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The future of the Personnel Department

Updated: Jul 26, 2022

The personnel department is one of the biggest pains of entrepreneurs as it can represent unexpected expenses both with regard to social security obligations, and even from the point of view of labor risks.

What often happens is a secondary treatment of this sector within the organization, mainly due to the lack of understanding of the power of action and positive impacts it has. The personnel department, precisely because it deals with bureaucratic issues, can bring very positive results to the company, especially when it is well structured and has the support of technology.


And for you who work in Human Resources, more specifically with a focus on the Personnel Department and who worked during the pandemic, followed the constant changes necessary for application in the Payroll, the question “What will become of the future of former Personnel Department?”.


And why is this question fixed so strongly in the minds of these brilliant professionals who make the right of workers and employers worthwhile, guarantee quality and meet deadlines even when everything seems to be humanly impossible to deliver?


This scenario we are experiencing has allowed us to experiment with innovations, to think completely outside the box, to suggest improvements, always thinking about complying with what the Legislation imposes on us but in a technological and simple context considering social distance, home office or teleworking.


Surely you've wondered why the processes in the Personnel Department area haven't kept up with the constant changes we're experiencing. Still, why will it be so difficult to think or apply new solutions and alternatives for companies and employees who yearn for facilities and guarantee that their rights and duties are being preserved? This branch of activity has highly trained professionals, who are constantly updated so as not to “miss” any change in such a volatile world and need to put themselves to the test so that a certain law is applied.


Perhaps because of the conditions that the pandemic itself put them in, making everyone adapt to existing technologies and often barred by the numerous bureaucracies that no longer make sense for the current reality.


We often have the feeling, behind the scenes in the HR area, that those who define laws and labor standards certainly do not know the area in depth, the Government itself often has difficulties in releasing systemic or online functionalities of the measures that are disclosed, such as demanding that the Personnel Department professional then puts them into practice. Contradictory, no?!


We know that in this context of constant changes, 100% assertiveness, depending on the number of employees, is a dream to consume, but the confidence in reaching this level is the fuel for persistence and resilience to be our greatest qualities.


Even so, we never give up and that's what makes us feel grateful, doing the right thing, testing, validating, correcting, carefully analyzing to ensure that all situations that happen in a Payroll are 99.9% correct.


I believe that we all have the opportunity to reinvent ourselves and put good practices into action, offering workers much more simplicity using technology potentially to our advantage.


My experience in 100% digital processes such as Admission, Vacations and Approval made me write this article in addition to being able to think of new actions to eliminate bureaucracy and revolutionize this universe so important to everyone.


Check out 6 tips that will help you develop and prepare for the future:


1. Read: 1 hour of your day try to dedicate yourself to reading articles and legislation updates, literature focused on the area in which it operates, read about news and trends;


2. Write: One of the habits I started to have in this pandemic was to write - write your ideas - as crazy as they may seem - put them out - think of opportunities for your area and look for solutions;


2. Question: Question practices or how processes are done. This will help you to think of new ways and solutions to current problems;


3. Empathy: listen carefully to employees about the processes you perform. Understand what generates value from the work you do and what employees’ expectations are;


4. Control: it seems obvious, but "the obvious needs to be said" for those from the Personnel Department to talk about controls, use and abuse the controls in the area, if not, create, make the control happen, because, only with the controls you will find important data, which will be indicators, about the quality of your delivery and it will be clear what needs to be improved;


5. Relationships: Build good relationships because with so many changes you will certainly need good partnerships, good communities to innovate and put into practice actions that generate positive impacts in addition to more consistent results. Be a bridge and not an island.


And you, what will you do differently in this future that is starting to be drawn now?


Cris Jesus, businesswoman and columnist Gente Mais

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