One of the biggest challenges facing technological HR is overcoming the conservative mindset that still prevails in organizations. After all, HR 4.0 offers many advantages to companies.
Let’s look at some:
Reduction of bureaucracy
By reorganizing workflows and HR routines armenia mobile database using technology, several activities are simplified and can even be carried out remotely. Only what is really necessary remains.
Process automation
Imagine setting up an entire recruitment process with just a few clicks or generating detailed HR reports in just a few minutes? These are just some of the possibilities in HR automation.
Reduction of repetitive work
If there is automation, there is optimization of unnecessary and repetitive tasks. There is better use of time and resources for both employees and managers.
Optimization of business communication
The HR sector has long understood how crucial it black hat seo: what it is and why you should avoid it at all costs is to invest in communication skills and, now, in the tools that support this as well. Integrated and efficient communication contributes to healthy relationships and avoids mistakes and rework.
Improved productivity
Increasing productivity is one of the major challenges in various work sectors and is influenced by several factors. However, the dynamics of the work environment undoubtedly affect this.
As HR 4.0 provides a systemic approach to continuous business sale lead improvements, there is a chance that employee satisfaction and engagement rates will increase, impacting productivity.
Assertiveness in hiring
As there is integration between technology, processes, people and strategy, recruitment and selection processes are conducted to find people who have behavioral profiles and organizational skills highly aligned with the companies’ expectations.
Flexibility
With the help of management software , both managers and employees have access to more flexibility. Remote management in particular allows for more flexible working hours, varied workspaces, control over the generation of results and online meetings .
Using data, metrics and information for decision making
HR 4.0 is no longer just a support for the management of an organization. By working with Big Data, establishing metrics and focusing on generating value for business processes, it becomes an integrated and essential part of management.
What are the current trends in human resources?
Although much of HR 4.0 had already been proposed at some point, it is only with the technological revolution and the rise of information technology that everything becomes possible.
Check out two important trends:
Employees with flexible profiles
Even with the trend towards hyper-specialization, companies have needed professionals trained to deal with the multiple changes and tools that emerge all the time.
Considering the human dimension, there is real interest in a happier worker, with growth prospects.
Decentralized and horizontal management
The hierarchy of today’s companies is becoming increasingly horizontal, bringing together areas that were previously very distant. In addition, management, decisions and results are also more distributed among the various sectors.
The tools put in place to support people and routines help this interaction, foster democracy in the workplace and involve groups in the organization’s direction.
Training for people management by competencies: qualification for HR 4.0
Thus, creative leadership , positive psychology , human development and other tools to improve communication skills and foster empathy, creativity and innovation have attracted HR professionals and managers.
Anyone interested in qualifying themselves to deal with people and create a work environment that makes more sense from a human point of view, while also enhancing business results, cannot fail to invest in quality training.