Les 6 plus grands enjeux de la fonction RH en 2019 (1-6) - La digitalisation RH et la transition dans le Cloud
Press Release, Tips / Best Practices

The 6 biggest challenges of the HR function in 2019 (1/6) – HR digitization and the transition in the cloud

According to Boson Project and SAP SuccessFactors : “The biggest challenge for tomorrow’s HRD is digital transformation”

 

Digitalization of the HR function and migration to the cloud is the driving force behind the digital transformation of the company. It is indeed a mandatory passage for all companies wishing to put digital at the heart of their strategy.

 

 

HR Digitization

 

Digitalization HR: the challenge that has become a necessity for all companies. According to a study conducted at the “Baromètre des DRH 2018”, it appears that for 2/3 of the HR decision-makers interviewed, the digitization of the recruitment process, training, talent management and skills management has become a high priority.

What are the benefits of this digitization of HR processes for HR managers, managers and collaborators?

 

 

What are the benefits of a digital HR solution?

 

Digitalizing repetitive tasks and focusing on those with high added value

 

Some tasks such as entering and updating data, managing and sending documents, or reviewing job applications are very time-consuming and can be automated. By doing so, you will be able to focus on the higher value-added missions that need your expertise and experience. Time saving, productivity and improvement of the quality of HR service are thus part of the digitalization of HR processes.

 

 

Offer an “employee experience” in line with the expectations of today’s way of working

 

Offering a rich and relevant employee experience is a response to the recruitment and retention challenges of companies. In fact, employees of the 21st century want more than ever to be distinguished as important elements of the company, they expect listening, consideration, responsibilities and true career guidance. According to the tools and the internal relations (with the hierarchy or the HRD), they want to find the same flexibility as with the digital and mobile tools of everyday life. This point even more important with the arrival on the labor market of millenials!

 

HR digitalization solutions offer employees more autonomy in setting up and monitoring holidays, monitoring objectives, training, access to administrative documents and pay slips, expense management, … In addition, thanks to the various digital tools currently available, you can offer your employees a totally personalized experience while benefiting from the image of a company close to its employees.

 

 

Security and data storage

 

The new European General Data Protection Regulation (GDPR) introduced in May 2018 requires companies to secure the data of their customers, but also of their employees. Therefore, most HR information systems (HRIS) are now fully compliant with these new requirements. For example, HRIS can digitize documents to prevent loss and theft and provide forms and processes for managing and storing data that is secure and validated by the authorities.

 

 

HR Dematerialization: fast, simple, economic and ecological

 

In addition to flexibility and responsiveness, the dematerialization of HR documents has many assets that employees and the company can take advantage of. Employees can access any of their HR documents anytime, anywhere and in a same place (online). For the company, the storage is centralized, the sharing and sending of documents is done simply and quickly, and the removal of the paper has an economic and ecological impact.

 

Develop the employer brand: Online presence, image of a modern company, positive employee reviews.

 

Digitization also means image of a modern and connected company. Having an HRIS and making good use of it can only be beneficial for developing your employer brand. By providing your employees with simple and useful digital services and tools, they will be much more likely to praise your merits on the internet or social networks.

An online presence naturally developed by your employees is a real benefit to attract new talents. According to a “HR Panel” study conducted by Great Place to Work among more than 650 HR professionals, it appears that 87% use social networks to recruit new talent. This proves the importance of maintaining a good image online and highlighting feedback from employees.

 

 

Our advice: STOP to HR management on Excel files! OK, the cost is reduced, and someone has spent a lot of time developing specific HR management formulas. But the limits of Excel are known: complexity and lack of flexibility, no update or the ability to work in collaborative mode. Input errors are easy to make, searches are always extremely time-consuming to restore accurate information. 

Modern, agile, integrated solutions exist to get out of Excel and simplify your life, enjoy!

 

 

“More than half of them identify a lack of HR technologies and tools” – HR Panel

 

 

Cloud Transition

 

As we can see from the following diagram (study by IDC France), the average annual growth for HR cloud solutions is more than 15% until 2020, compared to a negative figure for “On Premise” solutions (on site). The cloud is therefore a turning point for all HR departments who want to quickly follow this market trend to not be “offside”.

 

Saas Dynamics for Cloud HR

According to Markess and Infopromotions, HR cloud computing, which hosts HRIS in the cloud (and no longer on the site of the company) is starting to become more and more important. Indeed, by the end of 2020, 80% of companies will use one or more solutions of a full and integrated cloud HRIS.

 

Cloud computing has many advantages:

 

  • Quick installation and implementation thanks to the best practices and the expertise of the service provider.
  • No installation of physical servers within the company.
  • Updates and permanent maintenance managed remotely.
  • Unlimited access to resources by employees and managers.
  • Reduced management costs.
  • More security and flexibility.
  • Effective and dedicated support from the provider.

 

Once the HRIS is implemented in cloud mode within the organization, it can work with different modules allowing it to add full functionalities and features to the whole tool. For example, to manage recruitment, external staff, travel and expense reports, training, payroll, employee performance, leave, absences and more …

 

 

Human resources are central to a company’s strategy and performance. Its development, its growth (in terms of workforce and turnover), its innovations, all rely on attracting, engaging and retaining talent through HR actions that must be a priority for CEOs. The digitization of these processes optimizes the strategic weight of HR within the company.