Information about salary, performance and skills assessments are some examples of data that can be easily accessed through management software, which helps HR with the history of each employee and helps with decision making. For example, pointing out which employees should receive a raise or promotion within the company
A survey by the Robert Half consultancy, carried out with 1,161 people across Brazil, showed that 49% of professionals want to look for another job this year. Basically, there are 3 main reasons that lead to this: remuneration, lack of career growth prospects and lack of appreciation in the company. The research highlights a challenge that is common to most companies: the ability to retain talent and keep an engaged team. No matter how much corporations invest in well-structured human resources departments with access to management tools, in practice, monitoring and qualifying people's performance is complex.
Technology can help!
Technology is already a well-known friend of HR, automating common tasks such as payroll, data storage and time bank control, making processes more practical and dynamic. However, the icing on the cake has increasingly been the advantages it brings in relation to people management. Through management software, it is now possible to improve processes that previously required a lot of time for analysis by professionals, such as better understanding candidates' skills when recruiting for new vacancies; measure employee performance to define promotions, monitor history to ensure salary increases compatible with the market, among others.
Communication between HR and different areas also becomes much more assertive with the help of technology. There are also several examples of situations, such as the possibility of answering employees' questions about vacations and real-time time banking, issuing general warnings or about more personal issues, such as the lack of a registration document.
More proximity!
Furthermore, as antagonistic as it may seem, technology helps to humanize the employee's relationship with the company, by bringing transparency and assertiveness to communication. In this sense, a great help that technology brings is in career management. When using management tools with the help of software, the entire performance evaluation history is recorded and some analyzes can be carried out automatically, helping the manager to recognize talents in the team.
According to Jéssica Ariane, Head of Talent Experience Products at Senior Sistemas, technology can be used to collect and analyze data on employee performance, through different tools already known on the market, such as feedback, OKR, skills assessment (90º formats, 180º, 270º and 360º), and Individual Development Plan (PDI). “Through assessments, it is possible to classify the most appropriate skills and abilities for a leadership position,” explains the executive.
“The technology also supports information related to remuneration and salary, making it possible to monitor salary developments, moments and reasons that the employee received some type of recognition related to merit. All information, both performance and salary, is unified in Analytics, which consolidates this skills data and remuneration history to suggest, in a score, which employees are most likely to receive a raise or promotion”, he explains.
THE Senior Sistemas HCM platform is an example of technology that has solutions focused on talent management, which democratize access to information, providing employees with autonomy to manage their information and empowering leaders in the management and development of their employees.
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