HR management tools: what are the challenges and benefits?

HR management

Did you know that in 2022, nearly 35% of workers were considering changing jobs within two years? The Covid-19 pandemic has significantly influenced this trend, leading workers to rethink their situations and their expectations for the future. In this context, as human resources managers must constantly adapt to the movements of the company and its environment, workforce and skills forecasting management system has become a major challenge for organizations. Anticipating future changes in the company, identifying skill needs, or implementing necessary actions to address them… Today, specialized workforce and skills forecasting management system software offers innovative solutions to meet these challenges. Here’s an in-depth look.

Definition of workforce and skills forecasting management system

The main challenge of workforce and skills forecasting management lies in its ability to support your company in a changing environment. Technological advancements, economic and social changes, as well as evolving employee expectations, require a constant adaptation of skills within organizations. Workforce management and skills forecasting management system allows you to anticipate these changes and implement actions to develop the necessary skills for the sustainability of your company.

However, manually managing data related to workforce management can be complex and time-consuming. Who would want to spend hours filling out spreadsheets? This is where HRIS (Human Resources Information Systems) software comes into play. These computer tools allow you to centralize and analyze data related to jobs, skills, and employees’ career paths. They provide a comprehensive and accurate view of the current situation of the company, as well as projections for the future. If you do not measure the performance of each employee, how can you improve their results and retain your best talent?

How to implement workforce and skills forecasting management system?

Implementing workforce and skills forecasting management begins with an audit of the current situation to diagnose your needs, both in terms of positions to be filled and career management. The professional interview is the foundation of workforce and skills forecasting management. This discussion between the employee and the company aims to review the skills necessary for the current position and the employee’s training and development plans. The wishes of the employee, gathered during these interviews, can then be centralized in a Human Resources Information System (HRIS). These interviews will allow you to map the skills within your company and ensure their tracking, identify missing skills, and guide your strategic decisions accordingly.

What are the benefits of workforce and skills forecasting management systemwork?

Facilitating strategic human resources planning

With advanced features, HRIS software can identify gaps between the skills available and the skills required to achieve the company’s goals. They can also help you define concrete action plans to close these gaps, whether through training, recruitment, or internal mobility. If a key employee decides to leave your company soon, do you have the qualifications internally to replace them? Can a subordinate aspire to rise in their role, or will you need to recruit? If their career paths have been optimally tracked, you will have all the keys to make an informed decision based on concrete elements.

Enhancing employee engagement

By providing visibility on career progression opportunities within your company, these tools contribute to motivating and retaining your employees. Employees feel valued and encouraged to develop their skills, knowing they have prospects for advancement alongside you. Promoting internal mobility also allows for better talent retention and avoids the costs and time involved in external recruitment.

“The average recruitment time for an executive has increased from 9 to 11 weeks between 2020 and 2021, and up to 12 weeks in high-value-added services sectors (IT, engineering, consulting, etc.)” – APEC

Predictive analytics

By leveraging available data, HRIS software like Cegid Talentsoft, Cornerstone HR, or Sopra HR, can anticipate future skill needs and implement preventative actions. This allows the company to prepare for upcoming changes, reduce risks associated with the loss of key skills, and optimize its recruitment and training strategy.

HRIS software then provides you with better visibility of the company. As a human resources manager, you have powerful tools to effectively manage skills and career development. And to promote skill development, what better than tailored training?

Train your employees

In the context of workforce management system, it is essential that human resources managers themselves are well-trained in talent management tools to ensure optimal support for their employees in managing their skills. To assist them in their learning, application simulators for interactive training are available.

*Barometer of training and employment 2022 (Centre Inffo / CSA)

Train with K-STUDIO

The authoring tool K-STUDIO allows for a 100% realistic replication of a business application. Human resources managers then have access to comprehensive modules: step-by-step discovery, practical exercises with data entry…, enabling them to optimize the use of their workforce management system HRIS modules.

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