Digital has revolutionised our vision of work

If HR digitalisation means the arrival of tools to support processes formerly managed manually, it is clear that the world of work has changed. Internet, laptops and remote connection or e-mails have changed the way we work.

Beyond resources, it is also roles that have changed in the company. There is a much more strategic role for HR, and more importantly, it is more human-centred. In the meantime, employees becomes actors in their development and growth within the company.


A more human vision of productivity

Thanks to the tools developed to automate the various administrative processes (including absence management, payroll and planning), human resources can now focus on more strategic projects. The retention of talent, the flexibility of work employee commitment have become priorities. You will notice that productivity is not mentioned among these priorities. This oversight is voluntary and is not really a priority if we consider productivity as a logical consequence of a focus on employee engagement.

According to a study conducted by our partner SD Worx, productivity can in fact be boosted by 13% if we make sure we increase employee commitment. Benefits will also be visible for absenteeism (-41%) and voluntary departures (-34%).

Increasingly, productivity is no longer associated with presenteeism, but is more related to well-being factors.

For all that, the idea of ​​leaving data on presenteism in the background, for a publisher of GTA solutions this would be a shame, but it is about using them otherwise. It is important to analyse employee's time actually at work, not playing the role of policeman, but on the contrary it is possible to ensure their well-being. For example, it is important to ensure that they don't work too much overtime or to ensure that everyone has reasonable breaks.

HR departments have gained time and tools; their role remains nonetheless determining

Digitalisation has therefore given human resources extra time, but not just this! They now have a multitude of tools dedicated to the well-being of employees, intended to encourage their commitment.

Teleworking or flexible schedules are often cited as levers for commitment. Technology makes it possible to put them in place. It would be simplistic to say that digital has automated all these processes and limited the role of human resources. Indeed, other levers for commitment are identified and can't be set up without the support of HR: the user-friendliness of the workplace or an adapted management with more transparent management of objectives, continuous assessment instead of annual assessments, or collaborative work. Without a strong corporate culture and appropriate values, the implementation of these principles can quickly lead to failure.

How do Protime solutions promote employee engagement?

Our employee portal is a reflection of this new vision which puts the employee at the heart of the company.

For this purpose, we have integrated a collaborative platform and an objective tracking module into the standard modules for leave requests, time recording and access management. Employees thus have access in one and the same place to all the information that concerns them from their schedule to their own objectives, those of the company and their projects.

In a context that promotes flexibility and especially teleworking, each employee can have access to the entire life of the company from any place and at any time.  


Written by: Protime
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