HR at the Heart of Digital Transformation

Data digitalization is a priority for many companies, especially in the field of HR. Beyond simplifying processes, digitalization enables the automation of repetitive tasks while improving information management and reducing costs. All of this is done with the aim of upholding corporate social responsibility objectives. 

In this webinar, Christel Marguillard, SIRH Director at Microtis, and Cindy Phonsavane, Territory Manager Belux at Rise Up, discussed the evolution of the HR function and the tools that will help companies navigate this transformation under optimal conditions. 

A look back at some key figures..

The digitalization of Human Resources encompasses all processes aimed at dematerializing practices into specialized digital tools. This action offers several advantages: 

• Automation of processes (administrative tasks, calculations…) 
• Improvement in efficiency 
• Cost reduction (paper, printing…) 
• Easy access to information (secure, encrypted spaces) 
• Enhanced employee experience (everything is accessible online) 

Today, 74% of companies consider digitization an absolute priority. 90% of them plan to invest in HR-related technologies in the coming years. 

The acceleration of digital transformation, further driven by the Covid-19 pandemic, has compelled companies to adapt rapidly, including implementing remote work solutions. 

In response to this situation, information technologies had to quickly evolve to enable companies to simplify their remote work processes while maintaining service quality. This is why new, more sophisticated management solutions such as CRM, video conferencing, project management, and mobile applications have emerged. 

Nowadays, employees expect their employers to provide modern equipment and tools to facilitate their work and increase productivity. This includes the use of collaborative software, process automation, and artificial intelligence. Moreover, Generation Z, heavily reliant on mobile technologies, desires greater work flexibility, the use of mobile apps and social networks in place of email or phone, and continuous training. 

 

Adapting to digitalization 

The Human Resources Information System (HRIS), such as the Gesper range by Microtis, encompasses various software solutions designed to manage different aspects of the HR department. An HRIS consists of multiple modules, each of which covers a specific HR activity. Every company has the flexibility to create its own system tailored to its needs and priorities. 

An HRIS can be described in five different categories: 

• Administration: This module is used to oversee day-to-day HR tasks, including personnel management, contract establishment, absence and leave management, onboarding, and offboarding. 
• Organizational Management: It involves modeling the company’s hierarchy, optimizing workforce tracking, managing internal mobility, and scheduling employee presence. 
• Time and Activity Tracking: This module tracks actual working hours and helps with workforce planning. 
• Talent Acquisition: It provides a link to online job postings, tracks recruitment stages, and automates certain tasks like sending emails. 
• Talent Development: This module supports annual performance reviews, goal tracking, and training monitoring. 

 

What are the major trends in HRIS? 

HRIS is evolving rapidly, driven by both business needs and local or industry-specific regulations. The major trends primarily focus on automation and enhancing the user experience: 

• Data Analytics: Tracking Key Performance Indicators (KPIs) enables effective monitoring, which in turn helps make data-driven decisions to optimize processes, improve employee performance, and reduce turnover. 
• Chatbots and Artificial Intelligence: These technologies are increasingly being used in HR to answer newcomers’ questions and automate administrative tasks. 
• Collaborative Platforms (or Employee Self-Service): These platforms provide access to information and documents, facilitating communication between employees and the HR department. 
• Talent Management Platforms: These are used to identify, train, and retain key personnel within the company. Performance evaluation and skills management are fundamental aspects of talent management. Online training is gaining popularity among employees who can learn at their own pace and location, and among companies that can create specific and dedicated training programs. 

In conclusion, HRIS solutions aim to streamline processes, enhance the user experience, and optimize talent management. Microtis’ HRIS is tailored to the Luxembourg market and consists of several software modules (payroll, personnel management, training and recruitment, performance evaluation). The front-office or “self-service” component allows employees to access their information and documents, request leave or remote work, and make changes to personal data. Microtis’ Gesper range is customizable and scalable according to each company’s HR needs and maturity. 

 

Microtis x Rise Up

Known and appreciated in the professional world, the Rise Up platform (associated with Microtis) enables employees of a company to take recommended or mandatory training courses as directed by their management, in order to keep their job-related skills up to date. By digitizing its training program, this allows: 

• Cost reduction through content standardization and digitalization. 
• Improved traceability by tracking and digitizing legal documents (attendance certificates, etc.). 
• Greater accessibility: everyone can take the training, regardless of their profile, location, or language. 
• Customization of content based on each individual’s profile. 
• Greater benefits: increased training success rates and reduced cyber risks through quick revision tests that reinforce understanding of the materials. 

The goal of Rise Up is not to replace humans but to strike a balance between different learning modalities (in-person and remote). 

As you can see, the digitalization of Human Resources is a crucial point in managing a company, and HRIS tools are indispensable for managing our talents. 

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