Mihai Găvan, Total Soft: Global tendencies & solutions for the digitalization of HR processes

A Speaker in the first panel, titled “Keeping an eye on the #futureofwork,” at BR’s recent Working Romania HR Conference, Mihai Găvan, HCM Global Sales Director at TotalSoft, discusses HR processes, digitalization solutions, and the future trends in HR tech, both globally and locally.

He says that TotalSoft is a company that had always kept an eye on global trends and brought them to Romania and admits that: “the whole pandemic context didn’t do anything more than to accelerate the process of digitalization.” In his opinion, when talking about the digitalized processes of HR, “The whole discussion revolves around two needs: HR’s operational need and the recruiting need. The first one is fundamental because the business has to go forward, to survive or to grow, and the technology has the role to automatize HR’s processes, while people don’t operate from the office.”

As he continues debating the topic, he mentions: “The studies show that 53% of people want to work from home, while 47% want to go back to the office. And what’s important to say, is that the psychological analyses show that employees must identify with a form of work, from home or from the office, because a strategy of 50-50 is not healthy for their sense of belonging to the brand or company. To supply these things, we got the technology that helps with fulfilling the mentioned needs. For example, all the information needed is instantly transferred to HR, and the candidate, after 10 seconds, can receive the work contract by e-mail and can sign it electronically. We handled this need even before the pandemic because we always had an eye towards the global trends and we wanted to understand how they function and where do we need to position as a tech company.”

Other innovative solutions Mihai Găvan presented are checkpoints and pre-screening: “With the help of checkpoint and pre-screening, we can understand and actually do a sentimental analysis with the responses the candidate give in this process. If back in the days a recruiting process was dependent on face-to-face interactions, today the presence could be minimal or even zero, as there are a lot of companies that want to get rid of their office spaces, moving to a work-from-home well-established process.”

In the end, Mihai Găvan explains the trends that technology and digitalization brought to the table and how they help both the company and the employees: “We integrate the global trends regarding digitalization and we discovered some big trends that split in micro-trends: the first one, well-known and most debated worldwide, is work-from-home, work from everywhere. The second one is to automatize and manage the HR processes because there’s an operational need that hasn’t changed, even though the terms of the problems are the same. The third is the trend that covers the employee’s needs which are the same as previously, or even bigger; for example, if back in the days the employee needed a record to put his child into kindergarten, he needed to go to HR to get that record, but nowadays this need can be fulfilled through the power of technology in a familiar and non-formal way.”