New challenges for HR management

That digital transformation affects all business leaders is well known, and HR management is no different. In an increasingly liquid world of work, the human resources department sees an increase in the importance of all those processes that follow the life of the employee within the organisation. From recruitment to onboarding and the creation of customised growth plans, the HR department can and should leverage digitisation to avoid the inefficiency and non-value-based time of manual management.

The classic definition of Human Resources or HR has been broadened and employees represent a strategic success factor for companies, which cannot avoid focusing on their development and professional growth and their quality of life in the company.

3 key factors to consider:

The new digital skills

Resources should possess not only an ability to use technology, but a mindset focused on flexibility and continuous learning.

The new professions

From Cloud Architect to Data Scientist, the new professions to be introduced in your organisations can give a positive push to the digital transformation by integrating with the resources already present in your company.

The employee's well-being

Gone is the era in which the salary level alone guaranteed the employee's 'loyalty' to the company Managing corporate welfare is as strategic as it is complex. The relationship becomes multi-layered to the point of direct confrontation with the resource. The activities and quality indicators to be monitored multiply.

A new organisation

The HR department can and must be the spokesperson for new agile organisational models whose characteristics can be summarised as follows:

  • Structureflexible roles, autonomy, open communication.;
  • Processes and practicesinnovative tools and models, information transparency, continuous improvement;
  • Culture and leadership stylesinclusiveness, talent development, leadership as inspiration;
  • Skills: personalised training, entrepreneurial mindset, valorisation of personal interests;
  • Ecosystemcollaboration with external actors, openness to new experiences, social and environmental commitment.

Digital technologies for the HR department

From research to the working life management of the resource, some examples of how digital technologies can improve the performance of the HR department:

Intelligent Automation for Personnel Recruitment

The bots interface directly with third-party systems, tools and portals and, thanks to Artificial Intelligence, identify the most interesting profiles based on the characteristics sought and synchronise them with the company's legacy HR systems for future use, making the entire search, selection and recruitment process more agile and less costly.

BPM for HR processes

The onboarding process, for example, is by definition an interdepartmental process where the owner, the HR department, has to involve many other departments, such as IT for the delivery of assets. The use of a BPM platform can avoid the inefficiencies and downtime caused by management tending to consist of e-mails, phone calls and excel sheets, by bringing all the actors onto a single workflow, with clear and shared steps and actions.


Automatic Reporting

Monitoring the entire history of the employees within the organisation, assigning training paths and goals, evaluating their performance, are all activities that require people to work on different systems, extract data and compile reports. RPA systems interface with repositories, systems and platforms autonomously extracting the required data without time or opening hour constraints, producing reports that are always up-to-date and leaving your staff more time to analyse, share and decide.



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Over time, each company has created its own customised solutions for managing business processes, but these often turn out to be inefficient and difficult to control.  

They generally rely on outdated solutions, which in reality result in wasted time, delays, errors, misunderstandings between the people involved, high costs, and lost profits.  

In fact, companies are often only looking for the possibility of governing fruitful and useful business...

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