Por Marcelo Cosentino | Vicepresidente de Professional Services de Totvs.
Cuando hablamos del capital de una empresa, de inmediato pensamos en su valor de mercado, en sus activos y en cosas que representen dinero, pero pocas veces reflexionamos sobre cuán valiosos son los datos y las personas que trabajan en ella – y no estamos considerando los salarios aquí. El mercado ya sabe que valorar a los empleados es esencial para tener éxito en los negocios, pero, en la práctica ¿eso ha sucedido?
El estudio de grandes volúmenes de datos para generar conocimiento y trazar estrategias de negocios ha ganado popularidad en los últimos años, pero el foco son acciones que aumentan la rentabilidad de la empresa. En el medio corporativo, tecnologías orientadas a ese fin todavía son poco exploradas por el área de Recursos Humanos. Es necesario ver que aplicando los datos que la empresa ya posee, podemos pensar en el desarrollo de personas de una forma más eficaz.
Con soluciones de business intelligence, por ejemplo, si se aplican en la gestión estratégica de personas, sería posible analizar, en una fábrica, cuál es el índice de capacitación de los colaboradores y la desalineación de la producción y, con ello, identificar si existe la necesidad de invertir en el perfeccionamiento de una determinada habilidad. Otro punto importante es la retención de talentos ¿La empresa está viendo la cuestión de la capacitación/productividad versus al salario? Medir esto manualmente es inviable y aquí, una vez más, el BI puede crear indicadores valiosos.
En el caso del famoso turnover, más que determinar la tasa media entre admisiones y salidas e indicar en qué departamentos la rotatividad es mayor, la tecnología puede ayudar a entender por qué esto está sucediendo. Una práctica de Recursos Humanos (RH) interesante es la evaluación 360º. ¿Será que no puedo usar tecnología para cruzar los resultados de esas evaluaciones y entender por qué un área tiene tanta rotación?
Para el futuro, RH tiene un desafío aún más arduo. La llegada de las nuevas generaciones al mercado de trabajo está presionando a los gestores a repensar sus políticas. Cada vez más, conocer el perfil de su empleado será esencial para tener gente feliz y mantener la empresa rentable.
En este nuevo escenario, la Inteligencia Artificial es un recurso que tiene potencial para asumir un lugar destacado en la gestión del capital humano. Al igual que Google y Facebook conocen nuestras preferencias a partir de la información que proporcionamos, con Inteligencia Artificial (IA), una dinámica similar se puede aplicar a RH. Cruzando datos sobre el desempeño al perfil del colaborador, su formación – cursos internos o de mercado – trayectoria dentro de la empresa, evaluación de desarrollo y feedbacks del gestor, además de diversas informaciones que él comparte, voilá: será posible crear un plan de carrera personalizado.
La digitalización ha llegado para todos, incluso para sus empleados – observe su rutina, estoy seguro de que la mayoría utiliza smartphone y redes sociales en la vida personal. Por lo tanto, no tiene sentido seguir administrando el RH basándose sólo en políticas y visiones estáticas.
La gestión de personas es una tarea compleja y tener colaboradores satisfechos requiere de un trabajo continuo. La tecnología tiene potencial para contribuir en este proceso. No sólo para las actividades burocráticas, como control de nóminas. Los gestores de RRHH necesitan verla como una gran aliada y creer que los datos son valiosos para hacer la relación empresa-empleado aún más sana y productiva.
Si este año no es la excepción y las ventas se incrementan, es importante estar preparado desde un comienzo, tomando en cuenta los consejos de Microsip.
Con el análisis de datos públicos disponibles en la red podemos saber dónde se encuentra nuestro cliente, qué le gusta, en qué horario está online y cómo se comporta en las redes.
El año 2024 se presenta como un periodo emocionante y desafiante para la fabricación aditiva. Los avances tecnológicos, las tendencias sectoriales y la evolución en la gestión de la cadena de suministro están destinados a redefinir la industria, marcando un camino hacia un futuro donde la impresión 3D desempeñará un papel cada vez más crucial en la fabricación moderna.
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Five things to put away. Although I didn t get three items, I could get two items.Maybe this sudden investigation was related to this incident.
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Even if they can change his face, they can t cover up his flamboyant eyebrows.After speaking, she raised her hand, and at this moment, it seemed that because of her actions, It caused bursts of brittle and cracking sounds.
Yu Yanluo nodded It s important. After speaking, she was startled, as if being with her was not a serious matter , I always feel that the relationship between the two is a bit strange.Pei You didn t answer, just a pair of Eyes flickering with strange light stared at him silently.
Qiu Honglei said with a smile. Do you think I m that kind of person Zaun said seriously.Besides, when Zaan returned to the room on the other side, Daji in the bed was still on alert.
At first, everyone built some houses by themselves.The cold light was so fast that only a few people in the field could see clearly that it was a thin piece of ice.
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Even though the cold mountain land has become so terrifying, they rushed in forcefully.Damn it, why are there still people from the Dragon Clan.
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The people in Zifu were shocked when they heard this.I am afraid that ten hunters combined cannot compare with one Bai Zhen.
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They didn t change my name either. Alright, don t worry about these little things, let s go, I ll take you to the most famous place in Shengyuan ancient city.This is the Great Sage. A single look made him unable to move.
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