Does your company already use HR software? According to a survey by Kenoby, on Kenoby Trends—HR Overview 2019, with more than 2000 participating companies, 86% of Human Resources professionals pointed out that this sector has already become strategic. In addition, 96% of them consider technology essential for HR processes. However, 52% of respondents answered that the company where they work is not digital enough, while 18% say it is not digital at all.
If your organization, despite knowing the importance of technology as an HR ally, has not yet invested in tools, the time has come to change this reality.
In this content, we have handpicked some important information on the topic, and we explain how performance management software will be critical to your business. Keep reading and learn more!
What are the main types of HR software?
First, we will introduce some types of HR software available on the market, with features that help optimize tasks and increase the productivity of the entire team. Check it out!
According to the perception of Human Resources professionals, the sector has become increasingly strategic. While its role used to be more bureaucratic and operational, today the team is concerned with unlocking its employees' human potential and ensuring that the company performs better because its professionals perform better.
In this sense, some routine activities can be automated, such as payroll. For example, there is software that enables HR analysts to just check employee data in order to clear payments. In addition to optimizing the activity, it considerably reduces the chances of human error in wage calculations.
Generation and distribution of payslips
Another benefit that companies can take from technology is the generation and distribution of payslips. While some organizations do this via email, there are already alternatives that enable remote access by employees as soon as their salaries are deposited into their accounts.
Professionals receive an automated email notifying them that the payslip is already available in the intended area. This way, the document will be accessible whenever they need it, helping create a stored history of all of that person's payslips.
How does your organization control vacations? If it uses spreadsheets and printed documents, your Human Resources department is not handling manual and bureaucratic tasks strategically.
In this sense, HR software provides analysts with important information, such as:
- mandatory rest periods;
- when each professional can take their vacation;
- what are the payment dates, among others.
2020 has brought great challenges for companies. Due to the Covid-19 pandemic caused by the new coronavirus, organizations had to enforce home office work to comply with municipal and state legislation—whose main objective was to curb the spread of the disease.
Even with isolation measures being relaxes by governments, many organizations have chosen to keep their professionals at home, since the pandemic is not yet 100% under control.
Among the challenges faced by managers, in addition to maintaining a close relationship with their employees and promoting quality of life and well-being even remotely, admission was certainly one of the main ones.
Through HR software that allows digital admission, the hired candidates themselves can organize the documentation and send the required data to the department responsible. The main advantages include, among others:
- cost reduction, since there will be no printing and copying expenses;
- better experience for new employees from the start, precisely due to the reduced need to commute;
- possibility to hire professionals from anywhere in Brazil—especially for companies that will adopt hybrid work;
- possibility of gathering information on professionals in the cloud, without the need to store stacks of documents in file cabinets;
- less risks to information security; among others.
Payment of professionals
Besides all we mentioned, there is also HR software for payment of professionals. Today, there are already tools that allow employees to consult their salary for the days already worked in that month, besides making it possible for employees to request, in an automated way, financial advances if needed.
Recruitment and selection
Talent management is concerned with the experience of a company's employees since before hiring—for this reason, it is necessary to find the ideal professionals for openings, who fit the company's culture and have the profile desired by the organization.
This is why there is already HR software that handles requests for openings, attracting talents, and qualifying candidates, so that the team can hire and screen candidates faster and conveniently—increasing the productivity of the team as a whole.
HR software: Why worry about performance management?
First, let's dig a little deeper into the concept of performance management. According to Herman Aguinis, one of the greatest academics in organizational psychology, it is a "continuous process of identification, measurement, and development of the performance of individuals and teams, and the alignment of this performance with the organization's strategic objectives".
In this sense, performance management exists to improve a company's performance through the performance of each of its professionals, individually or collectively. But why rely on software to help in this regard? Below, we have handpicked the most important information on the topic!
The performance review is a structured review of an employee's individual performance over a given period of time. This review provides an opportunity to improve the company's performance by improving the performance of its employees.
To understand the relationship between performance review and performance management, it is enough to understand that the performance management process is a cycle, which begins with expectations (goals, indicators, competencies, and behaviors) and ends with the review—and the subsequent beginning of another cycle.
When relying on software, the HR team has the ability to fill out the reviews in a fair and well-founded way. That is, while reviewing a member of the company, it has the opportunity to view important information about them, such as:
- feedback received;
- OKRs; among others.
In addition, the tool enables reviews based on the company's needs. For example, it is possible to apply a single model for the entire company, or choose who will participate.
Another important point: After running the review, there is the possibility of viewing, through the boxes, in which performance quadrant each employee is located. Thus, it's possible to conveniently assess who can be promoted, trained, or reassigned.
OKRs are a system of collective and individual goals that converge to the pursuit of an organization's global goals. The main differences between OKRs and traditional goals include, among others:
- shorter cycles—while traditional goals apply to one year, OKRs have shorter cycles ranging from 1 to 6 months;
- more transparent—usually, OKRs are public within the company;
- flexible—they are defined in a decentralised manner; among other differences.
By relying on HR software, you will have the opportunity to provide employees with clear insights into their tasks—with delivery deadlines—and a good definition of how these OKRs align with the team's and the company's objective—as a result, your team will spread a feeling of belonging throughout the company.
In addition, the software helps assess the evolution of each goal, always aware of which are on-track and which need strategic improvements.
Finally, it's possible to create the Company's Strategic Map. That is, all professionals will be able to identify how teams and individuals are interconnected to the organization's macro objective, promoting alignment and clarity regarding objectives.
Feedback is a process in which one person contributes to the development of another through their own perceptions. The more feedback you exchange in a business, the better the individual results will be, precisely because it offers people the opportunity to change course when something is not so positive.
With HR software, all employees will have the opportunity to ask for and send real-time feedback to anyone at the company. In addition, it's possible to reinforce the values of the business, since the tool offers the chance to select which value of the company is being practiced.
Professionals often find it difficult to ask their colleagues for feedback. With the software, they can rely on predefined structures, so that the culture becomes even more alive within your business.
As we know, one-on-ones are periodic meetings held between leaders and their direct reports. To implement this culture in an organization, there's nothing better than having HR software to help you. With the tool, you can choose the cadence that best fits the reality of your business, as well as take notes on topics discussed during the meeting.
For the conversation to be even richer, professionals can outline the agenda for the meeting, so that leaders and their direct reports are guided during the meeting.
Employee Climate Survey
Simply put, organizational climate is the perception of an organization's employees about the company's processes, policies, and practices. In order to make this diagnosis, the Climate Survey must be applied to a sample or to 100% of the company's employees, so that it can guide climate improvement actions and assess whether they have actually brought better results for the company.
Through HR software, your team will analyze the heatmap, allowing you to quickly and centrally visualize which groups of employees are feeling good and which need immediate attention.
In addition, it's possible to cross-reference data. As we explained, in the performance review the team visualizes people in a box, finding out who are the ones who perform the best. In this sense, it is enough to conduct a survey to identify what is the perception of those people about the company, implementing strategies to retain those talents.
With HR software, leaders have the opportunity to identify reviews over the months, which helps them analyze the employee's evolution or regression. Thus, it's possible to provide more constructive feedback, based on the direct report's performance.
Easy form response
Finally, the team has the opportunity to make the process experience more fluid:
- easier to respond to the form—the experience becomes more positive for the whole team, precisely by taking the friction out of the process;
- easier to manage the entire process—with HR software, the team can conveniently create forms, duplicate them for the next cycle, and track who is or isn't responding.
In this content, you were able to understand what are the main advantages of HR software, as well as the importance of relying on technology as an ally to the performance management process.
If you have any questions after going through the material, talk to us! Our team of experts will explain how a tool can help your team unlock the human potential of your professionals.