How to manage a strong human resources team, optimize business operations for managers in the new normal period? Will technology bring positive changes to human resource management after the pandemic? This is the main content of the webinar “Human resource management in the new normal” held on Saturday morning, October 30, 2021. 

Accompanying this event were speakers who are leading experts in the field of human resource management and digital transformation: Ms. Nguyen Thanh Phuong, Human Resources Director of Canifa Joint Stock Company and Mr. Chu Tien Long – Co-Founder and Sales Director of 1Office. 

The current situation and solutions for human resource management in the new period

At the beginning of the seminar, Ms. Nguyen Thanh Phuong, Human Resources Director of Canifa led the audience on the current situation of human resource management in the new normal period. According to information from investment consulting company Dragon Capital, after the pandemic, it only takes about 1 quarter for large enterprises to recover, while for small and medium enterprises, it takes 2 quarters or even 1 year to recover. restore stable operation. In addition, Covid-19 also changes the working habits of both managers and employees, businesses have to improvise with the situation of switching from offline to remote working, working at the office, or ending up in the office. Flexibility between working in the office and working from home. 

Đối với giai đoạn bình thường mới như hiện tại, Chị Phương chia sẻ về những gợi ý doanh nghiệp nên thực hiện đối với nhân viên của mình. Chị nói: “Người làm quản lý phải biết ứng dụng, áp dụng phương thức nào để quản trị nhân sự phù hợp với quy mô, cơ cấu tổ chức, hoạt động kinh doanh của mình. Trước tiên, ngay chính người làm quản lý và HR cần hiểu nhân viên của mình muốn gì trong bối cảnh mới. Có 5 điều nhân viên mong muốn khi làm việc trở lại trong giai đoạn bình thường sau đại dịch: Thứ nhất là thay đổi hình thức làm việc để phù hợp với tình hình thực tế và điều kiện làm việc của nhân viên. Thứ hai là nhân viên muốn được tương tác và giao tiếp trong công việc để tăng sự gắn kết. Thứ ba là họ mong muốn được đảm bảo nhu cầu về sự an toàn tại nơi làm việc. Thứ 4 là mong muốn về chăm sóc sức khỏe về cả thể chất và tinh thần. Cuối cùng là chính sách lương thưởng và phúc lợi dành cho nhân viên”.

Đối với một người làm nhân sự chuyên sâu như chị Nguyễn Thanh Phương, chị cho biết lãnh đạo rất cần phải lắng nghe mong muốn của nhân viên trước khi thực hiện cách thức làm việc với trạng thái làm việc mới. Bằng kinh nghiệm thực tế trong lĩnh vực quản trị nhân sự, chị Phương gợi ý 4 giải pháp chính cho doanh nghiệp trong vấn đề quản lý nhân sự sau đại dịch:

• Đi làm lại trong an toàn
• Thích ứng linh hoạt
• Xây dựng văn hóa gắn kết
• Ứng dụng công nghệ thông tin

Ứng dụng 1Office trong công tác quản trị nhân sự 

Chia sẻ về việc áp dụng công nghệ trong công tác quản trị nguồn nhân lực, anh Chu Tiến Long đã mang lại cho người nghe những trải nghiệm thực tế của phần mềm 1Office trong công tác quản lý nhân sự. Anh Chu Tiến Long nói: “1Office cung cấp phân hệ HRM và Workplace để giải quyết các bài toán về quản trị nguồn nhân lực và giao tiếp nội bộ cho doanh nghiệp. Các phân hệ này bao gồm các tính năng tiện ích như: Social, tuyển dụng, đào tạo, KPI, Chấm công – tính lương, Đơn từ, Chữ ký số”. 

Social feature:  In the old days, many units were busy in conveying information messages to employees by word of mouth or by email or zalo, etc. These forms easily cause people to drift information, but 1Office has its own internal network that can help businesses upload all information and tag all employees to track, exchange and capture all activities. 1Office can create a place where everyone in the business or organization can communicate with each other. This is a tool to support internal cultural communication and more than 3,500 customers across the country have used the 1Office internal network. 

Digitize the recruitment process:  1Office integrates the Recruitment feature, supports the recruitment process, specifies how many vacancies, what positions are recruited. Leaders can see who is in charge of recruitment and which candidates apply for which positions and evaluate candidates right on the software, storing their entire history.. 

Training:  Once your candidate is approved, it will automatically switch to training mode. If candidates pass the probationary period, they will be automatically pushed into the human resources department to become a full-time employee. At this process, the leader can see how the personnel life cycle process is, who accepts, who approves. 

Personnel records:  On 1Office software, human resource managers can track the entire working history, personal information, insurance, labor contract, salary and bonus, reward, discipline, etc. decisions on salary increase, transfer, etc. These information are stored forever on the software, supporting the human resource capacity assessment framework.

Time attendance – salary calculation:  1Office supports direct integration with timekeepers, staff fingerprints, timekeeping via GPS or faceID, then the data will be poured into the software on that employee’s time sheet. If the timekeeper cannot distinguish working hours, etc. 1Office defines the working shift. For the personnel level, they can track and be transparent in all their information, whether they forget to lock their fingerprints or not, do not have to go to explanations, just create an application and apply for approval. For leaders who can monitor all employee payroll information, just close the job, close the payroll and automatically push it back to the head of the department, the human resources department captures and conducts the following procedures. such as salary payment, data export. 

Application form:  In the past, employees wanted to take leave, sick leave, go on a business trip, employees had to make a paper application and then HR had to enter data into the time sheet, which was very time consuming. 1Office allows employees to create their own application form, permission application and specify information on their application and automatically push it to the approver. 

KPI:  Management can create their own definition of evaluation templates for employees and scoring formulas for those criteria. Every month or term can evaluate and calculate their salary. 

Digital signature: If  signing a traditional labor contract by paper, directly signing it, etc. costs you time and money, 1Office integrates a digital signature right on the labor contract signing process, selecting type of signing is internal, 2 ways of signing are signing with USB token and signing HSM from providers. The use of digital signatures completely helps businesses save costs for printing papers, transportation, saving time for signing and approving documents, from top to bottom. 

Dashboard screen:  At the report screen you can track the entire number of employees of the company, gender ratio, recruitment candidates, search and quickly filter reports related to personnel. 

Q&A: Exchange and discussion with the speakers 

At the online event “Human resource management in the new normal period”, many leaders who are HR directors or department heads/managers directly sent discussion questions to the speakers. Here are some outstanding questions:

Question: Regarding the Training feature, can I create privacy for the departments? 

To answer this question, Mr. Chu Tien Long shared: “Regarding document management, 1Office allows people to create different folders of training materials, create configurations for those who manage them and get access to them. permission to view this document. 

About announcements: 1Office allows announcements on the company wall, the company name can create different topics such as: company information, internal communication, monthly newsletter, etc. This notice will be sent to you. notify employees about any topic. Thanks to that, we can see information in different streams.” 

Question: To prepare for the next stages, if the epidemic can happen again, what can I do in human resource management? 

Regarding the above concern, Ms. Nguyen Thanh Phuong said: ” The epidemic certainly cannot be over, if it is not Covid-19, it will also be an epidemic or another problem. Businesses need to first respond to safety issues, vaccinate employees, ensure 5K, and clean and disinfect the surrounding physical environment. The second is to review the job goals and re-zoning which employees can continue or have to reduce, flexibly adjusting the company’s policy on variable salary fund based on the context . 

We are extremely grateful and respectful to the speakers and guests who attended with 1Office to experience the useful seminar, update valuable information related to human resource management and apply technology efficiency. Hopefully, through the online seminar, it will contribute to solving problems in corporate governance for leaders.