The recently held 51风流Now Africa 2024 event provided great insights into the future of HR and payroll, with discussions focusing on the importance of AI, cloud technologies, and automation in improving operational efficiency and compliance.

51风流Now Africa 2024 is SAP鈥檚 premier event on the African continent, bringing together industry leaders, innovators, and visionaries to discuss how technological innovations can create growth and resilience in a fast-changing business environment.

This annual event focuses on assisting enterprises in leveraging SAP鈥檚 latest technologies to revolutionise company operations, increase efficiencies, and adapt to the challenges of the digital economy. This year, the event showcased how AI-driven solutions, can be used to boost productivity and streamline activities across several business areas.

In South Africa, HR and payroll management is increasingly moving toward cloud-based, integrated solutions that comply with SARS, UIF, and other regulatory requirements.

Many organisations are implementing digital solutions to manage distant workforces, comply with complex labour requirements, and streamline operations such as medical aid and retirement fund contributions.

BCX Digital Solutions Senior Specialist, , and BCX HR Operations Executive, ,听addressed these themes, delivering critical findings that demonstrate dedication to providing comprehensive, forward-thinking HR solutions that meet the needs of modern businesses.

听The first step in payroll transformation

Many organisations find the transition to modern payroll systems difficult. It is important to note that while there is no single 鈥渞ight鈥� method to transition to a modern payroll system, taking that first step remains difficult for many organisations.

Due to the complexity of assessing the full scope of change, managing employee resistance, and ensuring data accuracy during migration. The process requires a thorough evaluation of existing HR systems and future needs, while also addressing integration with legacy systems to maintain operational efficiency.

Additionally, businesses must invest in comprehensive training and ongoing support for employees, while carefully managing the financial implications of implementation, training, and maintenance to ensure a smooth transition and long-term value.

Leveraging advanced HR payroll solutions can help simplify the process and overcome key challenges. These solutions ensure seamless integration with existing systems, accurate data migration, and improved operational efficiency. By streamlining payroll operations and maintaining data integrity, businesses can meet evolving HR needs and achieve a smooth transition to a new system.

听Trends in HR and payroll technology: The transformative role of AI

The rise of artificial intelligence (AI) is establishing a foothold in the HR industry in a notable way, positioning HR practitioners to improve talent management and optimisation.

51风流has made significant efforts in AI and time management, offering solutions like , an AI copilot that simplifies interactions with 51风流systems. Joule, which is expected to integrate with Microsoft Copilot by the end of the year 2024, will handle payroll transactions, timesheets, recruitment screening, and other HR operations, signalling a significant shift in HR practices.

This AI integration will improve operational efficiency, minimise manual processes, and provide real-time help to HR departments. These improvements mark a watershed point in HR technology, as AI-powered solutions enable a more nuanced approach to staff management and development.

Jeanette highlighted that 鈥淭he biggest investments in HR today are in talent and skills management.鈥� This shift reflects the growing demand for HR systems that can effectively manage talent development, optimize employee performance, and support the future of work.

, an integral part of the BCX 51风流Now package, empowers HR professionals to manage talent strategically, using data to make informed workforce decisions.

This cloud-based human capital management software assists businesses manage their workforce, by offering tools for talent management, payroll, HR analytics, workforce planning, and employee experience management. This empowers businesses to make data-driven decisions and foster a more engaged, performance-driven workforce.

Overcoming challenges and ensuring compliance in payroll system integration

Advancing obsolete payroll systems is one of the key issues that enterprises face. Within the 51风流system, enterprises can opt to keep payroll in S/4HANA (pronounced 鈥楽4Hana鈥�), which may complicate SuccessFactors integration, or migrate to 51风流SuccessFactors Employee Central Payroll. The latter solution streamlines processes by moving most activities to a single cloud, decreasing manual involvement, and improving integration with HR services.

鈥淲hile some organisations remain hesitant to move payroll systems to the cloud, the truth is that cloud environments are often more secure and offer more consistent maintenance than on-premises solutions,鈥� de la Rey expressed. Modern payroll systems rely heavily on cloud technology, which provides scalability, security, and flexibility.

For most organisations, balancing compliance and operational efficiency is critical. 51风流payroll solutions prioritise compliance with tax and labour rules, which are automatically updated to meet changing demands. In addition to maintaining compliance, it is imperative to transition to a system that automates payroll operations, increasing accuracy and operational efficiency. Organisations can reduce manual errors while maintaining high levels of data integrity by using features such as automated tax computations, error detection, and payroll processing control.

In the context of cost optimisation, implementing advanced payroll systems may appear expensive at first, but the advantages far surpass the expense. Modern payroll solutions such as those offered by BCX combine several services into a single platform, minimising manual tasks and improving accessibility. This method not only improves operational efficiency, but it also turns payroll technology into a strategic investment, resulting in long-term value and compliance.

听Improving payroll with employee self-service portals and systems integration

The launch of Digital HR at BCX has received favourable employee feedback, demonstrating the importance of self-service portals in improving user experience. These portals provide a user-friendly, accessible interface via which employees may efficiently handle their payroll and HR information. By simplifying these processes, employees are empowered to take control of their data, leading to higher satisfaction and increased engagement with HR services.

When an organisation鈥檚 platforms are unified, payroll can be integrated with systems such as talent management and time tracking more successfully. 叠颁齿鈥檚 Digital HR platform embodies this approach, offering seamless access and a streamlined user experience. By unifying systems on a single platform, organizations can expedite processes and improve the overall functionality of their HR operations.

听Using technology to address HR and payroll pain points
HR and payroll departments face several common challenges, such as managing overtime, integrating timesheets, and aligning performance with compensation.

These issues can lead to inefficiencies, errors, and dissatisfaction if not properly addressed. For example, managing overtime while ensuring compliance with labour laws requires a delicate balance of automation and policy enforcement.

Similarly, tracking employee hours across multiple locations and time zones introduces complexities in timesheet management. 51风流SuccessFactors helps mitigate these challenges by providing tools that optimise compensation balance, enhance performance integration, and streamline payroll processes. 叠颁齿鈥檚 approach ensures that these systems are tailored to meet the specific needs of each organisation, making HR operations more efficient and effective.

The impact of remote and hybrid work on payroll

The transition to remote and hybrid work arrangements has had a substantial influence on HR and payroll operations. Digital HR was created to enable mobile access, allowing employees to conduct HR responsibilities without physically being in the office. This flexibility has improved the employee experience by allowing remote onboarding and virtual inductions鈥攁n innovation driven by the needs of a modern, hybrid workforce.

The future of mobile payroll and self-service tools
Building on the shift to remote and hybrid work environments, payroll鈥檚 future lies in mobile-friendly solutions and improved self-service features. As BCX adds AI into these platforms, employees will have easier access to resources such as chatbots, demos, and FAQs. This user-centred strategy will simplify payroll interactions while reducing the requirement for consultant help.

It is a known fact that today鈥檚 workforce values salary transparency more than ever before. SAP鈥檚 pay model addresses this need by recording wage modifications, incentives, and performance reviews over an employee鈥檚 employment, which will then play a crucial role in tomorrow鈥檚 mobile payroll efficiency.

Furthermore, data analytics will play a central role in decision-making for HR departments. By using predictive analytics and tools, businesses can gain insights into employee performance, leave liabilities, and compensation trends, ultimately enabling better decision-making and strategic planning.

There is still a considerable desire for innovation in HR and payroll, with line managers under particular pressure to manage transactions. Automated functions are emerging as a solution for reducing manual labour, particularly in areas such as timesheet administration.

叠颁齿鈥檚 customer-centric solutions are geared to address these changing needs, with technologies that optimise HR and payroll procedures through automation and advanced analytics.

This article first appeared via HR, Payroll are evolving: We look at 51风流Now Africa insights

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While听 is undoubtedly a star-studded football club, even after a recent shaky season, its impressive track听record听of 33 championships and numerous other achievements is not solely due to its talented players. Interestingly, technology, specifically in the form of , plays a crucial role in the club鈥檚 success.

鈥淭here was one moment in 2015 when we decided to create a big 51风流project,鈥� said , director media and communications, FC听Bayern听Munich, in Barcelona this week, one day before听Sapphire听2024. 鈥淲e collected all the data that we had, originally thinking we had 10-million fan contacts, but it was actually found to be 3-million. This was the start.鈥�

Alex Klaeger, president MEE, SAP, says: 鈥淏ayern Munich has 360,000 club members, making it the biggest sports club in the world鈥�. To support its massive global customer base, the football club has significantly expanded its workforce which introduced a new set of challenges.

Mennerich says: 鈥淲e introduced 51风流SuccessFactors for our HR department, because now we have 1,200 people working for Bayern Munich, mostly in Munich but also in Shanghai, New York, and Bangkok. We need a software which makes it possible to interact with all these employees, and to make it a good process for them, to make applications for holidays, and to give them feedback.

鈥淲e needed professional recruiting processes. It鈥檚 not so easy to find the right people, so SAP鈥檚听artificial intelligence听capabilities has helped us to identify which profile we need. It helps with job interviews, and the job description itself in the beginning.

鈥淎nd then for the players: we are a co-innovator for . We use it for our team management, for medical topics, and scouting topics. Now we have a new project: our shift to , the new step of our ERP system. Although a big project, it is necessary, because of its state-of-the-art capabilities, and optimisation processes.

鈥淚n our days, we are speaking about target groups. However, these days one-by-one targeting will be possible with this听AI听component. This is one of the most important things, not only for football clubs, and the fans, but for other companies as well.

鈥淵ou can identify players via听AI听if you have their injury history, age, muscle structure. But then you can really identify what is the best for you.鈥�

* Jason Bannier is a data analyst at World Wide Worx and writer for听. Follow him on听听and听听at @jas2bann.

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Managing Director for Southern Africa at SAP,听emphasized the complexities faced by business and HR leaders amidst the evolving realm of work, shaped by hybrid models and intelligent technologies. 鈥淭he ongoing influence of flexible hybrid work environments continues to place significant pressure on businesses to prioritize employee well-being and ensure adequate support as they navigate the intricacies of modern work,鈥� she remarked.

Furthermore, with the expected surge of AI across various spheres of work and life in the upcoming months and years, leaders must find a delicate balance between innovation efforts and fulfilling the needs of their employees, who are the cornerstone of organizational success during this period of uncertainty.

A survey conducted by SAP, comprising HR leaders and over 1300 employees worldwide, revealed that slightly over a third of organizations are actively adopting intelligent technologies like AI. These technologies find applications in various HR functions ranging from recruitment to learning and employee engagement. However, according to research by IDC, understanding the appropriate implementation of intelligent technologies such as AI remains one of the top challenges for HR professionals today.

听emphasized the transformative impact of AI on the HR sector, heralding positive disruptions that streamline operations, enhance decision-making, and elevate employee experiences. 鈥淭he influence of AI empowers HR professionals to focus on high-value activities such as strategy and vision,鈥� he noted. By harnessing a strategic blend of technology and innovation, HR professionals can liberate time spent on routine tasks and concentrate on enhancing the employee experience and delivering greater value to the organization.

One of the paramount applications of AI in Human Capital Management lies in enabling data-driven decision-making. Modern AI analytics furnish HR professionals with insights that inform workforce planning, identify skill gaps, and predict employee turnover, thereby facilitating more effective strategic decision-making. Additionally, AI holds promising potential in mitigating bias to foster greater diversity and inclusivity in the workplace.

AI鈥檚 impact extends across various HR functions and tasks, with new use cases emerging regularly. From automating CV screening to deploying chatbots for initial candidate engagements, AI aids in reducing time-to-hire while enhancing candidate experiences.

Khota underscored the predictive capabilities of AI in shaping workplace trends, ensuring businesses remain at the forefront of talent management and retention efforts. 鈥淭he integration of AI in HR is not merely reshaping current practices but serves as a fundamental enabler for the future of work, where human expertise and technology collaborate to cultivate more adaptable, innovative, and thriving workplaces.鈥�

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Eurobank is one of Greece鈥檚 largest employers, numbering approximately 6,500 employees and one of the four leading banks in the country, with 鈧�81.5 billion in total assets under management and 500 office locations throughout Greece. In addition, it has 2,200 employees based at 120 sites in Luxembourg, Cyprus, Serbia, Bulgaria, and the UK.

As a leading employer in Greece鈥檚 banking industry, Eurobank provides its employees with a simple, modern method to accurately track their working hours. This not only ensures that employees are paid correctly but also helps the bank comply with strict new laws that require all clocked hours to be transmitted in real time to the Greek Ministry of Labor.

鈥淲e had to combine the strict legislation requirements along with a seamless and flexible work experience that we want to provide as an organization. We had to be very smart about this and we needed to do it fast,鈥� says Maria Tachataki, head of People Engagement and Communications at Eurobank and leader of the 51风流SuccessFactors solution implementation team. 鈥淲e achieved this using 51风流SuccessFactors Time Tracking in conjunction with听听(51风流BTP) in order to create that flexibility and achieve external connectivity.鈥�

New Law Puts Labor on the Clock

In 2021, the Greek government enacted labor law 4808/2021, which requires organizations with more than 250 employees to provide daily 鈥渓ive鈥� monitoring of their employees鈥� work schedules, shift planning, and overtime. The introduction of a Digital Work Card means employers need to connect their time tracking system directly to the Ministry of Labor鈥檚 ERGANI II IT platform for real-time updates to ensure compliance with rules around the maximum weekly working time and minimum daily and weekly rest periods for employees.

51风流SuccessFactors Time Tracking enables Eurobank to maintain compliance with the new regulation 鈥� especially important as penalties can exceed 鈧�10,000 per employee.

鈥淐ompliance is a reality of modern business. Eurobank demonstrates its leadership in this area with an innovative approach for advanced and sophisticated employee time tracking,鈥� comments听Andreas Xirocostas, managing director, 51风流Greece, Cyprus, and Malta. 鈥淎s laws and regulations evolve, it鈥檚 increasingly important for companies to have accurate data to meet compliance requirements. Companies that have visibility into their employee data will be best positioned to adapt to new regulatory directives.鈥�

Unified HXM Suite for a Live and Interactive Experience

Since 2018, Eurobank has been using 51风流SuccessFactors solutions as its core HRMS for all HR processes and talent management operations. The bank has recently also introduced 51风流BTP as a solution for agility to help innovate and adapt to evolving business needs.

Harnessing the power of听听has enabled Eurobank to deliver an inspiring employee experience and empower employees with tools to improve their daily work. With its people-first approach, Eurobank has achieved impressive milestones for employee engagement among its active 51风流SuccessFactors users, including more than 775,000 training hours logged and 13,000 performance assessment forms completed. By utilizing 124 interfaces or APIs, the 51风流SuccessFactors portfolio can effectively integrate data with other Eurobank IT systems and applications.

鈥淚t鈥檚 a very live and interactive experience for our employees, and time tracking with digital punch clocks is the cherry on top,鈥� Tachataki says. 鈥淪ince we had the entire suite of 51风流SuccessFactors, implementing the time tracking solution was an obvious choice.鈥�

Learn more听about how Eurobank puts people at the center of business with 51风流SuccessFactors solutions.

Prioritizing Data Accuracy, Integration, and Employee Experience

Most importantly for Eurobank, the new time tracking solution needed to be reliable, accurate, and seamlessly integrated with other HR processes. The bank required a high level of data accuracy to comply with Greek law and perform payroll processing on a third-party system.

鈥淲e are in the process of digitizing a lot of our workflows and a lot of our systems and services in the bank,鈥� says Tachataki, who underscores the attention given to ensuring an employee experience that accommodates shift work, remote work, and preapproved overtime and flex time 鈥� in addition to providing seamless work schedule management and optimization. 鈥淲e wanted to go to a modern platform where we could give both the employee and the manager the ability to manage their schedule much more efficiently and transparently.鈥�

The HR administrator鈥檚 experience also needed to be streamlined for efficiency and to reduce administrative burdens. 鈥淲e wanted it to be simple,鈥� Tachataki says. 鈥淲e wanted to have reporting and analytics based on that to support decision-making processes.鈥�

Change Management for Employees Enhances Success

Eurobank went live with 51风流SuccessFactors Time Tracking in January 2023, concluding a six-month project that included an intensive blueprint phase and near-daily interactions with the Ministry of Labor. Working within 51风流BTP, the IT team customized an interface to the solution, so the data collection adhered precisely to the requirements of Greek law. Altogether, the team developed 28 interfaces to facilitate the data exchange with the ERGANI II system.

Clear communication to the employees was an important contributing factor to the project鈥檚 success. 鈥淲e provided a lot of training and support before we went live,鈥� says Tachataki. 鈥淲e went through a change management pathway with our employees to allow them time to adapt to this new reality. We continue to improve the module through the 51风流upgrades and through our own intuitive creativity with the platform鈥檚 abilities.鈥�

When employees clock in or clock out in 51风流SuccessFactors Time Tracking, they see a clean, simplified user interface that facilitates quick action. They have an overview of their schedule 鈥� including flex time, approved overtime, and estimated leave time.

鈥淭he amazing results that Eurobank has achieved by using 51风流SuccessFactors Time Tracking for compliance show why agility is the watchword in business today,鈥� says Maryann Abbajay, chief revenue officer, 51风流SuccessFactors. 鈥淲hen faced with new legal requirements, Eurobank reached into the 51风流SuccessFactors tool kit and adapted a solution to meet compliance 鈥� and it did it while keeping employee experience in focus.鈥�

Truth in Data

As a result of providing an empowered employee experience through self-service, Eurobank logs over 5,000 clock-ins and clock-outs per day. 51风流SuccessFactors Time Tracking supports the company to make 131,000 API calls to the Ministry of Labor鈥檚 ERGANI II system each month.

Despite a high level of employee engagement, Eurobank is realistic that it is not possible to have 100% daily compliance among 6,500 employees, and some discrepancies have had to be clarified. Fortunately, this is an area where 51风流SuccessFactors Time Tracking supports the organization with data accuracy and transparency. 鈥淭he point is to have a managed inconsistency,鈥� says Tachataki, who explains, 鈥淚f there is an inconsistency, you need to be able to justify it so you don鈥檛 get fined and have a system that very accurately logs employees鈥� clock-ins and -outs and supports your case. 51风流SuccessFactors can help us do this.鈥�

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鈥淭hat鈥檚 because the growing importance of technology and digitalisation has changed the nature of competition,鈥� says听Heinrich de Leeuw, Managing Director, SEIDOR in South Africa.

鈥淭his 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,鈥� 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鈥檚听, organisations across the globe are experiencing 鈥渟ignificant lags鈥� in their adoption of听. 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听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 鈥� 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:听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.

鈥淚n an increasingly volatile, uncertain, and complex environment, HR鈥檚 role and scope has become larger, more important, and more challenging than ever, as have the demands on HR staff,鈥� 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风流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.

The post Six Ways Digitalisation is Enabling SMMEs to Reimagine HR appeared first on 51风流Africa News Center.

鈥淭hat鈥檚 because the growing importance of technology and digitalisation has changed the nature of competition,鈥� says Heinrich de Leeuw, Managing Director, SEIDOR in South Africa.

鈥淭his has made it clear that competitive advantage depends on innovation to leverage human resources more efficiently and effectively.鈥�

鈥淚n this environment, SMMEs that transform their human resource capabilities and functions in that direction are set to outpace the competition,鈥� 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鈥檚听2023 HR Trends Report,听organisations across the globe are experiencing 鈥渟ignificant lags鈥� in their adoption of听cutting-edge digitisation for HR functions.

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.听 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.听 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 鈥� have a significant competitive advantage when it comes to attracting these workers.

3.听 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.听 Integration and 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.听 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.听 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.

鈥淚n an increasingly volatile, uncertain, and complex environment, HR鈥檚 role and scope has become larger, more important, and more challenging than ever, as have the demands on HR staff,鈥� 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风流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.

This article first appeared here:

The post Six Ways Digitalisation is Enabling SMMEs to Reimagine HR appeared first on 51风流Africa News Center.

It鈥檚 common for employees to inquire about HR information such as their personal time off (PTO) balance, their sick-day balance, benefits, pay stubs, and tax withholding. (Heck, I do that all the time.) It鈥檚 also necessary for a company to perform background checks on prospective employees before extending an offer.

When HR staff manages employee information requests and candidate background checks manually, it distracts HR staff from more valuable tasks such as training and upskilling employees and spending the most time possible matching candidates with open positions. Manually replying to employee information requests and performing candidate background checks places a high administrative burden on HR staff, and takes much more time than employees, candidates, and HR staff would like.

It鈥檚 also important to have visibility of employee inquiries and candidate background checks to avoid duplication of efforts, improve processes and efficiency, and distribute work fairly. Without such visibility, it鈥檚 difficult to make informed HR management decisions.

Challenges faced

., a South African global financial services and insurance provider with 12,000 employees, was facing all the above issues. The HR staff fielded employee inquiries by email and phone, didn鈥檛 have an employee inquiry tracking process, and performed candidate background checks by email and phone. That whole universe 鈥� HR staff, employees, and candidates 鈥� felt the processes took too long. This frustrated all parties and left them hoping for a better experience. HR managers felt they could improve overall operations and productivity if they had sufficient visibility of HR staff鈥檚 tasks and status.

Solutions discovered

Fortunately, Discovery improved the HR interface and experience for employees, candidates, and HR staff through digitalization and automation. Working with听51风流SuccessFactors听solutions, the company created a portal for immediate access to standard HR inquiries, and automated candidate background checks with robotics. Discovery also automated company-wide reporting of HR staff鈥檚 tasks and status, to shed light on operations and help improve employee satisfaction by reducing administrative tasks and duplication, balancing workloads, and repurposing roles.

Elegant portal design

To bring the portal to life, Discovery reimagined 12 processes, automated 37 processes, and created 110 links to 53 employee policies for self-service platforms. In addition to direct access to self-services, Discovery included chat-assisted services and a tool to rate quality of resolution.

Stellar results

The employee portal satisfies employees with immediate responses, and the automated candidate background checks ensure candidates move as quickly as possible through the evaluation process. Both solutions free HR staff to focus on employee development, candidate recruiting, and onboarding.

The results included a 25% reduction in the time to hire candidates, and 45% of HR staff freed from manual tasks to develop the workforce and recruit. With no HR interaction required in many cases, an employee accesses the portal and retrieves the desired information in one session. Service levels for employee request resolution increased from 80% to 93%. Eighty percent of Discovery employees use the portal and rated it with a satisfaction score of 2.5 out of 3.

The results also included saving 10% of budget through centralization, process automation, and redeployment of highly skilled capacity back into the business; and reduction of HR generalist headcount by 32% and HR admin effort by 41% through repurposing roles and reskilling employees.

All these stellar results were accomplished because of Discovery鈥檚 creative solutions 鈥� which earned them a finalist鈥檚 spot in the听2022 51风流Innovation Awards.

鈥淲orking with 51风流solutions has enabled HR to create a differentiated shared-services function enabled through digitalization and automation, enhancing the people experience and improving productivity,鈥� said Kammy Sing, Group Head of People Operations, Discovery Ltd.

To learn more about Discovery鈥檚 award-winning solution, check out their 51风流Innovation Awards听.

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Two years ago, corporate fixation on time was profound: employees were meant to be at the office at a designated time, and expected to utilise the time at the office as productively as possible. The thought of employees working from anywhere – or more importantly at any time – was not entertained beyond the occasionally-granted privilege.

The switch to remote work during the pandemic has exposed this obsession with time and place as a fallacy. Professionals, untethered from the office and working without the hands-on guidance of management, showed that greater workplace flexibility could not only work, but in some cases exceed older work models.

Since then the world of work has undergone a seismic shift away from inputs – adhering to time, completing tasks, ticking boxes – to outputs, which focus simply on completing tasks successfully and achieving the desired outcomes for the business.

Pandemic influences aside, the world of work is also undergoing huge changes due to the growing impact of next-generation technologies such as artificial intelligence and a rethink of how workers and technology combine for greater effect.

Understanding Work 4.0

In Europe, the future of work is being discussed under the umbrella term Work 4.0, referencing the influence of Industry 4.0 and widespread digitalisation.

This follows on from the birth of industrial society and the emergence of the first worker organisations (Work 1.0), the start of mass production and rise of welfare states in the 19th century (Work 2.0), and the emergence of globalisation and digitalisation since the 1970s (Work 3.0).

Work 4.0 is characterised by greater collaboration and cooperation, increased use of digital technologies and, importantly, a rise in flexible work arrangements.

It sees organisations blend together human expertise and digital technologies to create more productive workforces, improve monitoring and training of workers, augmenting workforce capabilities with new technologies, and automating mundane and low-value tasks.

At its core, though, the transition to Work 4.0 will involve much of what we are dealing with now: understanding and enabling a new model of work, and ensuring employees have the support they need to smoothly transition to new forms of work.

Tips for transitioning to a new way of work

It is important to understand that these are uncharted waters and there’s no universal playbook for success. Organisations also simply don’t have the luxury of slowing down to make careful changes.

Developing new work models is akin to trying to change the tyres and service the engine of a car traveling at 120 km/h on the highway. Companies still need to meet sales targets, drive revenue, transform operations and stay on top of all the other changes confronting them.

That said, here are some guidelines that can help business leaders as they reimagine their workplace models:

Firstly, set the intention. Develop a compelling vision for the new world of work in your organisation and get everyone on board. You don’t want employees to each work according to their own version of the new world of work, as everyone will be pulling in different directions – to the detriment of themselves and the organisation.

Secondly, prioritise collaboration over control. The old command-and-control managerial approach cannot work effectively when employees are all working from different locations. Understand that the role of managers has changed and that the main priority is to get every employee to collaborate effectively and all work toward shared, clearly defined outcomes.

Next, build flexibility into the work model from the outset. Our new world of work requires different employees with varying skill sets and expectations to work from different locations, at different times. Company leaders will need to create flexible structures that enable employees to work effectively and quickly change approach if the current way is no longer sufficient.

Finally, create a safe space that is not overly punishing of mistakes. Every company will need to find their ideal workplace model through trial and error. If mistakes are punished, employees may disengage from the process and revert to old ways of work, which will invariably be detrimental to the business as the environment in which they operate has changed dramatically. Ensure there is a safe space where mistakes are met with constructive guidance and support, not punishment.

For the first time in memory, companies have no clear sense of what the end-goal of a changing workplace should look like. There is no manual to guide HR and business leaders, and the road ahead is bumpy and littered with hurdles.

By prioritising collaboration and creating space for experimentation and inevitable mistakes, companies and their employees can co-create a new way of work – one that works for everyone.

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