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Human Resources or Human Capital Management?
In recent history the Human Resources department has undergone important changes and initiatives to adapt according to new organization models and social and economic changes.
As an overview of this evolution which deals with the lifeblood of the enterprise, we can highlight some historical milestones:
- 50’s: administrative and regulatory approach, rules and regulations to support the recovery after the war
- 60’s: first approaches to the “human” aspect of employees with emphasis on management techniques (job descriptions, job evaluation, job requirements, etc.)
- 70’s: years in which the socio-economic context leads to social regulatory approaches within the organization
- 80’s: years of enterprise reorganization and restructuring, opening of markets and of the first comprehensive approaches to elevate the HR function and role within the organization
- 90’s: beginning of the disruptive change from traditional organizational models to the approach of Human Resource as a “Business Partner” and a “Strategic Asset”.
Today we are still in the midst of HR Transformation phase but we face a growing interest and now they start to consider that the success of a business idea is directly proportional to the quality of the people who “trust and carry” it.
We can say that the HR role transformation process is well under way but there is still much to do, especially because the change of the market is more and more rapid and traditional approaches and management tools take too long to be implemented.
In recent years, when new business paradigms are taking place on a global scale, more than ever companies are fighting over talent people, they have to manage resources belonging to different cultures and generations (eg. the Millenials), they have to combine very different profiles and human skills and above all they have to fight to manage their business with a speed never seen before.
In order to be successful in this challenge, companies have to work hard on standardization and simplification of processes as conditions to reach their business results. They need to adopt fast paced, innovative and standardized solution, enabled by Cloud technology. In the HR area the cloud technology is very relevant, as it comes with pre-packaged solutions and provides approaches designed to support the fast transformation of the enterprise organization.
SAP has strongly believed in this approach and can count on its market leading HR solution SuccessFactors. It is an integrated suite of Core HR and Talent Management solutions adopted by more than 3,600 customers, more than 20 million users over 180 countries.
Through SuccessFactors companies can manage all their staff’s information, the Talent processes (Recruitment, Performance, Goals, Succession, Learning, Compensation, Collaboration, Analytics, etc.) available on a modular basis and phased approach. Integration is guaranteed with other business systems to ensure business continuity on their processes (personnel administration, travel, project management, health and safety, etc.) and extensibility through HANA Cloud platform.
Altevie Technologies has been investing in SuccessFactors since 2008 with a specific Competence Center, selected consultants were skilled and certified and the first projects were implemented in Italy, even before SAP acquisition of the worldwide leading company in HR Cloud solutions.
ETHICA Group today, with its companies Altevie and ICM.S, leading SAP business partners, counts more than 30 specialized consultants, more than 30 reference customers and more than 50 successful projects of implementation of SuccessFactors solutions, both in Italy and in multinational organizations, playing a major role in this phase of new interest for Human Resources.