#futureofwork2024 | Darius Gisca, Romanian Software: Last year, our development team was particularly focused on helping existing clients with legislative updates

At the recent Working Romania conference organized by Business Review, Darius Gisca, Business Development Manager at Romanian Software, took center stage in the discussion on innovative workforce solutions in today’s digital age. Participating in the highly anticipated event, Gisca shared his extensive expertise and insights on leveraging technology to enhance workforce management and development. With Romanian Software at the forefront of HR tech solutions, Gisca’s contribution highlighted how advanced software can significantly improve HR operations, from recruitment to retention, aligning with modern corporate needs and legislative changes. His discussion also addressed the critical role of technology in adapting to the evolving dynamics of the labor market, making it a cornerstone for strategic business development in a post-pandemic world.

“Let’s start with legislation. I did a count towards the end of 2023 and the beginning of this year, and there were over 80 legislative changes last year that directly impacted the areas of payroll and personnel administration, specifically in HR. Indeed, we promote our solution as a modern, continuously updated solution, developed with the assistance of our development and legal teams to address legislative changes. This solution aims to streamline every process in human resources departments, covering the basics such as administration, timekeeping, payroll, as well as employee evaluations, training, recruitment, and potentially travel, accounts, and budgeting areas. Reflecting on the past four or five years, before and during the pandemic, companies sought to streamline these basic, static areas. Now, we observe a growing need for the nice-to-have modules; the static ones are satisfactory, and each company generally works with a specific provider while seeking to enhance other modules like recruitment, training, and evaluation.

Last year, our development team was particularly focused on helping existing clients with legislative updates. Besides sending out newsletters explaining the changes, how our legal team interpreted them, and their application impact, we dedicated ourselves to providing updates due to these changes. This left us less time to do what we enjoy, such as developing new modules and improving existing ones.

In the realm of static processes like personnel administration, which includes document generation, contracts, and additional acts, everything involved in new hires, liquidations, and departmental transfers, as well as timekeeping, requires collecting data on worked and non-worked hours. This often leads to paperwork and Excel sheets prone to human errors without a well-organized system. The last phase, payroll, and even the package of deliverables that each company must submit monthly to state institutions, is where most time is lost. HR can’t focus on the truly important aspects of the company, echoing what my fellow speakers mentioned about the data collection area being very interesting. We’ve established a specific reporting area for each module, allowing us to collect reports or statistics on various aspects, to aid in employee retention and more. We’ve also developed an area we call employee self-service, which helps alleviate HR’s repetitive tasks and fosters closer relationships between employees and HR through this personal space. Besides viewing personal information from documents, contracts, and job description sheets, employees can see their pay slips, request leave days with a clearly defined approval process, directly generate certificates from the application without salary data, and make specific requests directly from the application for real-time responses from HR. Regarding communication, we have a section for public documents where HR can post any company-wide information. This enhances communication within the company, allowing for the posting of collective labor contracts, notifications, and internal regulations for all employees to access and review.”