{"id":4303,"date":"2021-06-14T14:00:39","date_gmt":"2021-06-14T14:00:39","guid":{"rendered":"https:\/\/pryorglobal.com\/?p=4303"},"modified":"2021-11-26T17:04:26","modified_gmt":"2021-11-26T17:04:26","slug":"o-rh-4-0-chegou-a-sua-empresa-esta-pronta","status":"publish","type":"post","link":"https:\/\/www.pryorglobal.com\/en\/o-rh-4-0-chegou-a-sua-empresa-esta-pronta\/","title":{"rendered":"Introducing HR 4.0. Is your company ready?"},"content":{"rendered":"
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Is HR 4.0 a new trend that is here to stay?<\/p>\n\n\n\n

The world is constantly changing \u2013 life today is more dynamic and practical, people are more connected with each passing day, and the future will be more technological.\u00a0<\/p>\n\n\n\n

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.\u00a0<\/p>\n\n\n\n

This new form is an evolution in all aspects: consumption, relationships and corporate environments.<\/p>\n\n\n\n

In this context, what are the main changes that HR 4.0 brings to companies?\u00a0<\/p>\n\n\n\n

When did HR 4.0 start and why?<\/h2>\n\n\n\n

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.\u00a0<\/p>\n\n\n\n

Faced with changes, organizations have also perceived the need to reinvent themselves to be updated and, consequently, productive and attractive to consumers.<\/p>\n\n\n\n

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.<\/p>\n\n\n\n

What is HR 4.0?\u00a0\u00a0<\/strong>\u00a0<\/h2>\n\n\n\n

The HR 4.0 has always been influenced by technologies,<\/strong>but the concept involves other factors.\u00a0<\/p>\n\n\n\n

Despite keeping up with changing technology trends, using\u00a0new tools and software<\/a>, HR 4.0 has also comprised changes in the behavior of professionals and managers<\/strong>who are increasingly involved<\/strong>\u00a0in a horizontal business strategy.<\/strong>.\u00a0<\/p>\n\n\n\n

This is how HR contributes to a constant generation of value, both in processes and in businesses,<\/strong>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.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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What is the impact of people on technological innovation?<\/h2>\n\n\n\n

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.<\/p>\n\n\n\n

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:<\/p>\n\n\n\n

1 \u2013 Continuous and permanent innovation<\/strong><\/p>\n\n\n\n

Creating, renewing and improving, always seeking to improve processes, using new tools or making different uses of them.\u00a0\u00a0<\/p>\n\n\n\n

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.\u00a0<\/p>\n\n\n\n

2 \u2013 People<\/strong>\u00a0<\/p>\n\n\n\n

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.\u00a0<\/p>\n\n\n\n

It is necessary to manage organizational skills considering analysis metrics to guide managers in the decision-making process and the use of strategies.\u00a0<\/p>\n\n\n\n

3 \u2013 Data, lots of data<\/strong>\u00a0<\/p>\n\n\n\n

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.<\/p>\n\n\n\n

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.\u00a0<\/p>\n\n\n\n

4 \u2013 More technological and less bureaucratic companies<\/strong><\/p>\n\n\n\n

HR employees do not need to waste time and energy on bureaucratic tasks, such as the filling of spreadsheets or endless calculations of\u00a0Payroll<\/a>.<\/p>\n\n\n\n

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.\u00a0<\/p>\n\n\n\n

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.<\/p>\n\n\n\n

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.\u00a0<\/p>\n\n\n\n

5 \u2013 Automated and efficient online systems<\/strong>\u00a0<\/p>\n\n\n\n

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.\u00a0<\/p>\n\n\n\n

By adopting automated systems, companies reduce errors, financial losses and labor issues.<\/p>\n\n\n\n

In the online environment, these systems also have three major advantages:\u00a0<\/p>\n\n\n\n