The changing face of recruitment & hiring in Chile

| October 14, 2018

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Although Chile is small when compared with some of its Latin American neighbours, the country now attracts around the same level of Foreign Direct Investment as Mexico, which has one of the strongest economies in the region. The country also has a high economic freedom score, which means it’s easy to enter the territory and start a new business without too much political, or governmental, influence or control. This is perhaps the reason Chile is such an attractive option for businesses of all shapes and sizes looking to expand their brands internationally.

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en-japan inc.

About en-japan, Our company has been relentlessly engaged in providing an overall solution for the success of employees and for the performance improvement of organizations. The key to achieve this consists in the affinity between optimal recruitment, effective training and highly-comprehensible evaluation.

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Machine Learning for recruitment and Hiring

Article | February 17, 2020

The digitalization is working not only for a scientific purpose aligned with the corporate culture, but over the years, various technological developments have increased its role in the growth of organized businesses. With the introduction of machine learning (ML) in human resource management, digitalization has simplified many HR functions such as the hiring of employees, training, and development, employee engagement, retention, performance appraisal, conflict management, and above all, helping an organization in meeting both short-run and long-run objectives.

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why HR are worried about digital skills

Article | February 17, 2020

COVID-19 has accelerated the digital transformation of organisations in the UK, with many adopting new technologies to adapt to and bounce back stronger from the pandemic. This has made digital skills even more highly valued and the development of digital capabilities across the workforce is now viewed as a key component to successfully recovering from the current crisis. However, it is estimated that two-thirds of the UK workforce could lack basic digital skills by 2030 if we carry on the same path. As a result, there is now a huge concern that this growing gap in digital skills will hamper any chance of a strong bounce back from the economic downturn caused by the pandemic.

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Choosing the Most Practical HR Software Solution in 2022

Article | February 17, 2020

Ever since managing a remote workforce became the number one HR challenge, HR tech had to configure a new way to keep up with the changing demands. If you are looking to ramp up your organization’s HR tech ecosystem but don’t know where to start, you are not alone. According to a PwC study, over 74% of organizations plan to increase their HR software budget. However, with the advent of new technologies, you are spoiled for choice when it comes to the tools, features and integrated solutions at your disposable. But which one goes best with your organization’s specific HR objectives? Next-generation HR systems like cloud people management, automation and Artificial Intelligence (AI) are helpful to know. But do you need them? Before answering this, you must understand why you need to have a seamless and robust HR system and how to pick a human resources application software that’s the right fit for you? Why do you need robust HR software for your business? Have you ever wanted to optimize a business process, automate repetitive tasks and implement algorithms to make smart decisions? The right HR software can do that and so much more. But, just like any other business process, HR needs a robust application to make it effective and resourceful. The demand for HR software is set to cross $10 billion by 2022. Additionally, the HR tech landscape is ever-evolving. With new technologies coming to the fore, this is the right time to rethink the tools you use and how you can build a resilient HR system for your organization. Some of the functions a robust human resource application software can perform are: Supporting recruitment practices. Implement automation for day-to-day HR operations Maintaining a categorized database of candidates and employees Enabling training, workshops and learning journeys for new and existing employees Maintain a record of leaves, work time and timesheets Managing payroll, compensation and benefits Launching and tracking employee engagement programs Benefits of HR software solutions Whether you are a small business with less than 50 employees or a large organization with multiple operations, HR software offer functionalities that translate into tangible benefits. The right solutions can help you optimize about 40% of administrative tasks saving your time and money in the process. Recognizing areas of HR your organization can improve is the key to leveraging the HR software tool you choose. Improve core HR capabilities HR tools offer the ability to automate tasks so that your HR team can focus on more important projects. For example, with less paperwork and administrative tasks, HR can devote their time and attention to recruitment needs, enhancing training and boosting employee engagement efforts. Make a well-informed decision Data is at the heart of HR management, whether it is maintaining employee information or tracking day-to-day tasks. Yet, HR teams are unable to get the most, even after having access to this valuable data. HR tools empower HR by generating reports, aiding analysis and capturing key insights that can guide decisions related to recruitment, performance, retention and much more. Create an enriching employee experience Studies report that engaged employees are healthier, more productive, report fewer absences, and are less likely to look for opportunities elsewhere. You can incorporate employee engagement programs that take your employee loyalty to the next level with the right HR tool. HRIS vs. HRMS vs. HCMS Depending on the function, you will find different types of HR software specialized in managing different tasks. However, there are essentially three categories that cover every aspect of HR. Human Resource Information System (HRIS) HRIS software is designed to deal with day-to-day HR operations. It revolves around digitizing employee records, managing documents & reports, and providing a centralized tool to access all employee data. Human Capital Management (HCM) HCM encompasses all the functions that HRIS software performs and more. In addition to digitizing employee records, HCM software goes a step further. It helps HR teams deal with the planning and organizing areas of HR. It also allows HR teams to evaluate, process and analyze employee performance related to productivity, engagement and value. Human Resource Management System (HRMS) HRMS encompasses everything that HCM software offers, with the ability to digitize and automate tasks. In addition, HRMS tools offer extensive management tools and are usually integrated solutions that cater to large organizations. HR software workflow The number of tools and resources available to manage HR may seem extensive but easy to understand. Here is how the three HR application software components fare with each other: HRIS HCM HRMS Applicant Tracking System (ATS) Core HR Employee Self Service Time and attendance tracker Leave and Absence management Compensation Administration Learning and Management Reporting HRIS + Onboarding Performance Management Payroll Succession Planning Salary Benchmarking Predictive Analytics HCM + Single-click Payroll Management Time & Labor Management Workflow Global Management How to choose the right HR software tools for your organization? HR software tools not only allow you to manage your workforce but have implicit effects on your bottom line. So how do you go about choosing the right HR software to maximize ROI? As employers continue to adjust to the new way of work, they need pragmatic and integrated solutions to help them protect their business and people. - Greg Golub, Founder and CEO of Sequoia Identifying gaps in your current process will help you ask the right question. But if you do not know where to start, here are the key aspects to consider before you zero in on any HR application software or features: Scalability and Flexibility HR software that is growth-ready can and will save you time and resources in the long run. However, your application needs to account for business expansion. Is it flexible enough to account for upgrades in technology, third-party APIs and cloud support? Will you be able to scale with your current software without requiring large-scale customization? Ideally, your HR software needs to offer the scalability and flexibility that a forward-looking, agile and dynamic business needs to grow. Seamless integration capabilities While today’s HR software is ahead of its time, it is essential to consider integration with your current HR system. Having a meaningful integration strategy can help you improve processes and comply better with data and security regulations. Does the HR solution provider offer integration support for your core HR systems? Does it need extensive modifications to work with your applications? Training and implementation To get the most out of your HRMS tools, you must consider the training and implementation aspects of the application. An effective training program that assigns accountability will quickly orient your team and troubleshoot any issues in implementing HR software. Your training program must help employees understand the scope of the application and make the most of the tools on offer. Data Security Human Resources application software usually comes with inbuilt data security and compliance capabilities. These allow HR teams to secure large amounts of confidential employee information. HR tools also offer high levels of control that allow HR managers to share data securely and maintain the highest standard of all-around privacy. Before you go In all, the importance of HR software applications cannot be overstated. Using an optimized HR system has cascading effects in the long run. It can save you cost and time, improve critical areas of workforce management and enhance virtually all aspects of your business, like revenue generation and customer experience. Frequently Asked Questions Do I need both an RFI and RFP when seeking HR software providers? With a request for Information (RFI) form, you will be able to get a complete overview of the HR application software from your potential vendors. It is meant to give you an insight into their functionalities and whether they meet your specific feature requirements, budget criteria, compliance standards, etc. On the other hand, a Request for Proposal (RFP) allows vendors to customize their offer as per enterprise needs and provides a more tailored insight to what is on offer. Who should take the buying decision? Ideally, a combination of HR and IT teams should be on your decision-making team alongside finance. Once a tentative budget is finalized, both HR and IT leaders add valuable inputs on the feasibility, functionality and features that best meet your organization’s goals. How should I do my research for the right vendor? Researching HR news sites for new and old players in the market, following the latest HR tech trends and keeping an eye out for new vendors through industry conferences and exhibits are just ways to find potential vendors online. { "@context": "https://schema.org", "@type": "FAQPage", "mainEntity": [{ "@type": "Question", "name": "Do I need both an RFI and RFP when seeking HR software providers?", "acceptedAnswer": { "@type": "Answer", "text": "With a request for Information (RFI) form, you will be able to get a complete overview of the HR application software from your potential vendors. It is meant to give you an insight into their functionalities and whether they meet your specific feature requirements, budget criteria, compliance standards, etc. On the other hand, a Request for Proposal (RFP) allows vendors to customize their offer as per enterprise needs and provides a more tailored insight to what is on offer." } },{ "@type": "Question", "name": "Who should take the buying decision?", "acceptedAnswer": { "@type": "Answer", "text": "Ideally, a combination of HR and IT teams should be on your decision-making team alongside finance. 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Top 5 Workplace Injuries

Article | February 17, 2020

Unfortunately, workplace injuries occur every day, costing employees and employers valuable time and money. Lost time injuries can harm employees, as well as employers. Employees may experience long term health issues and lose the ability to earn a living. Employers may experience significant financial consequences and earn a reputation for unsafe working conditions. Every employee must follow the safety measures put in place to ensure the safety of themselves and their co-workers. Statistics show, workplace injuries spike when employees and employers don't adhere to the necessary safety procedures.

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Spotlight

en-japan inc.

About en-japan, Our company has been relentlessly engaged in providing an overall solution for the success of employees and for the performance improvement of organizations. The key to achieve this consists in the affinity between optimal recruitment, effective training and highly-comprehensible evaluation.

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