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What is comprehensive human resource management?
The HR Department is no longer limited to trying to provide the organization with the best workers for each position, but also, once hired, to provide them with the best conditions and resources to carry out their work efficiently and productively. To achieve this goal, fronts are multiplying and it is necessary to approach comprehensive human resources management that connects directly with the general management and is based on a vision Data-centric, starting with the automation of HR onboarding, as we saw in the previous article.
The subjects to be managed are increasing, as are the communication and collaboration channels that are established in companies, so that if the HR area does not approach this management comprehensively, it will be difficult to provide the value that is already expected of it. Analytics are becoming more important and HR departments should not ignore this fact.
6 keys to comprehensive HR management
· Selection and recruitment. This is the historic role that HR departments have played, although it is true that the way in which new employees are now selected and signed up has changed substantially. In addition to the incorporation of employment portals and social networks, comprehensive HR management must address the verification of references provided, coordinate schedules for conducting interviews, developing candidate evaluations...
· Performance monitoring. If a few days ago we saw the importance of monitoring the employee during the onboarding process, it is important to specify that such active support of workers must be carried out on all labels, even on the oldest of them. It is not a question of monitoring the employee's results, but of protecting them so that at all times they have at their disposal everything necessary to carry out their function diligently and the general management can gain that visibility of their workforce.
· Training and personal development. For many years, continuous training in companies has been abandoned. In comprehensive human resource management, there is no place for this procedure and, in fact, it is prioritized as a technique for attracting and retaining talent to provide workers with ways to acquire new knowledge in the most diverse areas, improving their employee experience, which in the end has a positive impact on their productivity.
· Succession plan. What happens when an employee has to apply for sick leave or leaves the company? Is the replacement of functions planned? Is information shared or are there data silos? Comprehensive HR management solves this problem, planning in advance for this eventuality. In this way, business continuity is guaranteed, favoring the sharing of functions and, especially, of information.
· Compensation and benefits. Establishing fair and equitable compensation and benefits plans is essential to promote staff motivation and promote a good environment among its members. Since the entry into force of RD 902/2020, of October 13, pay inequality between women and men has also been mandatory. Comprehensive human resource management that doesn't neglect this point will see the employee retention rate increase.
· HR data and analysis Technology has become one of the great allies of companies to be able to commit and to a large extent automate this comprehensive management of HR, with software specifically developed for this management. With a vision much more focused on data, analytics allows us to carry out such management and make better decisions based on objective metrics and not so much on sensations, as was the case in the past.
Benefits of automation in a comprehensive HR management system
Given the increase in the number of fronts to be managed and the new workspace with remote access coming into play after the pandemic, the manual implementation of comprehensive human resource management is absolutely unfeasible in organizations. Fortunately, it is possible to introduce process automation technology that brings significant benefits:
· Reduction of time in processes. Mechanical processes such as payroll management, the training of new employees or the request for vacations/permits can be streamlined without manual intervention by defining business rules with which, as certain milestones are met, the process is redirected to one or another department for execution or approval.
· Satisfaction of employees and candidates. From the moment the person is a candidate until they finally sign the contract and become a productive member of the company, the employee feels accompanied, with personalized and direct messages that can also be automated and the provision of the resources they need for their work.
· Information control. The automation of comprehensive HR management gives the organization greater control of information, storing it in a common repository that simplifies access to authorized personnel. In addition, the traceability of the interactions carried out allows us to resume actions and anticipate incidents before they occur.
· Decision-making. From this greater control of information and thanks to the fact of automating the collection and analysis of different KPIs in real time, decision-making is not only accelerated but, in addition, it is carried out on the basis of much more reliable information.
· Saving physical space. The digitalization implicit in comprehensive HR management drastically reduces the space allocated to document storage, which translates into a lower cost and consumption of paper and other supplies, promoting respect for the environment.
· Transparency. The automation of this comprehensive HR management goes hand in hand with its integration with other technologies such as employee portals in the cloud. In this way, each worker can view from any device and at any time their payroll, evaluations, training courses taken, charged expenses, etc.
· Better use of resources. Thanks to automation, HR departments can free up to 40% of their time, which, without this technology, they would dedicate to administrative tasks that, even if essential, do not provide value. Automation improves your own employee experience so that it, in turn, improves that of the rest of the workforce.
Adea's commitment to automating its processes
Adea's experience in analyzing, redefining and optimizing processes from a digital perspective goes beyond the mere use of technology. The knowledge acquired during all this time allows the Adea team to identify inefficiencies in existing processes as well as to create new workflows with which they gain efficiency and productivity.
Thanks to its cutting-edge technology, Adea's automated analytics improves comprehensive HR management, reducing the number of errors and facilitating decision-making with the speed, robustness and accuracy required by the current climate of uncertainty.
