How HR Solutions Work

Previously it was believed that the success of companies depended only on those physical, financial, and organizational resources. However, new business models have required their managers to focus on a much more complete area and work entirely on Human Resources.

These new models of appreciation have been successful for organizations, and managers have begun a search for elements that facilitate tasks and improve organizational and productive results. If you are wondering how to strengthen the human resources area of your company, consider some of the following HR solutions.

Nowadays, there are consultancies in charge of HR solutions and payroll processes and even recruitment and development of personnel. According to experts, hiring these services can improve the mechanical operation of companies by up to 50%, while human capital productivity reports improvements of up to 40%.

Companies that choose to hire intervention programs, either software or hardware, in their structures automate operations that were previously done in Excel programs or manually and increase efficiency, reduce costs, and increase productivity in terms of personnel recruitment.

For example, one of the most widely used tools is Human Resource Information Systems (HRIS), a stand-alone or SaaS-based software designed to assist HR departments in managing people, policies, and procedures. HRIS solutions offer data entry, data tracking, data analysis, and reporting-related capabilities to address a wide range of HR department needs, including applicant tracking, onboarding, payroll, performance management, and accounting functions. 

HRIS is sometimes used interchangeably with the term human resource management system (HRMS). Still, there is a fundamental difference: an HRMS includes modules to monitor and manage qualitative employee information, such as employee satisfaction and engagement. In contrast, a human capital management (HCM) solution covers the entire spectrum of employee performance and engagement, both quantitative and qualitative.

Moreover, HR consulting can provide companies with the following benefits:

  • Human Capital Solution: companies are in charge of advising the life cycle of companies’ human capital. They are in order of planning issues for the organizational structure, the assignment of positions and functions, the recruitment and selection of personnel, and the identification of the companies’ internal talent.
  • Personnel evaluation and performance: At this point, the consultancies are in charge of evaluating the company’s personnel to see if they have the profile that the company needs to achieve its organizational objectives.
  • Personnel training: Also called Learning Management System, it allows that through courses, internal competencies, and identification of plans, the profiles of the people are adapted to the needs of the company. The aim is to accelerate the new competencies or new knowledge that the organization demands.
  • Development plan or career plan: The consultancies are in charge of defining a career plan that matches the needs, interests, and skills of the person, with the objective that he/she remains in the organization and that he/she develops in a plan according to his/her interests.

The purpose of having external tools that help to empower human resources areas is to facilitate the processes that companies have always used. The goal is that the site personnel do not emphasize complex tasks that can be automated and that they seek the creation of internal programs to develop the potential of their human resources.

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