HR BLOG

The Softskills of telework, a major lever of performance and competitiveness for the company

The episode of containment during the Covid-19 crisis had a profound effect on organizations and employees. If telework was perceived as a revolution for many until now, it is now highly recommended but also to be organized. More than ever, HR managers need to be accompanied in this new organisation to be set up.

Teleworking: For whom? How often?

The relationship with transformed labour

Telework radically changes the employee’s relationship with his professional activity around 4 key elements.
First of all, it requires a significant organizational capacity. The teleworker must be able to plan his working hours and guarantee constant productivity.
Autonomy, i.e. the ability to work alone, without necessarily calling on his hierarchy and team members at the same frequency as in a company.
The interdependence of tasks, i.e. the ability to know what one can do only by oneself or, on the contrary, which necessarily requires teamwork.
Finally, the ability to manage isolation and physical absence from the company, colleagues and hierarchy. Teleworking requires all of these Softskills, both to be efficient while working remotely and to maintain the relationship with the company.
Based on these elements, HR managers will be able to define the optimal frequency of teleworking for each employee and how to support them to be more efficient in a teleworking situation.

Talentia and MPF Paris: helping companies to organize telework and more..

Faced with this growing complexity, HR managers express the need to have the necessary tools to support their teams and to identify people likely to be in difficulty in a teleworking situation. This involves defining who is eligible to telework and how often.

Today, 5 Softskills are particularly sought after by recruiters: adaptability, team spirit, rigour, emotional intelligence and empathy. However, these qualities are difficult to identify and require tools, and the same is true for those indispensable for teleworking.

6 behavioural competencies essential for telework

According to several studies, 18 Softskills are inherent to teleworking. By taking the main ones and analysing them for an employee, we can determine the optimal frequency of teleworking. EM Normandy counts 6 Softskills that are very influential in a telework situation. Among them are the ability to understand one’s organisation, to understand the needs of others, to solve a complex problem, to identify resource persons, to know oneself and to promote oneself.

Talentia Softskills: identify the ideal frequency.

In association, MPF Paris and Talentia Software are working with HR departments on this issue with the Talentia Softskills Solution.
Talentia Softskills is :

  • Dedicated and secure access to Talentia’s HCM platform.
  • A questionnaire of 100 questions on average (45 minutes)
  • The individual results are provided to the employee in his Talentia portal.
  • The HRD receives all the results in the Talentia HR portal.

The objective is to enable HR managers to support their employees in setting up a frequency of teleworking that is beneficial for them and the company and to help them in their professional development

Softskills and telework

The episode of containment during the Covid-19 crisis had a profound effect on organizations and employees. If telework was perceived as a revolution for many until now, it is now highly recommended but also to be organized. More than ever, HR managers need to be accompanied in this… Read More

Employee commitment: How to concretely manage the subject?

Attracting and retaining talent is a daily challenge for HR departments. More than that, it is a major challenge to develop a strong corporate culture and thus foster the commitment of all employees.

In the context of containment we have experienced, the importance of employee commitment is all the more concrete. For many companies, the need to put the entire team on telework implied total trust. Today, what concerns and what conclusions can we draw on this sensitive subject?

Collaborative engagement: A complex alchemy?

Attract Attract Loyalty Engage is the main objective of the HR departments.
At the European level, 30% of employees say they are committed to their company, 55% say they are disengaged and 15% are actively disengaged.

Aware of this major issue, strengthening employee commitment is the priority objective for 77% of the HR managers surveyed for the Gallup survey.

Commitment Development: The Right Balance

The complexity of Collaborative Engagement comes from the fact that it is based on an alchemy. For HR directors and managers, it involves questioning several points:

  • How can I put my teams in an ideal working environment to make their work as pleasant as possible? (Tools and workspaces)
  • How do we give meaning to the missions we submit to our employees? (Values, projects, missions) This is an essential point for the new generations Y and Z.
  • How to develop a strong corporate culture? (Posture, rituals, modes of collaboration).

Employee commitment is the result of the alchemy between these different points.

Engaging employees on a continuous basis

According to a Markess study, several events are considered key by HR decision-makers to deploy different actions to promote employee engagement.
For 82% of those surveyed, the integration of new employees when they join the company is the priority to ensure their commitment. More generally, getting in touch with the candidate, recruitment and integration into the company is the first key phase.

How do you measure commitment?

Measuring Human Capital

Human capital is generally measured by traditional indicators that actually give a quantity of it. It is in fact a different measure of the quality of human capital in line with the innovative capacity of the company.

In fact, today companies value their human capital as an intangible asset in the form of debt and costs. (Personnel expenses, taxes and payroll taxes, salary allocations, provisions and retirement benefits).

Indicators such as Payroll / Sales, Payroll / added value, or Training / Sales will help to measure the effectiveness of human capital in terms of profitability.

This evaluation method, although important, does not provide an answer to the question of employee commitment.

Other criteria such as Softskills, or employability are used to define the quality of human capital. For HR, it is a question of proving to the employee that one is capable of following him/her and supporting him/her in a fair social contract.

Fostering employee engagement

Improving employee engagement

Spearheading the digitalization of working conditions, 67% of HR decision-makers surveyed by Markess believe that the implementation of a Digital Workplace contributes to improving the employee experience and encouraging exchanges between management and teams.

Another 52% of the HR decision-makers surveyed consider the employee experience to be crucial for their organisation.

Improve the knowledge of the collaborator

For 58% of HR decision-makers surveyed by Markess, the objective is to provide a personalized and contextualized service to their teams. This should provide a 360° view of the employee to the HR Director. It should enable the company to best meet the needs and expectations of everyone in the company in terms of skills to be developed, personal objectives or career plans. An employee who is in tune with the company’s operations and culture will be all the more loyal and committed.

 

About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2019, the group achieved a turnover of 65 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

Attracting and retaining talent is a daily challenge for HR departments. More than that, it is a major challenge to develop a strong corporate culture and thus foster the commitment of all employees. In the context of containment we have experienced, the importance of employee commitment is all… Read More

Global to local: HR efficiency levers in international companies

Digital HR Lab

The challenges of sizing the HR function in a decentralized context

During the Covid-19 crisis, many companies faced with a drop in activity, short-time working, stoppages for childcare or suspicions of contamination encountered unprecedented staffing problems with concrete consequences for consumers such as the accumulation of late deliveries.

Even today, most companies still lack visibility on the state of the post-crisis market, but are busy managing its consequences as well as organizing the recovery. In some sectors, such as animal health, the crisis seems more likely to come than go. Indeed, pet owners will consume significantly less for their animals in the coming months. In other sectors, such as clothing, the closure of almost all stores around the world has brought business to a standstill. However, the period of containment has encouraged online commerce by doubling or tripling sales, and the gradual reopening has led to the expansion of distribution and the return to work of workshops. Stores are now gradually reopening, but many salespeople are still on short-time work and there is some tension in companies, as the people with the lowest pay are often those who have taken the greatest risks to maintain production at the height of the crisis. Is this divide likely to widen in the coming weeks?

The social tensions observed in companies during the crisis are due to the fact that some employees had to travel to the site to continue production, thus exposing them to health risks, while most managers were teleworking. In order to solve this problem, management has implemented several actions:< :p>

  • Work on the conditions for returning to work to reassure employees about the effectiveness of preventive measures
  • increasing their communications by opening internal social networks or by organizing YouTube lives during which employees were invited to express themselves live
  • Introduce bonuses for the lowest salaries
  • opening a solidarity fund to help those employees most affected by the crisis. This initiative was more than well received

The quality of leadership and management, reflected in particular by the strong presence of leaders in the field with their teams, has also helped to contain the risk of social crisis. However, there is a real difficulty in creating a common culture when the company is made up of a multitude of small entities scattered in different countries. In order to remedy this problem, companies are setting up internal social networks that are automatically translated into all languages and organising meetings of employees and managers from all cultures to synthesise the practices and values they hold without imposing them unilaterally. The establishment of a shared culture is of paramount importance, as it allows everyone to benefit from greater autonomy and be more effective in decision-making.

The levers to gain in performance and agility

The need to create a common culture becomes even more important after the unprecedented situation of confinement that France has just gone through. Creating a corporate identity by defining values for each project seems to be one of the indispensable actions to gain in performance and agility.

Launching satisfaction surveys is an interesting method to gather employee opinions on various subjects. Then, the compilation of this data in a common work allows to reflect and open different ways of improvement. Interviews with managers and employees can also identify new and interesting values to be highlighted.

Transversal work on each family of professions in order to define their missions, the skills required and the training needed to acquire them can also contribute to improving HR processes. Indeed, this work makes it possible to clarify expectations in all business lines and gives employees visibility on the elements on which they are evaluated.

At the same time, some companies also set up training or individual coaching for managers to establish a common language and help them improve their managerial posture. At the same time, some of them are working on values that will be digitally adapted so that they can be shared on their social networks.

The health crisis has reinforced the need for digital links by putting people at the heart of all corporate concerns. As a result, companies must have tools that allow them to collect information and listen to their employees through interviews. Communities of ambassadors can also be set up to facilitate communication and to raise the expectations of teams.

The standardisation of best practices and the implementation of an information management tool seem all the more necessary for companies that own many establishments and that are increasing the number of acquisitions.

 

About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2019, the group achieved a turnover of 65 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

https://www.digitalhrlab.fr/

https://www.digitalfinancelab.fr/

The challenges of sizing the HR function in a decentralized context During the Covid-19 crisis, many companies faced with a drop in activity, short-time working, stoppages for childcare or suspicions of contamination encountered unprecedented staffing problems with concrete consequences for consumers such… Read More

Teleworking and Softskills become inseparable

Faced with the Covid-19 crisis, millions of employees found themselves in “full remote” (full-time teleworking). If the various expertises of the employees also called Hardskills remain essential, they are no longer sufficient to ensure the smooth running of missions in the current context. From now on, individual socio-emotional skills, also known as Softskills, are an important condition for maintaining business activity.

The Softskills, those personal faculties at the service of know-how

While professional expertise remains crucial in the various missions to be carried out, professional integration is generating know-how that is increasingly sought after in companies. In line with human emotions, Softskills act on the personal assets of the employee in the service of the company.

They can be operational, thus determining the ability to organize, make decisions, but also the ability to adapt and undertake. They can also be relational, determining the ability to listen, team spirit and leadership. Finally, cognitive softskills establish the ability to concentrate, to manage emotions or even the creativity of the employee.

Softskills essential to telework: Major assets sought by recruiters

he experience of containment in the face of the covid-19 crisis will undeniably reshuffle the cards in terms of recruitment. Knowing how to communicate, work in collaboration or know how to evolve in a sometimes complex and remote environment are becoming essential qualities in a company. For the teleworker, it is a question of working on his personal skills to meet the needs of the company.

Getting to know each other: The ideal teleworker for the company has a good knowledge of the resources at its disposal. He must be sure of his ability to take on the missions entrusted to him and to maintain his judgement in all circumstances.

Mobilizing your organization’s resources: This is a key asset. It must be able to quickly mobilize all the resources useful to its missions. He must also strive to reject possible negative thoughts related to past situations in the company and by subtly influencing his entourage to stimulate faster results.

Collective thinking: One of the major difficulties in full-time teleworking is the ability to maintain a strong and constant relationship with colleagues, customers, managers and suppliers. The state of mind, involvement or the ability to perceive the needs of others become essential assets in order to find “win/win” solutions.

Be stimulated by challenge and complexity: Teleworking is a real opportunity to surpass oneself and avoid tedious and repetitive work. A positive exploitation of difficulties allows one to become more and more comfortable with what seems complex at first sight. The ideal teleworker should strive to be clear in the way he or she expresses himself or herself in order to have productive meetings at a distance, to show what can be brought to the group and to stimulate consensual solutions by exploiting differences.

Becoming indispensable in the eyes of the hierarchy: This is all the more true in a situation of prolonged telework. It is about the ability to demonstrate one’s expertise and Softskills by highlighting successful projects or by voluntarily facing difficult situations and anticipating expectations.

The role of managers in the development of telework Softskills

The role of the manager evolves with the context in which the company is confronted. If teleworking will largely benefit the employees who are used to and have these Softskills, we should not forget the others. For managers and HR, it is a question of identifying them and supporting them in their daily work. The word equity thus takes on its full meaning, and managers must take care of this between everyone, especially when it comes to speaking in virtual meetings.

Establishing a relationship of trust becomes vital. Putting everyone’s Softskills to work is first and foremost about letting everyone do things their own way.

How about you give them some responsibility instead? By letting an employee take charge of a file, you allow him/her to develop personal skills such as autonomy and management if the assignment is in a group.

Discover  Talentia Softskills, to evaluate the optimal telework frequency for each of your employees.

Faced with the Covid-19 crisis, millions of employees found themselves in “full remote” (full-time teleworking). If the various expertises of the employees also called Hardskills remain essential, they are no longer sufficient to ensure the smooth running of missions in the current context. From now on, individual socio-emotional… Read More

Talentia Software included in Q2 2020 report by Independent Research Firm

Talentia Software, an international developer in Human Resource solutions, has been included in The Cloud Human Capital Management Suites, Q2 2020 report.

Talentia offers Human Capital Management (HCM) software, a solution designed to help organisations spend less time on administration and more time supporting their talent to develop and grow. Talentia puts innovation at the heart of its strategy and embraces the latest technological revolutions such as Robotic Process Automation, Chatbot, Artificial Intelligence, and Business Intelligence into its solution.

We believe that being included in this report is further demonstrating that Talentia is a key player in the mid-market. We feel that to be included in the Forrester Wave™ itself is an achievement thanks to an in-depth analysis of Talentia HCM solution and positive feedback from customers.

With the continuous goal to further the offering and experience for its customers, Talentia will launch their new AI-led Virtual Assistant, Théo in the Summer 2020. The new virtual assistant has been designed to simplify common challenges, enhance experience and increase productivity. He will be able to answer frequently asked questions, navigate, search for specific data and can even understand and respond with speech or text.

“We continue to invest in our SaaS solutions and strengthen research and development to ensure that we can offer our customers the very best solution to simplify their HR complexity. With continued efforts to improve technology to help drive engagement, improve functionality and optimise productivity” says Béatrice Piquer, Chief Marketing Officer, Talentia Software.

About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2019, the group achieved a turnover of 65 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

 

Contact :

Stephanie HART

+33 1 41 05 85 19

swarr@talentia-software.com

Talentia Software, an international developer in Human Resource solutions, has been included in The Cloud Human Capital Management Suites, Q2 2020 report. Talentia offers Human Capital Management (HCM) software, a solution designed to help organisations spend less time on administration and… Read More

#Covid19 Covid-19: Towards new work habits and new jobs?

The Covid-19 crisis, unexpected and brutal, is profoundly changing the habits of companies and their employees. If digital has proved to be indispensable to overcome the crisis so far with the massive implementation of telework, other transformations could take place involving new jobs.

Adaptation, which has become the buzzword of the business

Covid-19 has managed to put the world into containment. Many of workers have been forced to telework and who could and especially for companies, it was necessary to adapt in a very short time labs.

Companies had to introduce a certain number of rules to guarantee optimal working from home for all teams, such as data security, or the management of connection flows to avoid network saturation.

The company had to continue to live in spite of the containment. It provided employees with digital tools to ensure continuity of interaction between teams and management. The platforms allowing remote communication or the tools for monitoring and planning tasks still ensure a good organization within the companies today.

The digital, savior of business and companies

Widely acclaimed in the past, digital skills are now becoming indispensable and new “soft skills” are emerging with the covid-19 crisis. The ability to adapt, to work remotely or to manage or convince via a screen rather than in a meeting or conference room are now undeniable assets. As long as the screen is the new standard for social interaction, companies will have to reinvent themselves in their communication practices.

The health crisis is changing user behavior. The sharp rise in connection volumes, the accelerating growth of online shopping, the rise in power of communication platforms and the virtual world are changing consumer habits and leading to new professions.

Starting with data specialists, who were already in high demand before the crisis, demand is bound to explode for brands and major retailers. The need to automate certain tasks is also becoming more and more pressing. Whether it be in payroll management, recruitment or accounting, etc., the need to automate certain tasks is also becoming increasingly urgent.
Robotics should also experience a real boom as well as the use of artificial intelligence.

The digital revolution: Season 3?

Although the digital sector has not waited for the current situation to become professional, covid-19 may provoke a new phase in its revolution.
We are not necessarily talking about new professions, but rather about the volume of existing ones. The disease will have taken over everything except digital, undeniably strengthening it.

The other point to consider for companies comes from new lifestyles related to containment. These can be repeated and a traditional “metro-work-at-work-sleep” day may no longer be the norm.
Working in confinement implies more flexible working hours and the freedom to make one’s own schedule according to one’s private obligations

.

Change of habits and mentalities to be expected

On the enterprise side, cloud computing is becoming the new architecture to implement. Employees will now be able to retrieve their data stored in external servers at any time. It is also a question of putting in place the appropriate and indispensable tools for everyone to guarantee the continuity of ongoing missions.

Not forgetting Human Resources, which again has a major role to play. The absence of physical contact during long periods of teleworking can lead to different behaviours among employees. Today, the phenomenon of hyperconnectivity affects nearly a quarter of French employees and this figure is likely to rise sharply. Lack of physical presence can lead to a multiplication of meetings and follow-ups that are not necessarily necessary. For HR, it is becoming essential to preserve employees’ right to disconnection and to maintain a good balance between private and professional life.

On the contrary, another behaviour, that of the teleworker feeling neglected and struggling to organise himself, may arise. One of the reasons for this may be the need to adjust working hours. It is then up to the company to support the employee in the organisation of his work by showing a certain flexibility.

The latest studies are conclusive, consumption via e-commerce has doubled during the covid-19 crisis. A trend that could continue despite the end of containment and a possible end to the health crisis. Companies are well aware of this. They will have to anticipate an increase in the volume of operating teams and train all employees in e-commerce sales techniques. Tomorrow’s digital skills will have to be in symbiosis with upstream services and products and not simply be considered as a support.

The world is changing, and at a speed that is sometimes hard to keep up with. So we need to rethink our lifestyles, and work is an integral part of that. It’s about adapting to perhaps meet other major challenges that lie ahead.

 

About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2019, the group achieved a turnover of 65 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

The Covid-19 crisis, unexpected and brutal, is profoundly changing the habits of companies and their employees. If digital has proved to be indispensable to overcome the crisis so far with the massive implementation of telework, other transformations could take place involving new jobs. Adaptation, which… Read More

HR digitization at the service of employee experience

The covid-19 crisis continues to force companies to keep their employees teleworking when they can. However, if it is essential to make a certain number of digital tools available to employees in order to guarantee the continuity of remote missions, it is just as essential to continue the life of the company thanks to HR digitization.

What is the Collaborative Experience?

Employee experience is defined as all the interactions between an employee and his organization from the moment he joins until his departure, including all the elements that will punctuate his life in the company. This entire process must maximize the employee’s positive feelings for the company. We are talking about a personalized experience, with no communication difficulties with Human Resources and the hierarchy, but also intuitive, controlled and fun.

HR Digitization and the user experience are also a fair balance between the employee’s missions, (projects, respect and sharing of company values) with the work environment and corporate culture.

The user experience is also a fair balance between the employee’s missions, (projects, respect and sharing of company values) with the work environment and corporate culture.

In recent years, the company has focused a lot on the customer experience and sometimes to the detriment of the employee experience. However, this experience is meant to be like the symmetry of intentions between what we do towards the end customer and what we should do towards the employee. It is a question of shifting everything that has been learned from the customer relationship to the employee. Today, the customer and employee experience have a direct link to the company’s performance.

Digital: An essential ally in improving the user experience

The employee’s career path within the company from the moment he or she joins until his or her departure can now be completely dematerialized. The whole process will have an impact on his commitment to the company. The employee’s career path must be optimized from the time of application and throughout all the stages such as signing the contract, digitizing the pay slip, time management and the relationship with human resources until the employee leaves, never forgetting the idea that he or she may also come back.

Uses cases of HR Digitization

Let’s take the example of the case of retail (retail trade). The latter have to comply with several constraints.

  • Easily adapts to seasonality
      Recruit quickly and massively
      Manage short contracts
  • Manage the multitude of signs with several hundred establishments
  • Manage the human and business imperatives.
  • Electronic signature of employment contracts.
  • Digitalization of document exchange
  • Sharing responsibility with managers

The digitalization of business processes

Talentia Sofware offers its complete HR Suite integrating all Human Capital Management processes.

This includes recruitment management, ensuring productivity gains throughout the process. Talentia Recruiting & Onboarding manages the entire cycle, from needs identification to selection to integration. The solution also simplifies the process for candidates and managers at each stage in collaborative mode.

The Talentia People Development skills management software, Talentia People Development, involves employees in their career development and continuously facilitates their entire career path within the company. It is a complete solution for mobilizing talent and transforming skills.

Talentia Learning offers a new training experience that is both mobile and collaborative. It responds to the challenges of transforming skills and realizing potential while optimizing the management of the company’s career plan and investment choices.

Talentia Core HR, rated Analytics, is the most advanced HR data management system available on the market today. Combining organizational agility and unified data management, it deploys a global and collaborative HR ecosystem.

For more information contact us http://www.talentia-software.com/

The covid-19 crisis continues to force companies to keep their employees teleworking when they can. However, if it is essential to make a certain number of digital tools available to employees in order to guarantee the continuity of remote missions, it is just as essential to continue the… Read More

Which HR indicators for which objectives?

As the world of work is changing faster and faster, Human Resources Departments find themselves confronted with multidimensional complexity and face real challenges related to employee loyalty and commitment, the recruitment of new talent, the optimisation of HR processes and the digitalisation of the HR function.

 

The HRD job is based on three periods of the employee’s career followed by precise indicators

1) Joining the company: attractiveness and recruitment

2) Life within the company: payroll, commitment, mobility, training, interviews, diversity, equity, social balance sheet, etc.

3) Employee departure: turnover analysis

Talentia‘s HR Intelligence offer enables HR managers to benefit from dashboards that translate reality into figures to optimize the management of resources, skills and talents. HR Intelligence allows to maximize the management of human capital.

1) Delivers more than 100 HR INDICATORS from the most basic to the most complex:

▪ HR performance

▪ Payroll administration

▪ The well-being of employees

2) Simplify the completion of the SOCIAL BALANCE SHEET

▪ Between 120 and 140 mandatory indicators to be provided in a legal framework

▪ Basic or Ready to use in Talentia solution

3) Automate the calculation of the MEN/WOMEN EQUALITY index
4) Eliminate payroll errors with PAY CONTROLS

These 4 points enable HR managers to receive all the automated and automatable indicators enabling them to build their own dashboards around HR performance, payroll administration and employee well-being. The objective is to use these indicators to define its entire HR policy and strategy and to simplify tedious tasks.

 

Indicators associated with HR performance

Today’s HR managers are forced to make quick decisions and need instant knowledge on certain subjects. The management of HR strategy is therefore increasingly based on precise data. To meet this need, HR decision-makers will rely on so-called analytical indicators.

  • Recruitment monitoring
  • Skills and Jobs Mapping
  • Management of interview campaigns
  • Budgetary development of the training plan
  • 9 boxes and talent gauge
  • Analysis of objectives
  • 6-year review

For situations related to the company’s HR performance, these indicators will enable strategic management by defining and guiding the HR policy to be adopted.

 

Administrative management indicators

Generally, Administrative management is the first area selected by HR decision-makers for the implementation of HR indicators.  Often generating costs, the analytical data will allow them to be optimised. Administrative management can also be a source of dissatisfaction for various internal company players. The implementation of these different indicators will allow a certain fluidity in the transmission of information between the different actors of the company.

  • Staff knowledge
  1. Number of employees, geographical distribution and distribution by type of contract
  2. Age pyramid
  3. Seniority pyramid
  4. Family situation
  5. Hard Skills
  6. Diversity
  • Administrative management
  1. Absences and leave
  2. Termination of contracts and probationary period

The objective of these indicators is to give operational staff the means to improve their productivity.

 

HR Intelligence: Precise and reliable indicators

The Web 2.0 interface and the implementation of a full web BI middleware allows the real-time distribution of performance indicators in the form of tables, analytical and cartographic dashboards, and the availability of a single, coherent, enforceable, validated and regularly updated data source.

HR Intelligence enables HR teams to save time in analysis and operations by limiting data entry and re-entry, multiple queries and extractions. Finally, the set of analytical indicators will enable HR decision-makers to position themselves on the 3 levels of management: operational, measurement and planning.

In this context of growing HR complexity, Talentia offers its modular HR Suite to ITEs. Talentia HR Suite is a complete and integrated solution providing all the essential building blocks for optimizing HR processes: payroll and personnel administration, recruitment, onboarding, time & activity management, performance & skills management, and training and development.

Talentia HR Suite

As the world of work is changing faster and faster, Human Resources Departments find themselves confronted with multidimensional complexity and face real challenges related to employee loyalty and commitment, the recruitment of new talent, the optimisation of HR processes and the digitalisation of the HR… Read More

The HRD: A business partner!

In essence, a Business Partner is characterized as a stakeholder in the definition of the company’s business strategy. For him, it is a question of being as close as possible to the zone of value creation for the customers. Thus, two important concepts emerge: Strategy and value creation. In recent years, the HR function has positioned itself more than ever in this logic.

Nowadays, they often come up with the same themes when we talk about HR Business Partners. The HR function contributes to the definition of the company’s strategy and decision-making. It is committed to understanding the business challenges and translating them into HR impacts and direct actions on the company’s performance, without forgetting support for managers’ actions. Only good human capital management enables the HR function to be a full-fledged Business Partner.

At the service of human capital!

Nevertheless, all these missions require tools, procedures, methods and reports that are concerned with the problems in the field. The HR function then enters the dematerialized world of management and delegates its responsibilities to the local manager.

It was in 1961 that the American economist Theodore Schultz created the concept of “Human Capital”, highlighting employees who were more productive, capable of innovation, aware of the company’s business challenges and attentive to customers. The challenge was to implement tools capable of managing this human capital on several fronts.

In terms of job and skills planning, employability and talent management. Then performance management, including classification and compensation policy. Finally, at the level of motivation and commitment of each individual, the company’s employer brand or even internal communication and the work environment. The employee thus becomes a means and not an end.

Do HR tools really contribute to the expected recognition of HR professionals?

In recent years, HR directors have made a place for themselves at executives committees. They now occupy a seat on company management committees in more than 90% of cases. (Source: https://www.em-lyon.com/fr). By adopting the notion of “business first”, the HR function has positioned itself as the right-hand man of managers on decisions to be taken in the field. This has also resulted in managers being more involved in the implementation of HR tools and acting as ambassadors to their teams.

The HRD takes power in the organization

IT tools and software enable the HR function to collect, analyse and apply this information and, ultimately, to play a central role by publishing, like the CFOs, meaningful tables, reports and computer graphics based on concrete and verified data. All this information can be used to support decision making, so that the management of the company can be more effectively anticipated.        In a world dominated by Data and the analysis it requires, HR missions are no longer limited to administrative management or recruitment. New technologies have enabled the function to have a very broad vision of the company’s activity and to be able to anticipate and resolve future difficulties. From now on, this reality contributes to perpetuating their place as key players in structures with increasing levels of responsibility.

About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2018, the group achieved a turnover of 70 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

In essence, a Business Partner is characterized as a stakeholder in the definition of the company’s business strategy. For him, it is a question of being as close as possible to the zone of value creation for the customers. Thus, two important concepts emerge: Strategy and value creation. Read More

Talentia: Digitizing The HR Function To Simplify HR Processes

French software publisher (HR and finance) for more than 30 years, Talentia offers a complete HR platform for mid-caps. Interview with Béatrice Piquer, marketing director. Source: Forbes.com

How to effectively respond to the HR challenges of midcaps?

Mid-sized companies must be able to have an integrated and complete platform covering ATM, Payroll and HR. Therein lies the promise of Talentia. Automating certain HR processes means gaining competitiveness. The digital workplace modernizes the working environment and helps motivate and involve employees. The objective is to develop a self-service model to promote flexibility in work, improve the lives of employees, simplify discussions (recruitment requests, expense reports, annual interviews, leave and time management, etc.). In terms of organization, the silos disappear and the HR function is reoriented towards the business functions.

How do you approach the issue of recruitment?

The strong competition and the scarcity of skills generate a real war of talents. Companies must implement real recruiting strategies to be competitive. From the selection of candidates to their integration, Talentia Recruitment streamlines the entire process by automating most of the administrative and redundant tasks associated with recruitment.

Our automated application tracking system (ATS — Automated Tracking System) digitally manages recruitment, applications, selection and assessment process to reduce time and effort and maximize the efficiency and quality of applications. It includes aptitude and language tests, a module for analyzing candidates’ softskills, as well as the possibility of organizing remote interviews. The idea is to shorten and optimize the candidate selection process in order to facilitate decision-making by streamlining decision-making workflows within the organization.

Process automation isn’t just about recruiting …

The entire employee journey and all HR processes can be automated. This concerns, among other things, pay as much in its adaptation to the regulatory principle, as in its timely delivery. The tasks of entering the elements of the salary slip before editing, managing employee files, drawing up declarations of social charges, integrating payroll entries into the account, can be automated to improve the speed of issue and the pay reliability. Automation also concerns leave requests, integration of employees, updating of personal data of employees. It provides dashboards and indicators to monitor HR performance, set up a social report or maximize employee engagement via mobile, flexible, intuitive and collaborative tools. Eminently complex, the management of human resources, the foundation of competitiveness and the creation of business value, can no longer be practiced without a high-performance unified HR platform. The time of “personnel management” in spreadsheets and databases is definitely over.

 

About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2018, the group achieved a turnover of 70 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

 

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French software publisher (HR and finance) for more than 30 years, Talentia offers a complete HR platform for mid-caps. Interview with Béatrice Piquer, marketing director. Source: Forbes.com How to effectively respond to the HR challenges of midcaps? Mid-sized companies… Read More