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Angelina Gentili, from Personio: “HR needs access to certain information for decision making”

A few days ago, we attended the event HUG on Personio Tour, which brought together HR directors from all over Spain, in Madrid. During the day we were listening to the main challenges facing the sector, as well as the innovations that technology brings and how they are solving obstacles in the day to day of these professionals.

To delve deeper into the Human Resources and technology sector, we have spoken with Angelina Gentili, head of People Ops at Personio.

MuyPymes: What are the main concerns of Spanish SMEs at the HR level? H H.?

Angelina Gentili: Currently there are several concerns of Human Resources professionals in small and medium-sized companies, the number one being the digitization or automation of their processes. Almost 60% of those RR. H H. who are digitized feel prepared to face the new crisis, in contrast to 30% of those who they do not have their automated processes. One of the main reasons is that one of the demands that HR departments require today. H H. is to have access to certain information for decision making.

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Without digitization, it is very difficult to access this data. Another reason is that today’s workers require asynchronous tools to access important information. For example, having salary settlements instantly, or having access to your signed documents. If in these times you are not prepared to meet these requirements, it will affect the employee experience, and may cause them to leave their job or decide to continue their career in another company.

MuyPymes: In your study you mention that a third of the HR departments. H H. does not access the data, how does Personio’s technology solve this?

Angelina Gentili: It must always be clear that the RR. H H. They handle a large amount of information. When this data is intelligently stored and recorded, it can decisively help in decision-making. For example, it makes it possible to understand the purpose of some benefits, such as additional vacation days. With our platform, reports can be extracted on how workers are using those benefits. Thanks to it, it is possible to plan work when a large part of the staff is on vacation, among many other functions.

Other very useful metrics are those related absenteeism due to medical leave. With the coronavirus, this has been essential in understanding what percentage of the workforce is sick on average. This can help the HR management. H H. to plan whether or not it is necessary to increase hiring to make up for the loss of talent. On the other hand, one of my favorite metrics is the calculation of attrition, that is, the calculation of casualties. With Personio you can check the number of casualties that occur per month, so that HR teams. H H. can help analyze them. These are just some examples.

MuyPymes: What expectations do you have for the recently announced Personio Conversations tool?

Angelina Gentili: Personally, I am very happy with the arrival of Personio Conversations, which is a help platform integrated into Personio. One of the most common problems of our day to day is the number of messages, Slack, emails… that we receive from our workers every day with different questions and problems. For the RRs. H H. it is very difficult to follow up when there are so many communication channels, and waiting times can be very long.

With Personio Conversations employees have a single communication channel to which we can add some automations, for example, assign it to specific people within the department or assign projects to a specific person, among many others. This allows us to be more efficient with the way we work, while significantly improving the experience of our workers. With Personio Conversations we win in the PR team. H H. and also our workers, who will be happier and more cared for.

MuyPymes: A concept that you have influenced is that of Customer Workflow, why?

Angelina Gentili: Human Resources no longer consists of simply meeting the requirements that we must have in order by law when it comes to hiring and managing workers’ documents. Many of them, today, require that the RR. H H. be understood as processes with some depth. One of the best examples are the programs aimed at employees to meet their needs (Payroll, information, benefits, etc.) and that should focus on their own satisfaction.

Therefore, Human Resources today are thought of as dynamic processes. A clear example of this is onboarding processes, when the assignment of the workplace (a country or city, for example) can automatically generate consecutive processes associated with that place. That is People Workflow Automation. With our tool, a series of actions can be designed based on certain attributes of the systems. Those are the intelligent Human Resources processes, the ones we need today.

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