C\u00e1c doanh nghi\u1ec7p c\u1ea7n li\u00ean t\u1ee5c t\u00ecm ki\u1ebfm nh\u1eefng nh\u00e2n t\u00e0i c\u00f3 ki\u1ebfn th\u1ee9c, \u0111\u01b0\u1ee3c trao quy\u1ec1n v\u00e0 t\u1ef1 ch\u1ee7 \u0111\u1ec3 \u0111\u1ea1t \u0111\u01b0\u1ee3c th\u00e0nh c\u00f4ng. \u0110\u00e2y lu\u00f4n l\u00e0 s\u1ee9 m\u1ec7nh c\u1ee7a m\u1ecdi t\u1ed5 ch\u1ee9c, v\u00e0 t\u1ea5t c\u1ea3 c\u00e1c nh\u00e0 l\u00e3nh \u0111\u1ea1o c\u1ea5p cao (C-level executives), tr\u01b0\u1edfng b\u1ed9 ph\u1eadn c\u00f9ng c\u00e1c nh\u00e0 l\u00e3nh \u0111\u1ea1o trong m\u1ecdi t\u1ed5 ch\u1ee9c \u0111\u1ec1u \u0111ang t\u00edch c\u1ef1c t\u00ecm ki\u1ebfm nh\u1eefng nh\u00e2n t\u00e0i xu\u1ea5t s\u1eafc \u0111\u1ec3 th\u1ef1c hi\u1ec7n s\u1ee9 m\u1ec7nh n\u00e0y!<\/p>\n
<\/p>\n
Businesses have to keep in mind that revenue or profits flow in to the organization only if employees are in line with the company goals and geared to achieve them. If talented employees are so important to organizations, what should the organizations do to develop the expected talent in them? This raises 2 pressing questions;<\/p>\n
\u2022 Do companies have required talent and a prospective pipeline of successors who can replace the existing talent?
\n\u2022 Have organizations taken appropriate HR actions in to continuously develop talent and utilize this talent to the best?<\/p>\n
If answers are \u201cNO\u201d to these, HR organizations should start coming up with new strategies to recruit and retain talent and replace legacy HR Practices and systems with novel HRM capabilities\/ technologies.<\/p>\n
This discussion will be based on the argument that business growth and talent growth works hand in hand. According to the research findings of PricewaterhouseCoopers (PWC) 2014, 89% of CEOs in USA expect their organizations to achieve revenue growth over the next 12 months while, 62% expect to hire more people. This research insight proves, that majority of the companies are looking at strategies to grow their revenue while finding strategies to grow their workforce. This does make sense, as you need a better and broader workforce with diverse talents to grow the revenue as per expectations! This answers the 1st challenge identified above.<\/p>\n
As an explanation to the 2nd challenge, we need to understand how legacy HR practices can be replaced with latest technology and trends as a way to productively utilize the fresh talent acquired by companies. This is why companies need new tech tools to manage employees and the entire human resource management process. Instigating Ph\u1ea7n m\u1ec1m qu\u1ea3n l\u00fd nh\u00e2n s\u1ef1<\/span><\/a>, commonly known as HRMS system will completely transform the legacy HR practices by helping HR professionals to automate their core HR functions and even the most strategic HR operations such as recruitment, performance management and learning management.<\/p>\n HR systems which will replace traditional HR practices will take over most of the manual work involved in HR and automate them to the convenience of HR leaders and practitioners. Maintaining employee profile<\/span><\/a> data will not require heaps of files and papers\u2026 these will be completely and systematically maintained in the system. Time tracking<\/span><\/a> and having access to varied reports, managing complex rosters\/ work schedules, late attendance, early departures, midnight crossover entries will be hassle-free with an all-inclusive system that captures and rectifies\/manages them.<\/p>\n Comprehensive HR Software solutions will facilitate payroll administration<\/span><\/a> V\u00e0 employee self-service<\/span> <\/a>facilities along with the features to maintain and manage every step of the employee life cycle<\/span><\/a>. Thus, HR Software solutions of this nature will definitely assist C-level executives and leaders to create an environment where existing talent will continuously sharpen their skills to perform better, while keeping tab on how they can take best talent on board going forward! Visit mihcm.com<\/span> <\/a>for more insights!<\/p>","protected":false},"excerpt":{"rendered":" C\u00e1c doanh nghi\u1ec7p c\u1ea7n li\u00ean t\u1ee5c t\u00ecm ki\u1ebfm nh\u1eefng nh\u00e2n t\u00e0i c\u00f3 ki\u1ebfn th\u1ee9c, \u0111\u01b0\u1ee3c trao quy\u1ec1n v\u00e0 t\u1ef1 ch\u1ee7 \u0111\u1ec3 \u0111\u1ea1t \u0111\u01b0\u1ee3c th\u00e0nh c\u00f4ng. \u0110\u00e2y lu\u00f4n l\u00e0 s\u1ee9 m\u1ec7nh c\u1ee7a m\u1ecdi t\u1ed5 ch\u1ee9c, v\u00e0 t\u1ea5t c\u1ea3 c\u00e1c nh\u00e0 l\u00e3nh \u0111\u1ea1o c\u1ea5p cao (C-level executives), tr\u01b0\u1edfng b\u1ed9 ph\u1eadn c\u00f9ng c\u00e1c nh\u00e0 l\u00e3nh \u0111\u1ea1o trong m\u1ecdi t\u1ed5 ch\u1ee9c \u0111\u1ec1u \u0111ang t\u00edch c\u1ef1c t\u00ecm ki\u1ebfm nh\u1eefng nh\u00e2n t\u00e0i xu\u1ea5t s\u1eafc \u0111\u1ec3 th\u1ef1c hi\u1ec7n s\u1ee9 m\u1ec7nh n\u00e0y!<\/p>","protected":false},"author":3,"featured_media":6185,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[18],"tags":[],"class_list":["post-3488","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"acf":[],"_links":{"self":[{"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/posts\/3488","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/comments?post=3488"}],"version-history":[{"count":0,"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/posts\/3488\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/media\/6185"}],"wp:attachment":[{"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/media?parent=3488"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/categories?post=3488"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/tags?post=3488"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\nHRMS systems will also ensure the efficacy of strategic HR functions. Overall steps covered in a recruitment process starting raising recruitment requisitions from a department head\u2019s level up to shortlisting candidates, scheduling interviews and sending notifications to candidates will be covered through the recruitment software<\/span><\/a> in a HRIS. Comprehensive performance management<\/span><\/a>, learning management<\/span><\/a> V\u00e0 succession planning<\/span><\/a> software solutions will enable companies identify the best performers, while giving an indication direction on grooming others and building a pipeline of successors who are qualified to replace the strategically vital positions in the organization.<\/p>\n