From HRM software<\/a> to CRM solutions, from ERP to Customer Support software, cloud-based applications have allowed employees to continue working as before even without having access to their office.<\/p>\n Therefore, for human resources departments that have not yet gone through a digitization process, the time has come to abandon Excel sheets and on-premise systems that do not allow interaction, sharing and collaboration, and become active promoters of the digital revolution in the company.<\/p>\n Here\u2019s how a number of key HR processes can be optimized for remote work by leveraging the right technological solutions and focusing on personal interaction<\/b>.<\/p>\n <\/p>\n The spread of remote work is also having an effect on staff recruitment and selection.<\/p>\n The first challenge that those in charge of selection are facing is that of competition<\/b>: the talent market has suddenly expanded in geographical terms \u2013 which means a larger pool of candidates, but also a strong growth in competition. <\/p>\n In this context, employer branding has an even greater strategic importance<\/b>. Companies must be able to attract and persuade talent from all over the world, and without a well-defined strategy<\/a> and investment in the most effective tools<\/a>, they risk being constantly bested by other companies from all around the world.<\/p>\n The second challenge is the digitization of the selection process to limit the use of face-to-face interviews<\/b>. As a result, the recruiting process, which now focuses on the use of an ATS<\/a>, must be enriched with digital solutions to replace the face-to-face interview.<\/p>\n The main tool is the video interview \u2013 live and on-demand \u2013 which allows \u201cmeeting\u201d a large number of candidates and evaluating their expressive and relational skills. But there is also an increasing use of gamification and tests of various kinds (language, psycho-aptitude, technical) to collect as much information as possible about a candidate in the pre-screening phase.<\/p>\n <\/p>\n The first few months have a strong influence on an employee\u2019s length of stay, which is why each company should set up an efficient onboarding process<\/a>. <\/p>\n Managing the addition of someone new remotely is an even more delicate matter, especially if this is someone who has no previous work experience. In this case as well, it is necessary to make an extra effort, both from a relational and technological point of view.<\/p>\n Technology must be used to simplify the bureaucratic steps<\/b>, replacing the tiresome exchange of paper documents with a digital workflow that will guide the new employee through the entire process. One must also take care to choose company software that is cloud-based and intuitive, so that the new employee can start using it immediately<\/b>, accessing it via browser from the devices they have available and without the need for the IT department to intervene.<\/p>\n Personal support is even more important<\/b>. The first step is to appoint a mentor<\/b>, someone who will assist the new employee virtually and make sure they are not left in limbo. The second is to provide a training plan with a wide scope<\/b>. If many different colleagues explain every aspect of the business to the newcomer, he or she will have a comprehensive view of the business processes \u2013 the tasks, needs, critical points and challenges of each department \u2013 and will have had the opportunity to meet a good number of their colleagues in one-on-one sessions. The third step is to arrange meetings to introduce the team as a whole<\/b> and illustrate its dynamics.<\/p>\n <\/p>\n Stimulating employee engagement, creating a positive corporate climate and promoting the company culture are tasks that have become more and more important for the HR department<\/b>.<\/p>\n They are also the most difficult objectives to pursue when employees are no longer in constant contact.<\/p>\n To achieve them, it is necessary to abandon the centralized management of Human Resources<\/b>. Involving employees in the processes that concern them will increase engagement, transparency and efficiency. <\/p>\n Managers and HR managers will also have more time to intensify contacts with colleagues. In the absence of office interactions, regular meetings should be set up. For instance, agile management theories vouch for the importance of a short meeting at the beginning of the day in which each team member explains the progress made and the difficulties encountered. <\/p>\n It would be wise to maintain the old traditions and customs as well. A company-wide aperitif can be organized even if not all the employees are coming to the office every day.<\/p>\n <\/p>\n The evaluation of employees has an even more fundamental importance in the remote management of human resources. <\/p>\n As they work far from the eyes of managers, executives and the human resources department, the staff can only be judged according to the results obtained.<\/p>\n Therefore, you should agree on SMART goals for all employees and monitor their achievement to have an up-to-date picture of the company\u2019s health at your disposal and under your control<\/b>.<\/p>\n For employees working from home, the goals are also a useful reference point, a guiding light that directs their work and guides their priorities. Accordingly, these goals must be thought out and established with great care (here are some tips on how to do this<\/a>).<\/p>\n <\/p>\n Skill assessment is also a useful activity as part of remote human resources management<\/b>. Nowadays, it makes sense to focus in particular on those soft skills (autonomy, reliability, decision making) that are essential to working efficiently outside the office.<\/p>\n It is only by evaluating these skills that you can structure the organizational chart in the best way and intervene to fill any gaps through training.<\/p>\n <\/p>\n The spread of remote work is bringing not only benefits for employees and companies, but also a number of challenges and negative points. For instance, one of the widespread fears is that employee skills, both soft and hard, will develop at a slower pace outside of a dynamic environment like the office. <\/p>\n In order to compensate for this problem and take advantage of the increased time available to employees, companies should increase their investment in digital and on-demand training, allowing employees to explore the issues that are of interest to them at the time that best suits them<\/b>. <\/p>\n In particular, microlearning and mobile learning will be a good resource for the future.<\/p>\n <\/p>\n When it comes to monitoring staff attendance remotely, companies who are doing things right will tend to choose one of the following two approaches<\/b>.<\/p>\n The first is moving to a goal-based business management, where attendance is a mere formality for the purpose of setting up payroll<\/b>. The employee doesn\u2019t have conventionally-defined working hours, but \u201conly\u201d the responsibility of carrying out their activities.<\/p>\n In this case, attendance monitoring software<\/a> is mainly used to request, approve and track holidays and leave days and to organize the data for the payroll software.<\/p>\n The second is monitoring attendance through virtual clock-ins and schedules that are as flexible as possible, but still tied to a predetermined number of working hours<\/b> on a daily, weekly or monthly basis.<\/p>\n <\/p>\n The first method has the advantage of offering maximum freedom and flexibility to the employee, while the second serves to ensure that they have clear boundaries between work and private life.<\/p>\nEmployee search and selection<\/h3>\n
Onboarding<\/h3>\n
Engagement<\/h3>\n
Evaluation<\/h3>\n
![\"Employee](\"https:\/\/www.altamirahrm.com\/wp-content\/uploads\/2018\/10\/objectives.png\")
<\/p>\nTraining<\/h3>\n
Attendance monitoring<\/h3>\n
![\"virtual](\"https:\/\/www.altamirahrm.com\/wp-content\/uploads\/2020\/03\/clock-in.png\")
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