Nowadays, any company that wants to grow sustainably needs to invest in technology and innovation. And, specifically in the area of people management, this investment has proved to be fundamental. So today we are going to talk about human resources tools.
Transforming traditional HR into digital HR has been a demand of many companies in recent years, mainly due to the pandemic.
When the virus arrived, it demanded rapid adaptation and, now that it is moving away, it will be necessary to innovate once again.
To meet new customs and a new work context, the trend is for companies to increasingly invest in technology within the department responsible for managing people.
After all, new times have brought the opportunity to combine the useful with the pleasant… Why not promote online training for the team, who can optimize their time and choose the best time to improve their skills?
Or, then, why manage a job and salary plan using an Excel spreadsheet, when you can have your own system for this job?
Digital HR is here to stay and make life easier for professionals in the area by optimizing processes. Did not know? So come with us, we’ll show you!
Why adopt human resources tools?
If you are an older Human Resources professional, you may have some resistance to including technological tools in your day-to-day work.
To prove that this is a worthwhile change, here are some of the advantages that digital transformation has brought to the area.
The main advantage of the new features that are emerging is the dynamism of the processes. With technology, many activities within the company can be accelerated, bringing gains in productivity.
And here, we’re talking about the company’s processes as a whole. If there is technology and systems for all departments, the “conversation” between them will take place in an agile way.
When it comes to just the HR department, then the advantages increase! But we will detail them a little later in the text.
There is no denying that when you work more productively, there is also time to better plan future actions before they are put into practice.
Therefore, technology in HR is still an ally to make the department increasingly strategic. The professionals’ time is now focused on less operational activities.
Increased productivity also means cost reduction and this is one of the reasons why investing in technology in HR can bring an interesting ROI (return on investment).
Measurement of results
When it comes to obtaining the results of an HR action, technology is also a great ally.
A digital organizational climate survey, for example, delivers results and graphs in a matter of minutes, allowing HR to have invaluable information at hand and act more immediately.
This is just an example, but I know you can think of other situations where HR demands to measure data in an agile way. Among other important metrics to be monitored, the turnover and absenteeism rates stand out.
Among the resources that facilitate the day-to-day of the department, there is one that is already so common that it even runs the risk of being forgotten in the family of “technological resources”.
Do you remember what life was like before video calls? We are already quite used to this tool, but we need to value it…
Meetings, training, and even selection processes gained agility from the moment video calls were introduced more frequently in our lives.
Unlimited network of contacts
To close the reasons why we need to invest in technology in HR, we highlight the ease of building a gigantic network of contacts brought about by tech resources.
LinkedIn and GitHub are examples of this. The platforms support profiles of thousands of professionals – a full plate for recruiters of any company.
5 human resources tools you should use
Now that you know the benefits of technology in HR, we’ve separated some of the tools and features that are trending on this front.
1. People Management Systems
The most modern people management systems allow you to view various aspects of the employee’s life in one place.
In addition to information on pay, vacations, and promotions, it is possible to track whether the performance evaluation has been carried out, as well as point frequency, participation in training, individual development plans, and so on!
2. Recruitment and selection platforms
The use of recruitment and selection platforms has brought more agility and intelligence to these two very important steps within HR, with emphasis on the behavioral profile mapping functionality.
This is a feature widely used in online resume submission platforms.
When registering for the curriculum, the candidate fills out the questionnaire that, in real-time, determines and passes on to the recruiter the individual’s behavioral profile. Thus, the company quickly identifies which candidates adhere to its organizational culture.
The result is a faster and more assertive selection process, as the adherent candidates are able to proceed to the other stages of the selection.
On these platforms, the recruiter only needs to manage the candidates’ progress along the trail, and some of them provide an area for interviews and even promote contact with the candidate without using e-mail.
Crowdsourcing, which means “collaboration in the cloud”, is also a great ally of digital HR.
By concept, the expression is translated as using a crowd, in a collaborative way, to solve a problem. All through the internet, of course.
With the popularization of the term, little by little software and websites to promote Crowdsourcing began to appear. With them, HR is able to count on the support of third parties in the search for qualified professionals, especially when it comes to a very specific and/or technical vacancy.
The professionals themselves can register on Crowdsourcing platforms to promote their work, and then the recruiter’s proactivity is enough.
4. People Analytics
Here’s another technology concept, with the difference that this one is specific to HR: People Analytics refers to the process of collecting and analyzing data – lots of data! – of collaborators.
With the correct analysis of the information captured or imputed in specific software, it is possible to identify patterns and thus act in a much more assertive way.
People Analytics is able to support the selection processes, defining the competencies, for example, most suitable for a role; or, even, direct actions to engage the internal public.
For this niche, we can recommend Knoetic, one of the best people analytics-centric tools in the market today.
Finally, one of the technology trends in HR is E-learning, that is, training applied virtually.
After Covid-19 accelerated the process of adapting to online training, companies today are looking for platforms that can develop their professionals regardless of where they are.
To help RH Digital in this mission, there are platforms such as EAD Studio, which works practically like a website, where the employee accesses the content made available by their company and is encouraged to complete the entire learning process to obtain a certificate of completion.
The tool allows HR to manage the participants for each training, in addition to hosting evaluations and computing performance grades.
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