“That’s because the growing importance of technology and digitalisation has changed the nature of competition,” says��Heinrich de Leeuw, Managing Director, SEIDOR in South Africa.

“This has made it clear that competitive advantage depends on innovation to leverage human resources more efficiently and effectively. In this environment, SMMEs that transform their human resource capabilities and functions in that direction are set to outpace the competition,” he says.

HR digitalisation has the power to revolutionise HR functions and processes such as recruitment, employee management, payroll, and training. By automating repetitive tasks and, most importantly, yielding analytics that enable companies to make data-driven decisions, it can significantly boost business performance.

Digitalisation improves efficiency, reduces errors, and saves time and costs for HR departments. For example, HR management software can automate tasks such as payroll processing, performance evaluations, and benefit enrolment. Recruitment platforms can use artificial intelligence to screen resumes and identify top candidates. Together, these benefits improve the HR experience for both employees and HR professionals, enabling everyone in the SMME to focus on more strategic and engaging activities.

According to HR consultancy McLean & Company’s��, organisations across the globe are experiencing “significant lags” in their adoption of��. With digitalisation in place, organisations can begin to create new value chains and experiences that are collaborative, interactive, sustainable, and profitable.

Here are six ways that��HR digitalisation with ERP provides competitive advantages for SMMEs:

1. Streamlining HR processes: HR digitalisation and automation can simplify and automate time-consuming HR processes such as hiring and onboarding, payroll, benefits administration, and performance reviews. This not only saves time and money, but also reduces the risk of costly errors and compliance issues. Digitising these processes makes HR more efficient and reduces administrative burdens on HR staff, freeing up time and resources for HR teams to focus on strategic initiatives rather than mundane tasks.

2. Improved employee engagement: HR digitalisation enhances employee engagement by giving employees access to tools and resources that allow them to better manage their work-life balance, view their performance metrics, and provide real-time feedback to their managers. Ensuring that employees have a more positive and engaging experience helps to improve retention and attract top talent. Millennials and generation Z in particular are a demanding generation of workers who are glued to their screens. Companies that use these digital technologies in combination with social media platforms for HR purposes – have a significant competitive advantage when it comes to attracting these workers.

3. Better data analytics: Digitalisation provides SMMEs with real-time, accurate data analytics that can be used to make better-informed decisions about hiring, performance management, and employee engagement. For example, it can help a business to identify the areas where it is seeing the highest employee turnover and develop strategies to address this issue. SMMEs make better-informed decisions about hiring, performance management, and employee engagement.

4. Integration & Automation:��Seamless integration to operational and control systems such as biometrics as well as time-an-attendance enables automated performance management and assists in efficiency in payroll.

5. Cost savings: HR digitalisation significantly reduces administrative costs associated with HR processes, such as printing and mailing employee documents, and can also help reduce errors and compliance issues that can be costly for SMMEs.

6. Improved collaboration and communication: Digital HR platforms facilitate better communication and collaboration among employees, making it easier for them to work together, share information, and collaborate more effectively.

“In an increasingly volatile, uncertain, and complex environment, HR’s role and scope has become larger, more important, and more challenging than ever, as have the demands on HR staff,” says de Leeuw.

Now is the time for SMMEs to focus on taking a proactive, long-term, and innovative approach. The digital transformation of HR will ensure greater business resilience as a result of flexible and more agile ways of working.

Even small companies need to operate on an increased efficiency level and eliminate work silos. With superb scalability, 51����Business One ERP grows with a business, providing a platform that unifies and automates processes across various functions, including HR. It enables the business to access data that will drive growth, as well as the functionality to improve employee engagement and drive customer satisfaction.

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Organisations are now preparing for a future that maintains and expands on the gains made since 2020 when it comes to digitizing their����and processes. In an always-online world, and with the constant emergence of new technologies set to irrevocably alter the way we work, asset-intensive businesses need to double down on their digital transformation initiatives to ensure they remain the frontrunners in their respective industries.

Yesterday’s��, today’s concerns

Understandably, however, some companies are somewhat cynical about undertaking another large IT transformation programme. Typically, this comes down to budgets and concerns about downtime while the new����is being set up. However, this reluctance also stems from the failure of pure-play enterprise resource planning (ERP) implementations of the past to deliver the expected value to asset management organisations, leaving both management and blue-collar staff disillusioned. Reasons for this had to do with the����being complicated and cumbersome to use. In addition, they were not easily integrated with other key��. The implementation also required massive investment both financially and with set-up time. These issues are further compounded by failures in both����and change management.

Over the last decade, the����underpinning ERP����has changed dramatically thanks to advances in intelligent����such as AI, machine learning, and advanced analytics. No longer is ERP solely about transactional��. Nowadays, it spans all of the day-to-day processes of an enterprise and is inherently tied to digital transformation to offer true value to asset management organisations. In fact, 95% of businesses achieve major improvements after using ERP through reducing process times, increasing collaboration, and centralising enterprise data.

Here are four of the����benefits offered by today’s ERP��:

Data-driven decision-making��

Today’s ERP����are worlds apart from their predecessors, providing agility, integration with other��, enhanced user experiences that are relevant to the particular user or process, and mobile integration for real-time visibility of the asset base. They also have the ability to process large amounts of data, and through improved analytics tools, businesses are able to make sense of that information so that data-driven decisions can be made.

Mobility and increased employee��

Take South��’s fuel����and mines, for example, field workers can now instantaneously capture and share information about and photos of the state of an asset using mobile devices. In the past, they would have to make notes on a piece of����and then give this to someone in an admin office who would have to copy everything that was scribbled down over to the ERP��. The information gathered is crucial for compliance with organisational processes such as������and����management. By having the capability to perform real-time analytics, real-time applications can be deployed if needed.

Monitoring for��

ERPs also harness Internet of Things (IoT)����to monitor assets remotely, which in turn helps to expand their lifespan by providing early warnings about potential problems rather than waiting until something goes wrong, which can prove quite costly for organisations. This enables businesses to calculate when outages will occur during planned����so they can inform customers well in advance.

Time and cost savings

Unlike in the past, where ERP����could take up to three years to install, now this can be achieved within a matter of weeks and in stages to ensure that the desired benefits are being realised. This is because integration is much easier and more seamless these days. Consequently, the����outlay and disruption to����are reduced too.

The cost is further minimised for those organisations that will need to upgrade their current ERP to the latest version. Those using 51����should make the move to 51����S/4HANA, a next-generation����suite designed for the digital economy, but again, this does not have to be a lengthy, laborious and expensive exercise.

HCL offers a dedicated, SAP-approved partner package solution that can move customers to 51����S/4HANA with low risk, little disruption, within short timelines and at a reasonable price. For more information on how HCL can help your company tackle tomorrow’s����challenges, visit:��.

HCL is an 51����Global Strategic����Partner with over 25 years of experience in leading complex 51����transformation programs. HCL’s 51����S/4HANA Factory+ incorporates people, processes and����to provide an industrialised and accelerated approach for conversion to 51����S/4HANA- laying the foundation for further agile����transformation.

51����S/4HANA Cloud is a future-ready ERP system with built-in intelligent technologies, including AI, machine learning, and advanced analytics. It helps transform business processes with intelligent automation. Built for the cloud, it runs on 51����S/4HANA – a market-leading in-memory database that offers real-time processing speeds and a dramatically simplified data model.

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