The increasing adoption of human resources (HR) software has helped simplify the process of data analysis and accelerate “social connections” by providing management with the speed necessary to act on these real-time and usable insights.
The implementation of digital solutions for HR started to undergo a development process. The resistance in companies is many, but the efficiency of the digital ingolosisce the same. Microsoft offers Talent a strong integration between the management application of HCM Human Capital Management and LinkedIn, one of the most widespread social platforms used for personnel research.
Here are 3 digital trends for HR, which are gaining ground and find in Talent an effective and immediate application tool.
From automation to productivity
For many years the focus for HR was to automate and integrate processes. This meant automating processes such as online payroll, record keeping, learning management, interviews and assumptions, performance evaluation, compensation & benefits, etc.
This aspect should be the basis on which to build something truly digitalized for HR. It is necessary to implement an HR Management System that is effective and efficient, able to alleviate the internal workload of HR functions, especially in the presence of a high number of employees managed. So, through Microsoft Dynamics 365 for Talent, it is possible to directly entrust the employee with the insertion, consultation and updating of a lot of information, using a cloud-based system that offers controlled access and the possibility of working in a collaborative way.
Data show that about 45% of companies are still focused on the automation of the basic process rather than on HIHR (high impact human resources) systems.
The module Microsoft Dynamics 365 for Talent, deals with the management of processes and automation necessary for human resources but extends the operation to an interaction between internal functions and the most efficient and productive employee, immediate and in real time.
Analytics for HR
Once the Analytics were aimed exclusively at digital data, now we talk about People Analytics, a business, as well as a managerial capacity, which is based on the analysis of HR. What was once a technique possessed by data specialists, has now become a business and a managerial discipline. This means that in 2018, more organizations are developing a function of analyzing people, with the relative challenges of prioritizing numerous requests for data, merging multiple sources of information with heterogeneous organizational subjects and the constant tension between the centralization of the analysis function. in “Business Intelligence” or specialization within functional disciplines. The people analytics team is responsible for developing models and dashboards that can bridge communication gaps between team leaders and executives. As of May 2018 as a result of the GDPR, there is a need to introduce a governance team to ensure the security and privacy of employee data, to coordinate the information of individuals. The challenge is to go beyond the production of data visualizations and reporting, to generate real analyzes and scenarios that can be used to support people’s decisions.
The development of Recruiting
Recruitment is the HR process in which companies spend more, and is also one of the most needed aspects of the digital revolution.
The recruitment of skilled jobs has been revolutionized by open source tools, with automated candidate tracking systems (now called recruiting management systems) and better evaluations. Also in this case, the introduction of the GDPR, automating the selection processes will be a plus, especially for a correct management of candidate data.
Microsoft Dynamics 365 for Talent offers an advanced recruiting tool, integrating natively with LinkedIn, one of the most widespread social platforms often used to search and contact the best candidates to meet the needs and demands of the Company.
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