Modern systems for the implementation of hr processes in the organization. How automating HR processes saves you time. Optimization of business processes in the organization: examples of participation in them by the HR service
The introduction of technology is transforming the functionality and structure of HR departments; new professions are emerging within the HR functionality, the demand for which in the market will grow. Yaroslav Tretyakov, COO of Skillaz, talks about the professionals that no major employer will soon be able to do without - HR process automation managers. They already exist in the most innovative companies that rationally consider the effectiveness of spending each ruble.
Yaroslav Tretyakov, COO of Skillaz
Why does the market need such a profession
Today, more and more companies are transferring recruitment to algorithms and automating repetitive routine HR operations. There are three reasons for this:
- acceleration of selection;
- the ability to control staffing;
- obtaining transparent measurable results of the work of HR specialists.
Technologies are trusted for many different tasks: ranking applications and resumes, communicating with candidates and analyzing them, scheduling interviews and recording interviews in video format.
The largest players in their industries come to us at Skillaz to comprehensively deal with the automation of selection. Many of them start automating processes from scratch, while others integrate the system with solutions already in use. But in any case, in order for robotization to be painless for the company and quickly show its effectiveness, a person is needed who will control all this.
In large companies, the implementation of HR automation is carried out by an individual specialist or even a whole team, which includes employees of HR and IT departments.
What makes up the work
The main task of such a specialist is to improve HR processes in the company, make them more modern, but at the same time less time-consuming and more convenient for everyone. To do this, he implements technological solutions and simultaneously optimizes business processes in the company.
First step- streamlining and unifying HR processes, reducing them to a convenient, unified, step-by-step system. Algorithms can only be trusted with what has already been sorted and systematized; chaos cannot be automated. This is especially true for large companies with many territorial divisions, where often the selection is carried out separately. That is why the HR process automation manager is more HR than a pure "techie". He must know the whole “kitchen” perfectly from the inside and at the same time have an analytical mindset in order to understand how to systematize and optimize these processes.
Second step- analytics and preparation of an automation plan. If we are talking about automation of recruitment, then for this a specialist analyzes the recruiting funnel at all stages, collects statistics and identifies weaknesses: where and how many candidates come from, what recruiters spend the most time on, how much it costs to select one employee. This exploratory stage is necessary to understand what processes can be automated and what solution is suitable for this.
Third step- selection of a service that meets the needs of the business, and its integration with the company's IT infrastructure. To do this, a specialist must know well or be able to find information about what IT solutions for automating the necessary processes are on the market, what are their strengths and weak sides.
In summary, choosing the right product comes down to answering three key questions:
- What metrics of HR processes do we want to improve?
- What are the capabilities of the product?
- How much will it cost us?
Sometimes the solutions available on the market are not quite suitable or their functionality is not enough, so it is necessary to create turnkey tools or refine the service for specific tasks. In this case, the automation specialist should act as a project manager: draw up a clear terms of reference for the development or improvement of the service, assemble a technical team of performers (if it is a solution from scratch) and control all stages of development. And for this you need to have the necessary set of technical knowledge.
Fourth step- the stage of implementation and testing, when the manager needs to coordinate the work of internal IT specialists of the company and the contractor, identify all imperfections, inconsistencies and ensure their completion.
Do you think that this is the end of the work of the automation manager - the project has been launched, and it is time for him to look for a new job? No matter how. The introduction of digital tools is just the beginning. After that, the most important and difficult stage of operational support of the process begins, on which the success of the entire project depends for the most part. It is now that the manager will need to show his maximum professional competencies. In order for new tools to work for the development of the company, it will be necessary to constantly analyze the effectiveness, track statistical indicators and conversions, and, if necessary, refine solutions. This is the only way to continuously improve the quality of the results.
Basic requirements for professionals
Let's say you're looking at the job of an HR process automation manager as your possible profile. How to understand what skills and knowledge you need to "pump"?
That's what a professional should be able to do right now.
1. Perfectly understand key HR processes. The specialist must know the specifics of recruitment in the company and the industry as a whole, be familiar with the main metrics of recruiters' performance and be able to analyze the statistics obtained.
2. Be digitally literate. You do not have to be a programmer, but without certain knowledge in the field of data analysis, understanding the principles of operation and decision making by algorithms, you will get nowhere. Without this, it will be difficult to explain the value of technological HR services to employees and company management. Now there are many opportunities to learn the basics even for people without a basic technical education.
3. Understand the topic of automation. One of essential qualities automation manager - knowledge of the functionality of current services and tracking new ones. Well, if you are closely acquainted not only with Russian, but also international market HR tech.
4. Think systematically. You need to have an analytical mindset and at the same time be able to see the “picture” as a whole, understand why all this is necessary for the business, how it affects the main business indicators. The ability to see how all elements of the process connect and influence each other helps to make informed and correct decisions, as well as to “sell” your ideas to top management.
5. Be able to manage the project and product. It’s great if you have successful experience in building customer journeys, conducting A / B tests, using customer development techniques and design thinking, as well as experience in automating processes or reorganizing the work of departments where you needed to coordinate and control many people . It could be centralization. personnel document flow, implementation of HRM systems, experiments with chat bots and new formats of corporate training.
6. Know the relevant legislation. First of all, this concerns the legislation on the protection of personal data, with which recruiters constantly work. When choosing a service provider, it is important to pay attention to their compliance with regulators, as gaps in information security can cost a company reputation and money.
7. Don't be afraid to take risks. Any decision-making involves recognizing opportunities, managing risks and, if necessary, abandoning tools that do not work. The future belongs to experimenters who are not afraid of change, introduce new technologies into work and abandon them in favor of others, putting productivity management at the forefront.
Prospects for the profession
Now there are not so many vacancies for managers in the automation of HR processes on the market. There are also few professionals. More often, automation is indicated in vacancies as one of the functional areas of an HR manager. In some companies, the process of introducing new technologies does fall entirely on the shoulders of IT specialists, and not the HR service, which is indirectly involved.
However, process robotization is no longer the prerogative of large holdings and is gradually becoming the norm for medium-sized businesses as well. According to the website, every tenth company on Russian market somehow uses artificial intelligence technologies that speed up the process of finding new employees and optimize the recruitment budget. Every year their number will only grow, which means that the need for competent specialists with interdisciplinary experience will also increase, who will be sought not only among HR, but also in the IT field. Given the market focus on the development of automation, today HR specialists should think about developing the missing skills in order to be in demand tomorrow.
By the way, it will be possible to learn how to correctly formulate business requirements, set tasks for a contractor, draw up terms of reference and choose tools for HR automation at the business game "Let's Make Recruitment Great Again" during the summit. Come!
Engineering / reengineering of business processes, as a rule, is needed by those companies that want to optimize their activities and increase their efficiency.
First of all, I would like to remind you that “the best is the enemy of the good”! Therefore, if a company is developing dynamically, it is not worth limiting its growth to bureaucratic frameworks, burdening it with complex regulations and procedures.
My experience in companies, both domestic and with foreign capital, suggests that the process approach is useful for stable and steadily growing organizations. Engineering and/or reengineering is definitely needed for companies:
- at the stage of maturity (exists for more than five years);
- with a large number of staff (more than a hundred people);
- with low staff turnover.
Over time, the number of back-office departments and back-office staff increases, sometimes outpacing the growth of the business. At the same time, due to insufficient attention to the development of people, the monotony of work, organizational routine, the efficiency of the company is reduced. Although all employees are busy, even overloaded, it is extremely difficult to assess the need for their work ...
The formalization of business processes allows you to see many of these problems from a new angle. Description and optimization - a tool that helps to more rationally organize working time employees.
On the personal experience I made sure that the description of business processes makes it possible to:
- time the working day (take a “photo”) of the company’s employees in order to evaluate their performance;
- evaluate the need to perform certain operations, and if necessary, redistribute them or transfer them to outsourcing;
- evaluate the possibility of switching to internal client relations and, accordingly, the introduction of internal service billing;
- install continuity processes (by reducing the influence of the "human factor"), so that in the absence of an employee at the workplace, the process does not stop;
- automate operations/processes.
Of course, when adopting any experience, it should be remembered that when transferring best practices from one company to another, it is necessary to customize them (from the English customer - client, consumer) - to bring them into line with the needs of a particular organization.
Project "HR Processes"
It is no secret that the results of the project largely depend on its preparation and organization. Even before starting a project to describe HR processes, you need to enlist the support of managers, prepare teaching materials(method materials and an example, see application) and be patient. If possible, you can ask for help from colleagues who have already implemented similar projects in their organizations. Especially important:
- choose the right project manager;
- motivate members project team;
- provide the project with resources;
- choose the right project sponsor.
Getting started, be sure to correctly plan the schedule for the implementation of tasks. Thanks to this, all members of the project team will know exactly what to do in the next stage, as well as see the results of their work.
Supervisor. The effectiveness of any group work is largely determined by the professionalism and personal qualities of the leader: the higher his professionalism and the better developed communication skills, the more likely success is.
Because HR processes are part of common system management, it is important that the project manager has an idea of what the management system should be like as a whole, he could “see the forest for the trees”. Requirements for such a specialist:
- good analytical skills;
- excellent knowledge organizational structure companies;
- understanding of the features of its work, the specifics of production processes.
Which is better: to involve an external expert (for example, an employee consulting company) or appoint someone from "their"? It must be understood that the preparation and introduction of a new person will require distraction from the work of specialists (as mentors), as well as a long time for the newcomer to adapt and master the specifics of the organization.
Motivation. For performers, the description of processes is extra work, that's why Special attention should be given to the motivation of participants (material and non-material). There are several "pitfalls" here:
- small amounts of remuneration may offend performers;
- too large payments, exceeding initial expectations, discourage (“why do something, because even without it they pay good money”);
- an additional budget is needed for financial incentives.
It happens that the budget for the implementation of the project "HR-processes" is not allocated, but even in this case there is always the opportunity to use intangible "levers", to create in the team such an atmosphere in which each project participant will "give their all 100%"! For example, motivators can be:
- the desire to accept the challenge and cope with difficulties;
- intention to acquire new experience and knowledge;
- the desire to avoid work overload by optimizing procedures (today is the main motive for people).
It is important to celebrate each intermediate stage with at least a small celebration that raises morale. pleasant surprise All HR employees may be paid for overtime hours worked.
Resource provision. Of course, for the fruitful work of the group you need:
- workplaces, including computers with a standard set of programs (sometimes you can limit yourself to free packages, such as OpenOffice);
- specialized programs for writing texts and visualization (diagrams, graphs, etc.);
- stationery, etc.
It is important to consider that people will need to be trained to work with specialized computer applications.
The fact is that the use of standard programs to describe the processes (Word or Excel text editor) gives bulky documents of various formats at the “output”. Worse still, due to the complexity of the material in the future, it will not be possible to correct them or use them in other projects (such as writing job descriptions, subdivision regulations or job evaluations). At the same time, many project participants will be extremely overloaded, so the quality of their work will be low.
Experience confirms that the automation of such work makes the work of people many times more efficient, allows you to standardize and simplify the performance of typical operations. Therefore, when describing processes, it is better to immediately allocate funds for special applications(such as ARIS Express, Business Studio, ELMA, IBM WebSphere Business Modeler, Fox Manager).
In addition to specialized programs, it is possible to describe business processes in the personnel modules of systems. If a this project not local and implemented in the company / will be implemented in the near future ERP system, then it is advisable to use the tools available in it.
Project sponsor. A significant figure is the sponsor of the project. This is not a financier and not necessarily a director of the company (although it is better if it is one of the top managers). The main thing is that this person should understand the need for changes earlier than other participants and believe in favor of standardization and formalization of processes/procedures. It is he who will manage the finances of the project, "to decide its fate."
Do you need an external provider?
Another important question that should be resolved before the start of the project: will the company be able to “pull” the project on its own, or should it turn to external providers for help?
To make a decision, you need to evaluate the costs / risks / benefits for both options:
1) work on their own;
2) engagement of an external organization/consultant.
According to the experience of working in companies that have implemented similar projects, if you correctly take into account all the costs (training employees, the cost of attracting project executors, debugging and correcting errors), the first option is far from always more efficient and cheaper. Only by comparing the two budgets and evaluating the risks of each of the options, you can decide to carry out the project yourself.
If the company has a separate project office, whose specialists, of course, have experience in describing processes, then HRs should involve them in cooperation. For example, the text description can be entrusted to HR employees, and the development of illustrations can be assigned to colleagues from the project department.
If it is decided that the company needs outside help to debug the HR processes, then the task of the HR is to find out and then prompt the top manager:
- firstly, under what conditions should a tender be held among providers;
- second, how to do optimal choice for your company.
What difficulties lie in wait for HRs when working with "Varangians"? Summarizing my experience of cooperation with external providers (and not only in the field of process management), I identified four "scenarios" for the development of events; figuratively they can be called:
- "Princess Frog";
- "Catch a fish, big and small";
- "Vovka in the Thirtieth Kingdom";
- "Turnip".
"Princess Frog". Imagine the ideal provider for the HR Processes project: you issue a task, and then you get the “ideal product” (like the king in the fairy tale - “We need to embroider two carpets by tomorrow!”). One task - one solution, no changes and additions! The beauty?! - No, it's bad!
Why can't a "fabulous" product be considered ideal? The fact is that HR processes are auxiliary, their task is to support the main (technological) processes. HR processes should be clear and flexible, simple and comprehensive.
But business is a very dynamic system, changes are inevitable there! Therefore, technological and business processes should also be constantly modified, adjusted to the requirements of the “current moment”.
Of course, it is very difficult to describe an ideal process (and it should be a statement of the current state)! To maintain “perfection”, the description of the processes must be constantly changed to meet the requirements of the business. But if you do not know how the processes are “arranged”, when conditions change or a new task arises, only the provider can again find the ideal solution. And the employees of the company, not knowing the methodology, will only be able to imitate the development and description of processes. Remember how the wives of the brothers of Ivan Tsarevich hid the leftovers of food in their sleeves, peeping at the Frog Princess ... But a miracle will not work! 
conclusions. When choosing the best and most progressive provider, there is always a risk of falling into complete dependence on it. This means that in the process of work there will definitely be additional financial costs, but the transfer of knowledge and skills from the provider to the company's employees is unlikely to take place ...
"Catch, fish, big and small." This tale can become a sad prophecy for companies that decide "for fidelity" to hire consultants who promise to debug processes "cheaply and quickly." As you remember, the Fox never caught a fish herself, but she found something to show the fool to the Wolf - fortunately, the day before she very successfully met the unlucky grandfather fisherman with a catch ... The provider can also demonstrate “completed projects”, which in fact turn out to be just copied from real masters material.
conclusions
. Trusted Project Manager beautiful presentation, will turn out to be in the role of the Wolf, sitting at the hole in anticipation of a “nibble on the tail”, and the company as a whole will play the role of grandfather and grandmother, who were left without a fish thanks to the cunning of the Fox, a dishonest provider. 
HR, forcing colleagues to work on new processes that are not applicable in real life - what a sad tale ...
"Vovka in the Thirtieth Kingdom". Brave fellows - "Two from the casket" - help Vovka in everything. Literally in everything! This is especially evident in the episode where they eat buns and sweets for him. So with an external provider, there is always a risk that he will write processes “for himself” (or for some type sample), and the company, like Vovka, will be left without anything ...
conclusions. Do not look for a company that will undertake a project without understanding all your needs. They will describe the processes, but only the consultants themselves will understand this.
"Turnip". But the tale about Repka is exactly what you need! Everyone and everyone in the company is imbued with the idea, understands the benefits of process management, and work together to implement the project.
conclusions: in order to involve people in changes, the whole team must be informed - what kind of project is it and why is it needed. And then everyone, from the top manager to technical specialist, will work together on a necessary and important matter.
In conclusion, I advise colleagues to keep at hand the methodological materials that are available in the appendix. On their basis, existing processes have already been described and new processes have been modeled, so they can be safely taken as the basis for a future project. There is the main thing: the process template. Even if a decision has been made to involve an external provider, I highly recommend writing your own methodological materials - this will help you understand what kind of product should be obtained as a result of the work.
It is necessary to draw up a “process tree”, it simultaneously serves as a work plan, and gives a complete picture of the nomenclature of processes. The "Process Description Rules" indicate exactly how to assign a code to a process. Think about how you can model the evaluation of the effectiveness of each process, select evaluation criteria. This will make it possible to identify processes that require additional attention and, if necessary, reengineering. Compare the "inputs" and "outputs" of the processes in order to clearly see the business model - both for a separate section and for the entire company as a whole.
To evaluate the business model, it is desirable to involve experts: let them prepare recommendations based on an “outside view”. The better prepared employees are for the start of a project, the faster and easier it will be to implement. Only with careful preparation "from the inside" can one achieve High Quality(even if the company invited an external provider).
Application Buisness process- a stable, purposeful set of interrelated activities (sequence of work), which, according to a certain technology, transforms inputs into outputs according to certain rules through certain mechanisms rice. one). The modern approach to managing an organization is business process management. (For example, the ISO 9001:2000 standard explicitly requires the use of a process approach in managing an organization.)
Rice. 1. Scheme of process description As process input may be information (document), inventory or employee (in the latter case, these are often the processes of the personnel department). process output may be the same elements as in the input, but already transformed during the execution of the process. Process control- information that defines the rules for converting inputs to output. Process mechanism- transformation of input to output ( rice. 2): employees (structural divisions) of the organization and the equipment on which they work (machines, office equipment).
Rice. 2. Scheme of process description The output of one process can be an input (control, mechanism) for another or used by the client of the organization ( rice. 3).
Rice. 3. Interaction of processes Each process has owner- a person who has the authority necessary to organize work on the process and is responsible for the result of its implementation. The above example displays a business process in IDEF0 notation. This is one of the options for graphical display of the process. A conceptual diagram of process control is presented in figure 4.
Rice. 4. Conceptual scheme of process control Why describe business processes? First, it is a requirement of the standard. Secondly, it brings tangible benefits to the company:
Process description rules. The description of a process is the definition of all its characteristics; carried out by a designated person in charge. Processes are described in documented procedures (DP). The name and code of the process reflect the essence of the described work, they are determined by the person or group of persons appointed to describe this process. Process code - digital identifier, assigned in the form X.Y.Z.,
X - division number in the nomenclature of the company's affairs (source - secretariat); Process description template and process characteristics 1. Appointment. 2. Purpose of the process(necessary or desirable result of the process as an activity, to achieve which the enterprise implements this process). 3. Scope. 4. Responsibility. 5. Definitions and abbreviations. 6. Resource support of the process. Process resources - required to perform work within the framework of this process: a) personnel; b) information; c) infrastructure, etc. Sections define the planning, preparation, initiation and execution of work, as a result of which the expected result is obtained. 7. <Наименование раздела>.
8. Monitoring and control of the process(monitoring process indicators). Process measurement - obtaining measurable values of the characteristics and indicators of the process. Process control - the activity of comparing the actual indicators / results of the process with their standards. Monitoring, measurement and control of the process are carried out to obtain evidence of the ability of processes to fulfill their defined requirements and tasks. The effectiveness of the process (as part of the process measurement) is the degree of implementation of the planned activities and the achievement of the planned results, that is, quantitative indicators that determine the degree of compliance of the actual results of the process with the planned ones. The evaluation of the effectiveness of the process is carried out for:
The assessment of the effectiveness of the process is given by indicators, the values of which are reduced to measurable values. Performance indicators are determined based on the assessment of the effectiveness of the process. 9. Evaluation of the effectiveness of the process. 9.3. Calculation of performance ratios: K 1 \u003d 1 -<значение поправки за единичное отклонение по первому показателю>X<количество единичных фактов отклонения>, where<значение поправки за единичное отклонение по первому показателю>- correction at<описание сути отклонения>.
K 2 \u003d 1 -<значение поправки за единичное отклонение по второму показателю>X<количество единичных фактов отклонения>, where<значение поправки за единичное отклонение по второму показателю>- correction at<описание сути отклонения>. 9.4. Calculation of the effectiveness of the process: R<код процесса> = <весовой коэффициент первого критерия>x K 1 +<весовой коэффициент второго критерия>x K 2 + ... +<весовой коэффициент m-го критерия >x Km
9.5. Formulation of performance appraisal:
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Effective recruitment work cannot be done without HR processes that are at the very core. human resources- this is not only testing candidates in the form of interviews, but also subsequent training, adaptation to a new place, setting motivations. If all stages are running, then the performance of the company with the new employee will improve significantly. A little more about each of them.
Organization of personnel management
An ordinary person does not see all the actions of a recruitment agency, of which there are actually a lot. After all simple circuit"Employment - Work - Dismissal" includes many more aspects, if, of course, professionals are engaged in the selection of personnel. Below is a list of the main HR processes in a company, which may also have their own subsections:
- Search for candidates for the position.
- Selection of employees.
- Adaptation of employees to a new place of work.
- Evaluation of the capabilities of employees.
- Development of staff skills (including training).
- Career management.
- Installing motivations through payment.
- Personnel accounting.
Recruitment for the enterprise
Most companies are increasingly choosing young and inexperienced staff as new employees for their vacancies. Thus, they are looking for unprepared people who will be easier to teach their attitudes and rules, motivate and bring into their circle. However personnel policy HR agencies assure the opposite: a person with some experience and professional training will be much better at developing the company's field of activity, it just needs to be directed in the right way.
The first option with a set of non-professionals is suitable for medium-sized organizations, such as outlets, gas stations and others, having trained a new employee only the basics of communication with customers. As for large enterprises, then it is important to choose someone who will really continue to develop the already delivered business. A good motivation for this is promotion career ladder, premiums and other bonuses provided by the company. That is why the so-called filter is needed in the selection of personnel, which is often trusted by HR agencies.
The advantage of this process is that specialists conduct a series of interviews in which they gradually identify the strengths and weaknesses of a person. Only after the full completion of the competition, the successful candidate proceeds to next step- adaptation of employees.
Adaptation of employees in a new place
A new employee of the company will work more efficiently if he is first adapted to the working conditions. The personnel management process, called the orientation course, helps in this. During this course, in absolutely any form, the staff is immersed in the culture of the enterprise.
During such a course, the values of the company, the basics of communication with customers, possible conflict situations and ways out of them. At the same time, specialists should remember the main thing: it does not matter to the client who serves him - an experienced employee or a trainee. It is always important for him to receive the service in the form in which the company offers. Accordingly, it is in the interests of any recruitment agency to convey the main points to the new employee as best as possible.
Personnel training and development
Another important HR process is training and further development all employees of the company. It is necessary that this happens regularly, especially if the company does not stand still, but constantly introduces ways to implement tasks. This stage includes various activities:
- production courses;
- schools with innovative methods;
- courses of the second profession or specialty;
- faculties of advanced training.
Each of the methods is able to increase the skills of the staff, and therefore improve the productivity of the entire company. This is also important for career advancement of individual employees. Therefore, all employees should be involved in the process, properly motivated and set goals.
Assessment of employee capabilities
The next step in personnel management is its assessment. It is very important not only to spend efforts and funds on training and development, but also to understand that all this is beneficial. Appraisals should be scheduled regularly. To do this, it is necessary to assemble a team of independent judges and hold a number of events.
Based on the results of certification, the management of the enterprise receives a detailed certificate about each employee. Based on it, it will already be possible to draw further conclusions - to keep the employee, assign him advanced training courses, or start looking for a new candidate for this position.
Career advancement or layoffs?
The work of a recruitment agency also includes such an important process as the dismissal of an employee or his promotion up. In this matter, it is very important to feel the fine line and not give other employees a reason to worry about their place. So, for example, the reason for the dismissal of one employee for committing a gross error should be clearly explained to the rest of the employees.
The same goes for promotions: not always one or another employee who has good sales skills will be able to perform managerial tasks just as successfully. That is why the help of a recruitment agency is needed, which will be able to professionally recognize the capabilities of an employee to improve the efficiency of the entire company.
Automation of HR processes is an important component of the service recruitment agencies which must be present at any stage of work with personnel. Not only the selection of new candidates, but also the dismissal of employees with experience should take place under the clear supervision of professionals. Any big company, valuing its time and staff, should implement HR processes as a basis for better performance. Large international enterprises have long been linking the work of HR agencies with their success in the market, as well as overall employee satisfaction. If the staff is satisfied with their work, it will provide maximum service to visitors. Therefore, the work of the HR department with personnel guarantees the company good service at the exit.
How to Change HR Processes: Video
Let's use examples to describe how the HR service can optimize the activities of an enterprise by managing personnel. Use the "Four Steps of Optimization" method. The experts prepared practical task for optimizing a business process with a turnkey solution.
In the article:
Business process definition
A business process is a standardized activity that helps transform a company's resources into a final product that is in demand by the consumer.
There are 3 types of business process: managing, basic and supporting.
Core business processes- sale of goods, product manufacturing, purchasing and warehouse logistics.
Supporting business processes- accounting, personnel management, legal support. The experts of the System of Personnel will tell you, how to link the goals of the organization with the goals of the supporting units
Management business processes- the whole complex of management functions is included, both by local processes and by the activities of the entire enterprise as a whole.
How to write a description of the business process of an enterprise, an example and step by step algorithm you will find in the book of Irina Kiriy.
Business processes in the organization: examples of participation in them by the HR service
It is possible to increase the effectiveness of company management if you correctly optimize all business processes. In this situation, the HR service should become the main assistant to management, actively participate in the optimization, automation and regulation of business processes. From the materials of the "Personnel System" you will learn how
The HR service has the power to influence many processes that directly or indirectly affect the success, and hence the profitability of the business.
Table: Scheme of interaction between the HR service and personnel
The leaders of modern advanced companies do not limit the personnel service to only administrative functions. Increasingly, HRs are becoming equal participants in the main business processes. Even if the company is small and there is only one HR manager in its staff, he can take on the solution of strategic tasks:
- plan the company's need for personnel;
- form organizational and corporate culture;
- engage in selection and placement of personnel, including top managers;
- to form a system of motivation;
- make personnel decisions.
The experts of the HR Director magazine will tell you,
Optimization of business processes in the organization: examples of participation in them by the HR service
The head of the HR service can take part in the optimization of business processes. To do this, you can use the " Four optimization steps».
Step 1. Analyze all business processes of the service.
Evaluate those processes that were once implemented, but they are already outdated or those that were implemented only for show. Find out what reduces the effectiveness of the personnel management system. Refuse to perform these procedures or try to simplify them. Use HR analytics. The experts of the magazine "Director of Human Resources have developed
Step 2 Automate all business processes for which software solutions have already been developed.
Check out the demos offered by the developers, select best options The software that best suits your organization. Use
Step 3. Incorporate motivational solutions into the assessment, reward and punishment system that will help encourage employees to multitask and versatility.
to communicate the company's goals to ordinary HR managers.
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Example A task: The Board of Directors determined several business goals for the next year and brought them to the heads of departments. Top managers, taking into account these goals, had to determine the directions of work of the supervised services. One of the goals set is to increase the company's market share by 3%. The solution of the problem:
Outcome: The goal of increasing the company's market share was achieved even earlier than planned. |
Time is one of the most important resources these days. And it's so annoying to spend it on routine tasks and everyday activities that I would like to do the least. Yes, for example, vacation and sick leave calculations are important, but on the other hand, motivation and, OKR and. How to combine these important HR processes and keep up with everything? Just by automating them.
Why keeping records in Excel = wasting your time
One plate, two plates, many plates. The more of them, the more difficult it is to do what you need without unnecessary movements, especially at the recruiting stage. Different data in different tables, who doesn't get confused here? And besides the mountain of plates: here you need to upload a vacancy, there - enter the names of candidates for the previous vacancy, answer a letter, phone, conduct an interview.
Plus, working in tables means:
- Mistakes
We all make mistakes, especially if we are processing a mountain of data the size of Everest. Of course, the human factor plays a role here, but if there is a way to minimize the possibility of errors, then it is better to do it. After all, each of us pressed the wrong button and “everything disappeared”, only in the event of an error by HR, the company will certainly incur losses.
- Lack of security
Most of the information that HR works with is confidential. And when this data is in different places, it becomes more difficult to protect it. The risk increases if you keep records of data in online tables, where you need to remember to follow the "Access Settings".
- Non-systematic approach
Keeping all tables the same is impossible. Imagine that the organization has a large HR department and each specialist enters data into the table in his own way. Of course, formatting standards and certain formulas are created. But in any case, all employees have different level preparation in working with tables and do it as best they can.
A more embarrassing case is when the HR director who implemented the storage system leaves the company. The company is wasting time and money along with it. new system will be up and running as it should.
4 reasons to choose HR process automation using the example of Hurma
Automation of HR processes minimizes the effort and time spent on routine actions. HRM systems, like Hurma, eliminate the need to manually keep records in tables, enter the data of candidates and employees each time, calculate vacations and provide sick days, make 1:1 appointments and Performance Reviews. All this happens automatically in the system, HR only needs to enter data once, and then manage it in the system.
Why else should you choose automation?
1. It standardizes processes
You don't have to reinvent the wheel over and over again. The HRM system allows everyone in the HR team to effortlessly keep records in the system in one click without adding new tabs and creating other tables.
2. It Helps in Building an Employer Brand
For example, Hurma System is designed not only for HR, but also for employees on probationary period. A user-friendly interface allows an employee to:
- get acquainted with the "Company Tree" (see the photo and position of each employee of the company);
- learn about new events, both your own and the company's in a convenient calendar;
- define OKRs and monitor your own and team progress daily;
- request vacation / sick leave / work from home with one click or even via smartphone in the bot.
3. It allows you to securely manage all HR processes in one place
RSA encryption and protection of authorized client sessions in the Hurma system make it possible to forget about "Access Settings" in online tables and. Information about employees, accounting for vacations and sick days, as well as contacts of candidates are no longer scattered across different documents - they are conveniently located in one system. And even if something goes wrong, you can always contact support.
4. It saves time
Analyzing all the above advantages, we can conclude that automation achieves the main goal in optimizing the activities of modern HR - it saves time.
Personnel - the main resource of the company
As the business grows, the number of employees increases. To achieve the goals of the company, the work of each of them is important. And if suddenly you lose an employee, it means that you have lost a certain amount of money. According to IT Svit experts, it costs 4-6 monthly salaries to lose an employee, and 2-4 salaries to hire a new one.
In 2019, it is important for HR to focus on retaining the best employees. And for this he needs more time.
According to Hurma customer survey:
- the system helped save up to 43% of time on routine operations, reduced financial and labor costs, thereby optimizing the work of the company as a whole;
- increased eNPS by 25% and Q12 by 12%;
- reduced staff turnover by 12%;
- saved 18% of the company's budget.
Save your time with Hurma System!
The Hurma HRIS system has become the first national system in Ukraine, which was created taking into account the needs and requests of companies from various fields. The system developers are constantly improving the functionality and listening to customer requests so that Hurma becomes a reliable assistant for all HR managers.
