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Introducing HR 4.0. Is your company ready?

Is HR 4.0 a new trend that is here to stay?

The world is constantly changing – life today is more dynamic and practical, people are more connected with each passing day, and the future will be more technological. 

HR 4.0 is a new way of thinking human resources, taking advantage of the most modern and innovative technologies with a more strategic approach and focusing on people management. 

This new form is an evolution in all aspects: consumption, relationships and corporate environments.

In this context, what are the main changes that HR 4.0 brings to companies? 

When did HR 4.0 start and why?

The term HR 4.0 has emerged from discussions about the fourth industrial revolution to meet the market needs and future generations. This is because new technologies and trends in human behavior influence the reality of companies. 

Faced with changes, organizations have also perceived the need to reinvent themselves to be updated and, consequently, productive and attractive to consumers.

Everything that happens in the industrial and corporate world always reflects on HR, because it is an area that connects organizations with the external environment. In this sense, HR departments are the first area to go through technological and conceptual changes and to incorporate these advances in the companies' human capital.

What is HR 4.0?   

The HR 4.0 has always been influenced by technologies,but the concept involves other factors. 

Despite keeping up with changing technology trends, using new tools and software, HR 4.0 has also comprised changes in the behavior of professionals and managerswho are increasingly involved in a horizontal business strategy.

This is how HR contributes to a constant generation of value, both in processes and in businesses,bringing to light the importance of employees and incentives to increase their engagement and, consequently, their performance. On the other hand, organizational improvements emerge from all these transformations.

What is the impact of people on technological innovation?

Generally, the question is: What is the impact of technological innovation on Human Resources? However, HR 4.0 has already started to implement, test and approve new strategies that promote changes and bring new perspectives.

Therefore, a transforming vision of the business reality points to a future with more efficiency and productivity. Skills management has an impact on technological innovation as it contributes to develop new forms of work, and these forms come from multiple directions:

1 – Continuous and permanent innovation

Creating, renewing and improving, always seeking to improve processes, using new tools or making different uses of them.  

This constant search for improvement must be continuous and permeate all processes. Moreover, it is permanent and should not be left aside when achieving good results, as it is the only way for true innovations with even more positive results. 

2 – People 

In HR 4.0, people must be understood in a more comprehensive way, with special attention to their skills, so they can fully develop their potential. 

It is necessary to manage organizational skills considering analysis metrics to guide managers in the decision-making process and the use of strategies. 

3 – Data, lots of data 

The computerization of processes and the integration of companies' multiple platforms, allow HR to have a large amount of data to be collected, interpreted and transformed into valuable actions.

Among them, behavior and productivity patterns that will indicate the best employees for the company. Data are essential to develop actions to improve the employee's experience, positively impacting their productivity. 

4 – More technological and less bureaucratic companies

HR employees do not need to waste time and energy on bureaucratic tasks, such as the filling of spreadsheets or endless calculations of Payroll.

The emergence of software and other mechanisms with websites available 24 hours a day and calculation engines guarantee processes with less risk of errors and fraud. 

In this sense, the work can be focused on strategic needs, creative ideas and other key tasks of the company, according to the managers guidelines and organizational needs.

Concerning HR professionals, less operational work means focusing on what really matters: people. Thus, efforts can be concentrated on strategies to achieve goals and better results. 

5 – Automated and efficient online systems 

In addition to reducing bureaucracy, the automation of internal HR processes gives greater agility to your business and prevents wasting efforts on calculating payroll, vacations and year-end bonus. 

By adopting automated systems, companies reduce errors, financial losses and labor issues.

In the online environment, these systems also have three major advantages: 

  • Accessibility – systems can be accessed from any computer, always via login and password. If HR professionals need to work remotely or at another company, they will have easy access to data. 
  • Security – with all necessary actions taken by system providers to protect data. Furthermore, data are stored in the cloud and information is not at risk of loss as it would be on physical servers.
  • Practicality – they do not require the installation of a large infrastructure for operation.   

6 – Technology that guarantees autonomy 

Specific software for this phase of HR 4.0 aims to improve, facilitate and automate tasks and processes. Many of them ensure that employees have autonomy to access information without intermediaries. Today we have perfect solutions for different needs: 

  • Digital selective processes; 
  • Self-registration processes; 
  • Onboarding;
  • Workflows and responsibility assignment matrix; 
  • Performance monitoring; 
  • Control of hours worked;
  • Communication with other sectors of the company; 
  • Organizational climate and culture surveys can be accessed by employees;
  • Employees can update their registration data;
  • Occupational Safety and Health Management;
  • Benefits management;
  • Accounting integration with the financial department. 

A continuous process of change 

As employees become part of the company's innovations, process improvements must be continuous, always seeking the most intelligent, practical and productive solutions.  

HR can implement the changes that truly transform companies. For this, professionals must be prepared and willing to contribute to all spheres of the organization.

If your company wants to participate in this revolution called HR 4.0, it needs to be a pioneer in the opening of the Brazilian market to international technology partners, in order to have maximum safety, efficiency and productivity.

Talk to a Pryor specialist today and take safer steps on this evolution path! 

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