Transform hr is becoming a subject of widespread interest in the business. From the development of new technology, to change in ways of working and management personnel, to help the business adapt to business environment is increasingly competitive and sustainable development. So, HR Transformation, what is? any tips on what helps successful business.
1. HR Transformation is what?
Transform hr or HR Transformation is the overall process to improve and re-design the entire system of personnel in an organization. It includes the change of the core functions of the hr department to reflect and better support for the strategic objectives of the business.
2. Why business should make the switch personnel?
The personnel management is facing major challenges in the management since after the epidemic of Covid-19 to current time. The hr management is now acutely aware of the importance of resources. From which to gain the competitive edge in the market, create the support from customers and employees, serves for target long-term development.
Therefore, transition personnel are pushing quickly to help businesses:
- Put hr strategies into the heart of the future organization in the upcoming years.
- Enhance the ability to solve problems related to human catch up new opportunities quickly, build work environments to inspire the entire staff and increase enterprise value.
- The hr function are tend to switch deep vertically. To help businesses adapt and transform, the hr department needs to develop horizontally, becoming a true partner of the business, share the results of control and ownership with other stakeholders.
3. The transformation in the field of hr – breakthrough to achieve success
Personnel are important factors in the development of business, especially in the current era when the business environment is changing rapidly and the talented candidates have many choices. Therefore, hr must confront the challenge rife and accelerate the process of rapid transformation.
There are three main reasons to promote transition personnel:
Firstchanges on the diversification of the workforce requires Personnel should have policies and flexible system to support knowledge transfer and training the employees old.
Monday, business model rapid fluctuations requires hr to build and reshape the team quickly, support staff, talent development, strengths and learn more knowledge.
Finally, the use of technology, transparency helps to improve personnel management, at the same time attracting employees to use the system advanced and easy to use.
Overview switch, hr is important breakthrough to achieve the sustainable development of the business in the future.
4. 05 the secret switch staffing SUCCESS
To succeed in the transformation of hr, there are 5 important secrets need apply. This is a difficult challenge for businesses and their employees. So, to ensure success, businesses need to plan and prepare for changes before deployment.
4.1 it is important That human element in the process of conversion
To succeed in the transition personnel should pay attention to human factors. To ensure the support and participation of employees, please apply methods of obtaining human-centered in the planning process, ask questions, and resolve their concerns, and transparency throughout the process of change. Meanwhile, employees will be motivated to participate in the process to change and adapt with the change.
4.2 Ensure the participation of the leadership team in transition
To HR Transformation success, team leaders, senior must participate actively. This is the starting point to ensure success in transforming hr. Businesses need to train the leaders to become the force in the process of change.
So executives to lead by example and guide people to embrace the culture that new personnel. To achieve this goal, the level executives need to be involved in the process right from the start, in partnership with other leaders in the company, listened to suggestions and answers questions to ensure the support from top-level management.
4.3 optimizing the application of technology in transition personnel
The application of technology in a strategic way is an important part of the transition personnel. However, the target number conversion as a measure to determine the successful single is not the right approach. Instead, the deployment of technology should be considered as means for the realization of the strategic role of the hr department in the company.
To ensure the success of the transition process, it is necessary to carefully consider the right software to help business achieve the goal of his conversion. The right tools will ensure the transition goes smoothly and will have to perform the following tasks:
- Automate and streamline all the processes data.
- Reduce the time the recruitment process at close to 0, reduce the time for the interview.
- Using artificial intelligence (AI) to create a better experience for applicants and employees.
- Allows the hr department to adhere to the goals of inclusion and diversity.
- Selection of staff in accordance with location work.
To transition the number of personnel actually effective, businesses need a software that can meet comprehensive requirements from process automation, optimal recruitment to enhance the experience staff. Lac Viet SureHCS the solution helps to make this:
- Automate and streamline processes, data – remove handcrafted, reduce errors in records management, payroll, timekeeping.
- Shorten the time of recruitment – AI support screening candidates, schedule interviews quickly, minimize administrative work.
- Create a hr experience better with AI – from chatbot support staff to analyze data to help the development.
- Target support inclusion and diversity – recruiting tools to ensure process transparency, approaching suitable candidates.
- Personnel selection the optimal – rate capacity, proposed personnel in accordance with the position and the corporate culture.
CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS
LV SureHCS is the solution in hrm comprehensive (HRM) is developed by Lac Viet from 1998, now serves more than 1,000 businesses in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013. Platform help of optimized every aspect from recruitment to employment, improve the experience of staff and effective management of resources.
Feature highlights:
- Candidate Pool AI + AI Resume: automatic dissection CV any format, search for suitable candidates instant, a 70% increase quality, reduce recruitment time significantly
- Timekeeping software – payroll – C&B auto: integrated benefits, overtime, insurance, export report, payslip correct for business scale up to 10,000 employees
- Experience hr – wallet reward – ranking behavior – survey periodically: internal management, honor, mounted staff in real time.
- Assessment and capacity development: KPI/OKR flexibility, feedback 360°, the proposed route train personalization according to the evaluation results
- Internal training & LMS integrated AI: learning anytime, anywhere, content management, multi-modal with personalization from AI
- Dashboard BI + AI Advisor: real-time reports, suggestions leadership decisions based on data resources.
INTEGRATED AI ACCELERATION CONVERTER OF PERSONNEL
Lac Viet has officially launched The 3 AI assistant hr deeply integrated into the LV SureHCS including LV-AI.Docs, LV‑AI.Resume and LV‑AI.Help to automate the task administration, standardized data enhanced experience personnel
- LV‑AI.Docs: automatic dissection transfer data from documents such as CCCD, windows, SOCIAL insurance, by level of digital records, standardized
- LV‑AI.Resume: analysis of CV auto, construction, candidate profile, find people with the right criteria by prompt intelligent data mining candidate pool efficiency
- LV‑AI.Help: chatbot internal support, answer questions HR 24/7 access form process quick contextual user
TYPICAL CUSTOMERS ARE DEPLOYING LV SUREHCS
- Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
- Textile company Success (TCM): Application LV SureHCS to manage hr, payroll, benefits, timekeeping and capacity profile for nearly 5,000 employees across 5 areas of activity – from textiles and fashion to real estate.
- Total company air Port, Vietnam (ACV): Choose to trust LV SureHCS to operate the system large-scale personnel with over 10,000 employees, 24 subdivisions, solved the problem of complex business of modeling state-owned companies.
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BUSINESS IS WHAT WHEN DEPLOYING SOFTWARE LAC VIET SUREHCS?
- Comprehensive solutions from A‑Z cover the entire process of HR from recruitment, profile, attendance, payroll, benefits, training, reviews, experience staff
- Highly customizable & flexible connection to suit any scale, industry, easy to connect with ERP, finance, office of chemical
- Save cost & performance enhancement help to lose 40-60% of the cost of operating personnel, retain talent, improve the work efficiency
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: [email protected] | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY
4.4 strategic planning switch roles hr
One of the biggest mistakes of many businesses is the lack of strategic plan to transform the role of the hr department.
To gain a strategic HR Transformation, comprehensive, should include the following items:
- Specify the target for transition, including business goals bigger and needs of the hr department in the company.
- List the stakeholders and determine their role in the process of conversion. This list should include the upper levels, hr team and people from the other parts have the information necessary to support the construction strategy and navigate the transition.
- Media planning and communication with stakeholders, including the dissemination of information and the methods of implementation.
- Set step by step instructions for the transition, including the tools, processes appropriate to each stakeholder in each stage.
- Identify indicators of success can be measured based on the goals.
4.5 Improve conversions personnel through database
To ensure success in the transition of personnel, data is considered the “lodestar” important guidance. This includes the right of access of the personnel department to the source of data about human resources, such as demographics, skills, project results and training of the workforce, and data management performance.
When combined with the data source held different strategies, the business can identify conversion opportunities, and measure the impact of those efforts. This helps leverage the power of analysis and ensure your success, get hr data to accelerate business outcomes in addition to personnel.
Integrated human resource strategy into the overall strategy has become an essential factor in business development at every scale, and the way to nurture capital human resources quality in the context of labor market competition today. Though the transition may be different for each company, but the end result is the combined talents into business decisions.
5. Switch HR – change the strategic function of hr department
In the future, the hr department will develop horizontally – works as an executive agency integration, ensure all the important decisions are taken based on human and institutional capacity, instead of functioning as a department independent professional. (according to Danny Ferron – consultants human development at EY)
Transform HR is a complex process. Many businesses have misconceptions about this work – just focus on the implementation of technology and strengthening the exchange between the hr department and senior leadership. Although both are key factors in the process of converting human resources, but not enough to achieve success for this process.
Transform HR is true when business positioning hr as a business partner within the organization – ensure all the strategies related to human are consistent with business objectives.
To achieve the goal to integrate this and the leaders responsible for promoting the transition HR and ensure all activities are built based on the needs of the business. According to a study, this requires the ceo to erase the boundaries between them and the department leadership – willing to exchange information to create a network of relationships interdependent, who share the same values. At the level of this transformation, the hr department plays the role strategic advice on business objectives for the organization.
