What role does an ERP have in HR?
Today all the professionals of a company talk about the importance of using an ERP, in any department or area of ​​the company itself.
Most workers, initially, when they hear the word ERP are unaware of its meaning and purpose.
In this article we are going to focus on the use and explanation of an ERP in the Human Resources area.
 
To begin with, we could define what an ERP is. In English the acronyms mean “Enterprise Resource Planning”, which in Spanish means “Business Resource Planning”. They are information management systems that help many of the business practices, along with the operational and productive aspects of a company, to be automated. It is a software architecture that makes it easier for companies to interrelate all the information between all the functions of a company.

Currently an ERP is a fundamental presence for a company to create and manage a business strategy , having as objectives access to information, optimize business processes, eliminate unnecessary data and operations, and have the possibility of sharing information between the components of the organization.
To optimize the efficiency and competitiveness of companies, and in their areas, new technologies are essential.
Focusing on the HR Area, its main function is to attract, motivate and train the staff of a company. Most companies usually reward the most efficient workers with an incentive; But today the employee needs to be recognized for the effort invested in an organization, which is why he claims to feel motivated.

In this sense, if a company, within the HR Department, installs an ERP business management system, it will be able to accurately measure the level of efficiency and effectiveness of all workers, clearly indicating performance progress; Therefore, the Director of the Area will be able to access real data to carry out a correct personnel policy. Companies that have opted to invest in these types of solutions, appreciate a very important improvement in the effectiveness of their employees.

For an implementation of an ERP in HR to take effect, there must be an involvement on the part of the staff and a commitment to build the job portal software. It is not always positive due to the fact that it is difficult to change the way of working. Initially it gives the feeling of more work, recoil and control; If one is involved in the project, in the medium term, agility in internal and external processes is achieved, together with the achievement of the set objectives.
 
The use of ERP allows a competitive leap to differentiate itself from the rest, and innovate in processes.
For a good management of HR, it is necessary to implement an ERP in accordance with the management of personnel, training, selection, compensation and benefits, human talent, the employee portal, expatriates (7P), among other main functions of HR.
In short, to manage the HR of a large company, do we need an ERP adjusted to the needs to promote people management?


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