as well as short and long term plans. Real-time information on personnel structure supports the business and helps to see bottlenecks and resource needs. Reports on paid salaries and absences are easy to collect for budgeting. Information for various official reports, for example for annual reports, can be searched by age, gender and employee groups.
Daily work becomes smoother and more efficient when employees and managers can create reports of their own teams, development discussions and for example of salary raises as self-service. Real-time indicators make leadership more transparent and static excel sheets become history.

HR – the inspirer
All organizations face changes caused by digitalization but it may take time to change the organizational culture. Analytics is needed in all departments to ensure smooth and efficient flow of work. HR can stand up as the trailblazer of leadership in digital era to pave the way for organizations to be able to develop.

Olli Hyppänen, COO

A modern HR software creates organizational transparency

Has your company secured its competitiveness through an agile organization? Does your company have transparency to skills levels and development potential on unit and company levels? 

Mergers & acquisitions, fusions or other business re-structuring may change organizational structures or the structure of a whole company. A company’s strategic planning in rapidly changing working environment requires information about employees’ present skills and possible recruitment as well as development needs. Companies need to be able to make short- and long-term planning based on relevant information of the organization.

A modern cloud-based technology can collect, organize and analyze large amounts of information adding value to HR department and the whole organization. HR can be of genuine support to managers in gathering information and bearing fruit. Modern technology enables HR to augment its duties outside manual routine work and support the real time needs of business units. HR is able to create tools to managers to develop the business for example by career and successor planning.

In strategic planning it is easy to simulate the organizational structures to meet different scenarios. Bottle necks and open issues can be fast detected. Right people with right skills and potential are easy to find in a modern HR software.  HR department can create competence management strategies to meet the short and long-term company strategies.

Olli Hyppänen, COO, Solaforce

 

Many HCM solution promotes itself as a cloud solution. Are they? How do you know which one is a fake? It isn’t actually that hard to tell which one is a real cloud solution that brings your HR into this century.

Few key features tell you a lot. A long deployment process, continuous updating and complex integration projects are typical “features” of many so called cloud solutions. Not exactly very modern sounding.

Daily business sets many criteria’s for the real cloud solutions. These solutions must have new and innovative approach on how to actually execute easy to use user interface, provide scalable capacity and actual global access. These three features are the keys to usable HCM solution that actually supports your business. The next generation HCM solution does so much more than just reporting. It actually brings company’s strategy part of everyday work.

Traditionally the old cloud solutions need large updating projects and time to run these updates. Or even some on premise software that can’t be updated without a team of people outside your organization. A real cloud solution is always up to date because every customer is using the same version of the solution. This is the way to make sure every user has the best version on their use. Integrations have also been made easy through ready to use interface. This means no more long deployment processes that consume time month after month.

So why wouldn’t you choose the real cloud solution?

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