Era uma vez um setor de recursos humanos com muitos dados e pouca visão estratégica do negócio. Cavalgando em um cavalo branco, veio uma planilha para lhe ajudar a organizar as rotinas e enxergar os dados de maneira mais lógica. Essa poderia ser uma fábula da relação entre o RH e as planilhas.
Por anos, as famosas tabelas salvaram as rotinas dos profissionais de RH. Isso porque, elas ajudaram a organizar os dados e a automatizar alguns processos. Alguns fluxos de informação que ganharam espaço dentro das planilhas foram:
- Cargos e salários;
- Jornada;
- Avaliações e competências;
- Treinamentos;
- Férias;
- Carreira
Aos poucos, foi criado o reino encantado das planilhas. Mas ao invés de ser uma coisa positiva, este cenário se tornou um gargalo na rotina do gestor de RH. Isso porque são muitas formas de controle, não integradas, nem tão pouco automatizadas – na maior parte das vezes. Assim, quando um colaborador sobe de nível dentro da empresa por conta de um treinamento que fez, são, no mínimo, três tabelas para serem atualizadas.
Para quem usa planilha, este é um trabalho muito importante. De nada adianta ter a organização se as informações nela estão defasadas. Por isso, é crucial que a atualização seja feita instantaneamente, em todas as tabelas.
Clima tabelado
Além dos controles burocráticos, as planilhas ajudaram os gestores de RH, em um primeiro momento, a inserir dados de cultura organizacional dentro do mindset que estavam acostumados. Assim, surgiram as planilhas de pesquisa de clima, de satisfação no trabalho, de práticas no RH e indicadores.
Porém, de novo, se esbarra na atualização. Como tabelar um sentimento? Como colocar feedbacks em linhas e colunas para entender a evolução de um colaborador? Como toda boa heroína, a planilha ajudou a resolver os problemas por um determinado tempo, mas é preciso contar com novos personagens para evoluir esta história.
Super Software ativar
Assim como as tabelas apareceram para resolver um problema, os software vieram para preencher os espaços deixados por este modelo. Por mais que as planilhas ainda resolvam muitas questões e sejam uma opção viável para empresas de menor porte, os softwares conseguem ir além e imprimir mais praticidade e estratégia ao RH.
Não tão “quadradas” as plataformas conseguem se adequar melhor às empresas. Além disso, elas armazenam e expõem as informações de modo fluído e contínuo, sendo ideais em casos como a medição do clima organizacional – que vai além de perguntas e respostas objetivas.
Outra vantagem que os softwares para RH trouxeram foi a automação. A integração de dados permite que tudo seja analisado em uma mesma tela. No caso descrito antes, a promoção de um colaborador por conta de um treinamento não precisaria ser informada para três fontes diferente de informação. A tecnologia de big data dos softwares permite que com um clique toda a cadeia de informação seja atualizada.
Protagonista da própria história
Por mais que as ferramentas sejam úteis, o final feliz só chegará para as áreas de RH que entenderem que os colaboradores não são números que podem ser preenchidos em uma tabela ou em um software. É preciso olhar para as necessidades do grupo e traduzir este sentimento para a ferramenta, assim, é possível ter uma visão e atuação estratégica, antecipando crises e prevenindo o turnover.
Na sua empresa, como a gestão de RH é feita? Conte para nós!
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