We have long since gone beyond the ‘simple management’ paradigm, where managing people merely meant managing admissions, absenteeism and compensation. With the passage of time, an importance is given to the individual that did not previously exist.
We have long since gone beyond the ‘simple management’ paradigm, where managing people merely meant managing admissions, absenteeism and compensation. With the passage of time, an importance is given to the individual that did not previously exist. The employee continues to be seen as a resource, but is now more valued for his work capacity, depending on his skills, ability to adjust and overcome within the company.
At a time of permanent technological evolution, it is necessary to create tools that make management easier and reduce human error. A company that has at its disposal a computer system where all the data of its employees are compiled has a competitive advantage in its hands. It manages to filter a series of indicators that allow it to align the company’s objectives according to the employees it has and will have a greater possibility of promoting and retaining talent.
In terms of the evolution of management systems, one aspect to take into account are the new technological trends, namely the emergence of solutions that accompany the evolution of the production process, characterized by constant mobility and the need to be always connected and with easy access to information.
The existence of fragmented management systems makes HR management more complex and ineffective. By incorporating human resources data into an integrated system, it guarantees companies easier access to information and a clear image of their workforce, simplifying administrative processes and HR development activities.
In addition to the need for integrated management systems, we are witnessing the growing need to create tools that have an easy interconnection between HR and employees, in which they have access to their data and useful information of a corporate nature, whether on internal procedures of execution of tasks, existing benefits, training, safety standards, among others.
We are moving towards a simplification of processes, in which the employees themselves are responsible for updating and managing their personal data and where the communication channel with the HR department is simplified.
The future is the creation of management tools for the flexibility of processes and a more direct communication between all elements of an organization.