HR BLOG

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/

 

Download the full Forbes article by clicking here

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

The digital at the service of the employee experience

Thanks to digital technology, human resources can now respond to the major issue of employee loyalty. 

According to Markess, only 32% of the HR managers surveyed consider that they have acquired these types of skills that will enable them to guarantee the company an e-reputation and a reliable employer brand. 40% of the HR managers surveyed by Markess see the development of both as a challenge for 2020, a figure that is up from 2019.

Externally, it is a question of ensuring that the company has a relevant “e-reputation” and “employer brand” in order to attract talents who often have several offers that interest them. 40% of HR managers consider the development of a tangible “employer brand” as a challenge for 2020. This requires a thoughtful presence on social networks and the development of coherent “school partnerships”. Thus, attracting new talent in an increasingly competitive market remains one of the key challenges of 2020 for 38% of the HR managers surveyed.

Internally, the development of HR marketing should enable employees to invest more and more throughout their life in the company. This is done through new tools, increased flexibility, training and professional opportunities. Today, 54% of the HR managers surveyed consider the development of the employee’s sense of belonging to the company to be the primary objective.

Engaging employees on an ongoing basis

82% of Markess HR managers surveyed consider employee engagement to be a continuous process, while only 17% of respondents believe that their teams are truly engaged on a daily basis. There is a definite willingness to engage employees throughout their lives and to get them to go beyond the idea that they are just one job, one job. This also involves the company’s commitment to involve and inform everyone in strategic choices, mergers, acquisitions, …etc.

Moreover, work flexibility becomes an indispensable element in everyone’s commitment. The possibility of telecommuting or of adapting one’s working hours to personal obligations is now possible thanks to increasingly efficient tools. The generations of Millennials who are highly dependent on digital technology and sensitive to social causes are accentuating this phenomenon and pushing companies to modernise their tools and review their equality policies.

 According to Markess, 82% of HR decision-makers see automation as a means of improving the daily lives of employees. Today, 62% of them would like to invest in digital tools by 2020 and consider them as the first factor of employee satisfaction in the company. The interest in digitising processes is fourfold.

  • Limiting errors and source of financial gains
  • Giving employees autonomy and flexibility
  • Free up time to focus on value-added tasks
  • Enable the HRD to collect the necessary data to support him in his decision making.

Major asset of the digitalisation at work, 81% of HR decision-makers believe that the Digital Workplace contributes to the modernisation of the working environment. This tool offers a digital, personalised, secure environment with a single point of entry and facilitates collaboration with teams.

The aim of this tool is to break down the barriers between different teams and to enable a totally transparent and cross-functional work environment. 78% of the HR managers surveyed by Markess believe that the digital workplace facilitates and simplifies the daily life of the employee.

Improve the knowledge of the collaborator

Today, this is largely done through an analytical tool and artificial intelligence. For 58% of HR decision-makers surveyed by Markess, the objective is to provide a personalised and contextualised service to their teams. Today, only 19% of HR managers have invested in AI but a large majority are aware of the need to invest in technology in the near future.

This technology must provide a 360° vision of the employee to the HR department. It should enable the best possible response to the needs and expectations of everyone in the company in terms of skills to be developed, personal objectives or career plans.

In terms of recruitment, HR analytics makes it possible to link the Soft Skills of each individual to the Hard Skills essential to the position and thus limit hiring errors. This ensures that the employee is in line with the company’s operations and culture. For organizations, taking soft skills into account allows them to go faster in the selection of candidates and allows the manager to have a more personalized approach to each member of his team. The 360° vision they provide to HR is so strategic that it gives depth to the HR department by making it a privileged partner of the CEO, in a demanding regulatory context (RGPD).

 

 Some figures:

  • According to Markess, in 2020, 52% of HR decision-makers consider the employee experience to be crucial for their company. A figure that has risen steadily over the last ten years.
  • 56% of HR decision-makers believe that a relevant employee experience means improving the quality of daily working life.
  • 54% of HR decision-makers believe that it is necessary to refine everyone’s knowledge to enable a personalized employee experience.

 

If you would like to know more, please do not hesitate to contact us. 

Thanks to digital technology, human resources can now respond to the major issue of employee loyalty.  According to Markess, only 32% of the HR managers surveyed consider that they have acquired these types of skills that will enable them to guarantee the company an e-reputation and a… Read More

ATS: the secret for a faster and more successful recruitment

Acquiring and retaining talent are the main concerns of companies today. According to the survey, XpertHR’s fourth annual, reports that nearly 30% of respondents named recruiting and hiring as their most critical challenge. Most of all, of those who reported recruiting and hiring needs, 51% are “extremely challenged” in finding high-quality candidates—more than twice the number (22%) from just two years ago.

Why is the recruitment process so long? 

The recruitment process is a fastidious, repetitive and time-consuming task, consisting in collecting requests, defining job description, creating job offer, posting online, raising awareness, managing applications form, handling volume of CVs, candidate selection process, communication, booking interviews, reference checks etc… per vacancy.

How can you speed up the recruitment process? 

Companies have several options to accelerate and simplify recruiting process. One of them is Applicant Tracking System (ATS).

What is an ATS or Applicant Tracking System? 

An Applicant Tracking System (ATS) is a software solution that digitalizes and automates the recruitment and hiring process. Optimizing processes, rapidly sorting and scanning through applications, matching and ranking suitable candidates and the enhancing the selection process. In turn, reducing time, manual efforts and maximizing the quality of applicants.

How to select the best ATS you need?

Beyond recruitment, select best candidates dynamically 

Capability to manage recruitment process but also to suggest and match the best candidates thanks to semantic engine able to read job ads, CV content and match them.

Multi-posting solution 

Fully integrated with company web sites, job board and social net, the ATS needs to facilitate multi-posting to job boards via a simple online form on the career page of the website and spread on job boards and social networks with just one click.

Maximizing candidate experience 

Simplifying the process for the candidate by automating acceptance and rejection correspondence, video interviews, dedicated recruitment portal to post all the needed documents, online job tests and quizzes. By delivering a fluid and dynamic candidate experience, you will convey a modern brand image and attract key talent to your company.

Tracking and measuring 

 All the activities and the assessment of your applicants should be tracked in order to improve your entire management process and facilitate the cooperation within your HR department.

What are the benefits of an ATS?

By using powerful ATS solution you will be able to accelerate time to recruit and reduce cost while connecting Talent Acquisition to Business Goals.

  • Streamline and automate the recruitment process
  • Find High Quality Applicants
  • Automatically suggest and rank candidates
  • Increase collaboration with the hiring team
  • Save time and reduce time to hire
  • Refines the candidate experience
  • Improve brand advocacy

Finally the real key to success in the recruitment process is the seamless switch from ‘Candidate’ to ‘Employee’. Automatically retaining all of the information from the recruitment process and eliminating any double-entry.

Talentia HR Suite offers a complete and collaborative solution to attract, select, hire and onboard talent.

Streamlining the entire process from vacancy management, selection and hiring whilst tracking all the steps along the way with key analytics and dashboards to monitor the progress.

 

Acquiring and retaining talent are the main concerns of companies today. According to the survey, XpertHR’s fourth annual, reports that nearly 30% of respondents named recruiting and hiring as their most critical challenge. Most of all, of those who reported recruiting… Read More

Localization of HR: Combine international requirements

Nowadays, many companies with international operations, feel the need to be able to monitor clear and relevant indicators on a day-to-day basis, both globally and locally. For them, it is a question of guaranteeing a strong HR function that guarantees a global success programme that takes into account local characteristics and specificities.

Carrying out a global HR strategy

Human resources professionals working in an international context must implement a global HR strategy by relying on local HR relays. The pooling of tools, processes and skills is intended to support local HR managers in their day-to-day work and to simplify their lives to the benefit of a global and coherent HR strategy. Taking into account the challenges of globalization, they must deploy a “Group” vision that takes into account the Group’s diversity and the specific characteristics of each country, such as regulations, skills, professions, etc. Sharing experience, working together, team spirit and collaboration between Group and local HR Directors to differentiate global rules and principles from local ones is essential to the success of an international HR Director.  The challenge for Human Resources professionals operating on the international scene is twofold. They need to ensure that they understand the international context in which their company operates and how it operates in a specific context.

Key competencies essential for operating in an international context

As you have understood, thinking strategically and globally is essential. It is also necessary to have a solid personal network both inside and outside the company in order to be able to benefit from expert advice and knowledge of the issues and functioning of the company and its various ramifications. The HR professional is a mediator of knowledge, training and must know how to take advantage of ideas and advice through his network of personal and professional relationships.

Knowing the country, political, economic and societal risks at stake is also an essential element in order to effectively perform one’s duties. He must be able to manage the political complexity of the company and its ambiguities.

As a real influencer, he knows where to mobilize international energies, understand and manage cultural differences to carry out global projects adapted to country specificities.

Relying on tools capable of managing international affairs

International organizations frequently evolve HR systems must adapt to these many changes and be able to manage multiple languages, divergences and legislative differences at both global and local levels. The HRISs on which an international HR department relies must be designed natively to manage multi-country, multi-currency, standard and specific, access rights and views per user according to company and country, whether it is corporate or country specific, etc.

HR indicators, local requirements Vs group

More than other companies, those that operate internationally must be able to rely on reliable data and translate the reality of HR into figures with a global view but also precise by country or by department in order to be able to manage resources, skills and talents at group level.

Knowing how to measure the attractiveness of the company, the reasons for turnover, hardship, commitment, diversity and equity are essential indicators to be taken into account at the macro and micro levels to ensure the good HR health of the company at the glocal level.

HR data plays an essential role in corporate and local decision-making. It is therefore important for HR dashboards to be able to rely on reliable data from payroll and HCM tools to provide a forward-looking and realistic vision.

Data collection, attention to sensitive and personal data

The company must take into account several elements concerning the processing, creation of data or their protection. Among the amount of data already available in the existing system, the HR manager must identify which data is available and which is non-existent or inaccessible. The structuring and processing of the data can be complicated by the multitude of HRISs in use that do not talk to each other. Setting up a data culture means first of all setting objectives on what we want to measure and then connecting the systems that will allow us to track the data, which is often fragmented.

Another element to be taken into account is the regulation of personal data, which can vary from one country to another. For example, the DPMR has a strong impact on the data that can be collected, processed and communicated by HR in Europe. In some cases, there may be issues around the storage of data on nationals outside their own country. It is the responsibility of HR to ensure that all necessary measures are put in place to minimise potential security risks to personal and sensitive data.

Digital technology to facilitate communication 

Digital is revolutionizing the HR function by enabling the automation and streamlining of manual, repetitive and tedious HR processes to allow teams to focus on more strategic initiatives. On the other hand, it brings employees closer to the company, facilitating exchanges and improving the quality of life of employees in their daily lives.

Among other things, digital technology enables HR to :

  • Benefit from improved and increased HR functions thanks to Artificial Intelligence technology, chatbot, big data, Robotic Process Automation, etc…
  • Rely on alerts and notifications to remind you of upcoming tasks
  • Gaining a global view of the organization and planning for growth
  • Use existing workflows or adapt to specific business needs
  • Automate processes by ensuring data consistency, thus reducing inaccuracies
  • Enable HR and management to create customized reports and analysis
  • Allow employees to update their personal information, verify their leave entitlements, submit leave requests, record their development and career plans, and more.

The purpose of HR digitalization is of course to :

  • Gain HR marketing skills
  • Putting employees and customers on an equal footing
  • Continuous employee engagement
  • Improving the daily lives of employees
  • Refine collaborator knowledge
  • Create a collaborative experience

 

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/

Nowadays, many companies with international operations, feel the need to be able to monitor clear and relevant indicators on a day-to-day basis, both globally and locally. For them, it is a question of guaranteeing a strong HR function that guarantees a global success programme that takes into account… Read More

From Talent Engagement to Value Creation

Generation X,Y,Z : the challenge of the intergenerational

The company of the 21st century is currently undergoing several revolutions, at once material, technological, financial and organisational. In two centuries, the entrepreneurial world has never changed its pyramidal structure and hierarchical codes so much, and the change is sudden.

And for good reason, the arrival on the market of the Y generation (25-35 years old) and then the Z generation (people born at the end of the 1990s) represents the main catalyst of this phenomenon that few companies can still manage. While there have always been several generations ready to coexist in organizations, newcomers no longer seek to distinguish themselves in the traditional way. From now on, the promises of long-term development are no longer enough to attract and retain talent.

In addition to this new difficulty in retaining talent, there are conflicts between generations with different aspirations. Generation X (45-55 years old) often feels that they are being sacrificed in order to promote the retention of young people. Technology has also brought to the new generations a role more of knowing than learning.

Fortunately, this situation is not inevitable and requires teamwork by managers. This new diversity must be experienced as an opportunity and the implementation of new tools in the company (online leave request, intranet, etc.) helps to fluidify relations between people who have the same level of knowledge and information.

The manager, until now the holder of the information, sees his role transformed in depth. This evolution must be accompanied by the Human Resources Department at the forefront in the transition to a more collaborative organizational mode.

Finally, the other path that is beginning to prove its worth is that of “reverse mentoring”, in which the younger generations train the older ones, generally in new technologies.

Employee engagement = Emergence of  Talents

It is well known that employees who are recognized and valued in their work and proud of their company are more likely to commit themselves and bring out their talents.

But this posture is not only decreed on paper and requires a clear vision of the company and its objectives. For the latter, the challenge is to provoke this commitment by knowing how to recognize the value of each person.

In 2016, a study by the Canadian company OfficeVibe revealed that more than 85% of employees worldwide are not fully engaged in work, and the lack of active engagement costs companies around the world several hundred billion euros. Thus, committed employees are a necessity today. However, commitment cannot be decreed and must be the result of a managerial policy and various processes implemented within the organisation that are decisive in bringing employees to reveal themselves and give their best.

The employer brand and the company’s reputation are nowadays essential criteria for employee motivation. Reinforcing this reputation today requires not only social networks but also a series of initiatives led by HR departments and/or the communications department. Long-term commitment also means agreeing to separate from an employee while giving them the opportunity to return. This is the phenomenon of “re-hiriing”.

Analytics and Big Data: new technologies for talent management and retention

BI and Big Data tools are designed to change human resources management. They are nowadays very present in the recruitment phases but their use is increasingly focused on talent management. They allow a better understanding of employee profiles while matching employee aspirations to the company’s needs.

Big Data is now a reality in many companies. At the marketing and sales level, it makes it possible to know and better target customers. But Big Data is much more than that and is of increasing interest to Human Resources, which also has its customers to manage: employees.

The data they offer is a gold mine of information on the career path of each of them, their professional and personal aspirations. In addition to this information, there is now also all the information on the Internet that can be used to further enrich analyses.

However, having such an information resource is an opportunity, but it is still necessary to know how to use it. To do so, methodology and purpose are essential for its successful implementation.

Big Data is a turning point in HR management. From this premise, the promises he announces in the field of HR are attractive both for recruitment and talent management. Big Data makes it possible to match CVs, training and job offers. This opens up career opportunities for employees that he may not have necessarily imagined. Even if companies are now at the beginning of experimentation, Big Data will allow employees to imagine their career path and offer them opportunities throughout their career.

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/

Generation X,Y,Z : the challenge of the intergenerational The company of the 21st century is currently undergoing several revolutions, at once material, technological, financial and organisational. In two centuries, the entrepreneurial world has never changed its pyramidal structure and hierarchical codes so much, and the change is sudden. Read More

A Strong HR Approach for 2020

How to Build a Strong HR Approach in 2020

With just a few weeks into the new decade, we’ve highlighted some of the current trends we’ve seen in the industry that will help you build a stronger HR approach in the coming year.

1.    Recruitment Chatbot

We have seen a huge increase from companies incorporating HR chatbots on their careers site. A recruitment chatbot is an HR software that mimics human conversational abilities during the recruiting processes. What’s great about chatbots is they can collect a candidate’s CV or contact

information as well as screening questions about the candidate’s experience, knowledge and skills,

saving recruiters a lot of time when it comes to top-of-funnel recruiting activities.

This HR software allows companies to streamline the application process while also promoting your company image to be innovative and efficient by allowing users to get their questions immediately answered.

2.    Artificial Intelligence Software

There’s no doubt you’ve heard this term being thrown around the last year. AI presents a terrific opportunity for HR! AI makes HR more effective by allowing staff to spend less time on repetitive and administrative tasks and to rather focus on more strategic approaches to the hiring process.

Not only is it great during the hiring process but it can allow you to access your HR business data, plan digital training opportunities and track their training progress as well as view and updating employee information.

3.    HR Automation

HR automation is the future of HR process management. HR has always been thought of as a very manual department, however this is all changing with new HR software being adapted. Automation in HR means enhancing the efficiency of the HR department by freeing employees of laborious, manual tasks and allowing them to focus on more strategic and complex tasks.

Popular HR automation can include employee onboarding, employee timesheets, leave requests performance reviews and exit interviews. If you’re looking for HR software, then make sure your new software has the following features available: actionable insights, omni-channel access, quick integration, automated alerts and dynamic workflow.

4.    HR Analytics

Again, this is not a new concept however it doesn’t mean that HR departments are putting analytics into good use. HR analytics is a data driven approach that analyses people related problems.

Collecting and analysing this data, will provide HR departments with better decisions based on raw data rather than intuition.

An example of using analytics in HR software is to understand why there is high employee turnover. First, you will need to determine the metrics such as resignation rates, performance, promotion, salary increases and then look for correlations.

There’s so much data and insights you can extract from an HR solution, if you follow the above

recommendations in your HR department there’s no doubt you will see an increase in efficiency as well as ensure that you are attracting the best candidates for your business.

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/

How to Build a Strong HR Approach in 2020 With just a few weeks into the new decade, we’ve highlighted some of the current trends we’ve seen in the industry that will help you build a stronger HR approach in the coming year. 1.    Recruitment Chatbot… Read More

Four factors to motivate employees, not to mention money

Motivating employees is probably the most important task of a manager and it is not always easy. The Remuneration? Yes, but it’s not enough. Focus on the four levers to be activated outside of remuneration in order to guarantee the productivity of your staff.

According to a study from the Monster job website, salary is the number one reason cited by employees to ensure motivation at work with nearly 30% of the votes. While this score puts pay at the top, it’s actually not that great. The fact is that a company has to do more for its employees. There are other conditions that have to be taken into account in order to guarantee continuity of motivation in the teams. A company that has employees who are committed to their jobs increases its chances of achieving its growth targets.

Offer adequate working conditions to your employees

There’s a lot of talk about teleworking these days and that’s good, but having nice premises is probably more important. The working conditions are an undeniable motivating factor. The number of employees who say they are satisfied with their working conditions has risen by more than 10% in ten years.

Train them and help them reach their full potential

Employees are committed to their skills in line with a specific position. Imagine how your team feels when they feel that their manager is always trying to make them better. Increasing knowledge is achieved through training and regular follow-up. A manager has everything to gain from this, it allows his team to be more autonomous and more motivated. An employee who appreciates and understands the stakes of his missions will have the feeling of playing an essential role in the objectives of his company.

Communicate with your team and involve them in the decision-making process

Communication is the basis for motivating employees. A good transmission to the teams is the element that allows them to have a clear vision. And the dialogue is threefold: on a daily basis with operational exchanges, in the medium term with regard to the company’s future projects and in the long term with regard to its objectives and overall strategy.

Another important point is to be able to think collectively, including in decision-making. By involving employees in certain decisions you may be surprised and get ideas that you would not have thought of because as the saying goes, several heads are better than one. Your team will feel considered and more involved in the objectives it has set for itself. Encouragement and congratulations are part of this daily dialogue with your team. This can only be beneficial and give a boost to their efforts.

Contribute to a strong corporate culture

This is undoubtedly the major asset that allows employees to invest and project themselves in the company over the long term. This mission is that of human resources, but not only. You and your team have a role to play in contributing to it. By coming together, an organization goes beyond individualism. It requires common values and objectives to be put forward. As a manager, you must convince your teams to contribute to this on a daily basis, both inside and outside the company, by conveying a positive image.The motivation of your team must be your top priority. If money is the sinews of the war, it doesn’t make all of them.

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/

Motivating employees is probably the most important task of a manager and it is not always easy. The Remuneration? Yes, but it’s not enough. Focus on the four levers to be activated outside of remuneration in order to guarantee the productivity of your staff. According to a study… Read More

How to deploy an international HRIS ?

Nowadays, many companies and international groups feel the need to be able to monitor clear and relevant HR indicators on a daily basis. Nothing more essential for organizations to have an accurate vision of their workforce, their payroll, the distribution of their contracts, age, seniority, to be able to identify their strengths and weaknesses, as well as their wishes for development, etc. This necessity often requires the implementation of an international HR information system, adapted to the corporate culture of each country, and this is where the first challenge lies!  To build, share and bring to life a common language of HR data that will be used, updated by the HR function, managers and sometimes even all employees in the organization. Once this first objective has been achieved, the HRIS will be the basis for the deployment of (totally or partially) standardized business processes, such as salary reviews, annual interviews or talent management.

This necessity often requires the implementation of an international HR information system, adapted to the corporate culture of each country, and this is where the first challenge lies! To build, share and bring to life a common language of HR data that will be used, updated by the HR function, managers and sometimes even all employees in the organization. Once this first objective has been achieved, the HRIS will be the basis for the deployment of (totally or partially) standardized business processes, such as salary reviews, annual interviews or talent management.

Strategic Approach to Deploying a Comprehensive HRIS

An international HRIS brings many benefits to a global organization. In addition to improving communication, it can speed up decision-making and provide real-time information to managers or help create a transnational mindset throughout the company. But the system only delivers its full potential if the organization is clear from the outset about exactly what it wants and can achieve.

 1) The company needs to understand its situation

Organizations enter the path of international human resources management at different stages of development and preparation. For example, the company may have established processes in independent business centres but be aware of the need for a new global HR system, or it may be expanding into new territories and need a more comprehensive solution to support it. Finally, it may have gone through a merger or acquisition and find itself in an international HR environment.

2) Identify your needs

HR activities are divided into three different areas: operations (payroll, absences, sickness), capacity development (talent management, succession planning) and business development such as strategic directions.

It is essential for companies to ask themselves certain questions in order to identify their HRIS needs.

How to have a single international, regional and local database?

How to improve the coherence of HR processes in the company?

How to have a better view of talent? If so, what data is needed to support decision making?

How to transfer part of the transactional exchanges of processes?

How to enable HR, managers, employees to manage their own data?

How could the solution enable me to follow the company’s strategic plans?

How can I manage rapid expansion?

3) Is the company ready for a global HRIS?

It is also important to think about the business environment and the underlying factors that influence the speed and style of the brand new system to be implemented.

Several key points to consider include :

Corporate culture: Are employees ready for change and the implementation of a new system?

The skills and reputation of the HR team: Do they have the credibility and skills to support the project?

Technical Compatibility: Will the overall HR Information System be consistent with the way the company operates on a large scale?

Is the existing information (employees, jobs, skills, objectives…) sufficient to meet the objectives of the project?

Winning hearts and minds

While technological progress is essential for the deployment of a comprehensive HRIS, it is not solely responsible for its eventual success internally. The best system will not be able to deliver the expected result if the people who use it are not stakeholders. With a consultative approach, the project will help to win over users. The key to success is to plan the actions in advance, to know how to achieve this goal.

1) Identifying the obstacles and engaging the international community

In large organizations, there can be many interests in maintaining the status quo. At the level of HR managers, they may perceive a centralized system as a tool to reduce their influence and status. As for managers, who are often overburdened, they may feel that HR is still delegating new responsibilities to them. Companies that already have a strong formal and informal culture between departments, creating networks, will be less affected by the obstacles to change than organizations with less well developed communication processes. In order to implement an international HR system, it is necessary to involve all the company’s HR players from the outset, not only for deployment, but also for design. Ideally, project teams or working groups should be created that are representative of the entire company. Even when the pressure is high, it is therefore important to offer a certain level of participation to those involved.

2) Involve all employees

The great difficulty here is to engage all the teams at an early stage and above all to win their support. To do so, it is a matter of ensuring that all players have a clear vision of the objectives and benefits of the new system. The focus should not be solely on cost savings. It is also necessary to explain how an international HR Information System will provide managers with better data, make their lives easier, and free up their time to concentrate on more strategic tasks. Sometimes, something as simple as a company organization chart will help them feel more involved. For others, standardizing and automating key processes will reduce administrative costs and provide access to as many important and up-to-date management reports as possible. Involve the HR team as broadly as possible in the purchasing process. Ask potential suppliers to organize demonstrations, allowing HR team members to get a real idea of what a global HR tool can offer.

Involve stakeholders in key process design workshops. This will create early engagement and will also help ensure that the resulting IS meets all needs.

– Identify project leaders.

– Ask for volunteers to help steer the system in their departments or regions.

– Get them to act as “ambassadors” for the project throughout the company.

– Look for visible benefits quickly. Determine the parts of the project, or areas of the company, where getting feedback from the system will be best and fastest.

– Showing early success will help to maintain momentum and keep interest and excitement levels high.

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/

Nowadays, many companies and international groups feel the need to be able to monitor clear and relevant HR indicators on a daily basis. Nothing more essential for organizations to have an accurate vision of their workforce, their payroll, the distribution of their contracts, age, seniority, to be able… Read More

The essentials of the HRD dashboard

Key HRD indicators, state of play

Data Culture and HR

Like Finance, there is no real data culture in terms of HR performance. This is due to two key factors: the low number of indicators and the time lag in HR, where changes take time to make themselves felt. In addition, the processing of data related to individuals (absenteeism, etc.) is strictly regulated by law and limits the possibilities of analysis. Establishing and managing an HR dashboard is therefore not easy. In addition to data related to turnover, absenteeism and recruitment, there are steering indicators related to the HR department’s missions in terms of fairness of treatment, diversity and employee commitment, while guaranteeing anonymity.

HR must focus on areas where it can have a real impact (performance management, payroll) and be able to produce factual data to demonstrate that employees are treated fairly and that performance is equitably distributed.

Data structuring and processing

The HR function is increasingly driven by data, the role and volume of which has increased with new technologies and the emergence of new professions such as data scientists.

The HR function is structured around three periods: entry into the Company, which touches on the themes of attractiveness and recruitment, life within the Company (commitment, diversity, equity) and employee departure (turnover analysis). Indicators are needed for these three areas. For example, applicant track systems make it possible to collect a large amount of data on the profile of candidates (number of CVs received, origin, etc.) which makes it possible to optimise investment in recruitment.

In the same way, the data can be used to steer the employer brand policy and target priority actions, particularly on social networks. In another area, the offering in terms of engagement surveys has evolved significantly and constitutes a mine of information to help management in decision-making, for example by studying the link between turnover and engagement rates, which are not necessarily correlated. Tools such as Glassdoor or Happy Candidate allow companies to work on their employer brand and analyse their recruitment.

Data Limits

Regulation

The regulations on personal data, the GDPR in particular, have a strong impact on the data collected by HR, their processing and their use. Indeed, beyond the control of data confidentiality, the regulations prohibit the collection of data on a certain number of sensitive areas (religious beliefs, social origins, etc.) and the hindsight on these issues is still insufficient to grasp the work to be carried out on these data.

 

Setting priorities

Companies sometimes lack hindsight on certain tools such as Glassdoor and sometimes suffer a form of “dictatorship of the note”. However, the opinion given on such sites is not necessarily relevant, whether it comes from customers or former employees. It is therefore important to define the importance given to this data and to give it meaning through the implementation of action plans. It is therefore necessary to save time in producing the data, and to define priorities before indicators.

Two areas should be distinguished: data that fall within the scope of the HR management function (recruitment, employee life, etc.) and data related to equity and regulations, for which the HR function is the guarantor. However, two aspects pose difficulties. The first concerns the borderline between HR and production: is the treatment of absenteeism an HR or production responsibility? In this area, HR cannot replace management in decision-making.

There are also a series of questions related to the indicators to be communicated to the management committees.

 

Manual data processing

The manual processing of the data allows, with relatively simple filters, to establish typologies by department that may give rise to HR problems. For example, an unproductive employee is often indicative of an HR issue. However, the multiplicity of systems and tools can make it difficult to identify existing data and consolidate it.

 

Key indicators to be monitored

Three key indicators are to be monitored: rate and reasons for leaving (or turnover), payroll and hiring rate. Other themes may be of interest: attractiveness of the company (Glassdoor rating, number of applications received, recruitment lead times, departure rate in the first two years), average seniority per department, mobility rate, cost of turnover, corporate social responsibility and sustainable development, etc.

Measuring the effectiveness of HR dashboards

Good practices for defining an effective dashboard

There are problems of data construction and reliability, especially for manually processed data. In this respect, it is important to keep the same methods over time, in order to facilitate the comparison and interpretation of the evolution of the data. Indeed, HR data must be assessed over a long period of time, because corrective actions do not produce their effects from one month to the next. The obligation to achieve results is less direct than in areas related to a company’s finances.

 

Existing data, but which are not always up to date

In particular, for SMEs, there is a subject of corporate management and the reporting of relevant information to the Executive Committees and social partners, which does not allow problems to be identified and decisions to be taken. It all depends on the maturity of the HRD and the managers’ appetite for these issues. The typologies mentioned, on attractiveness for example, are relevant, but the data are not necessarily fed back into practice.

Towards automated and forward-looking dashboards

As HR data plays a role in decision making, it is important that dashboards take a forward-looking approach, for example to establish a profile of a typical candidate. However, this horizon still seems distant. Moreover, this raises questions about the use and comparison of the data with those of other companies, which raises the question of making HR data available in Open Data, as the volume of data in the SMEs is relatively low, it is necessary to be able to compare oneself with other companies in order to make projections.

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/

Key HRD indicators, state of play Data Culture and HR Like Finance, there is no real data culture in terms of HR performance. This is due to two key factors: the low number of indicators and the time lag in HR,… Read More

Why the Blockchain will change the HR function as we know it?

Piles of resumes to process have become the daily life of recruiters. And before you select the ones that are likely to make a difference, chances are you’ll spend some time there. While the AI revolution should provide real support, it is only possible through the Blockchain. Technology will transform the economy as a whole, and human resources are no exception.

The Blockchain is a decentralized system in which information is stored on countless servers capable of monitoring and authenticating changes to this information in real time. It looks like a classic server, except that the technology allows virtual transactions and exchanges without intermediaries. It was in 2008 that the system became known thanks to the virtual currency, Bitcoin.

What the Blockchain will bring to the HR world

One of the strengths of technology is its total transparency. In recruitment, it could play a major role, particularly in the verification of candidate profiles. The time savings are likely to be considerable and recruiting officers may not be able to do without it. This is the direct relationship between artificial intelligence possible only through the blockchain. PDF CVs and professional profiles on social networks are undeniably living their last hours…

The function specialists are well aware of this, the management of salaries and working time of everyone in a company is not always easy. The Blockchain may well prove to be able to respond to the administration of companies in the years to come. Its ability to be completely forgery-proof makes technology, for example, the best possible bank. No institution would no longer need to intervene in the process, which guarantees both security and cost savings for companies.

A new organizational model thanks to the blockchain?

As far as management is concerned, the system also has its say. It wants to be more and more “liberated” and less hierarchical. Well-being at work has become the key to success in both start-ups and larger structures. HR is well aware of this and seeks to retain talent in different ways. What if the Blockchain could play a role in the corporate culture?

Through the establishment of Decentralized Collaborative Organizations (free associations of individuals within open communities with a common goal), HR should have visibility over these DCOs (Decentralized Collaborative Organizations) and the members who have joined them based on their skills, interests or career aspirations. These organisations have the capacity to create cohesion around common objectives. The Blockchain system allows everyone to collaborate on a project. With the transparency of the technology, the reference that would be created by a user would be both visible to all but immediately rewarded according to its added value. Reward would be fair based on the contribution of each individual and their role in the community. A means of guaranteeing employee commitment.

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/

Piles of resumes to process have become the daily life of recruiters. And before you select the ones that are likely to make a difference, chances are you’ll spend some time there. While the AI revolution should provide real support, it is only possible through the Blockchain. Technology… Read More