Meeting the challenges of the HR function in 2021 in 4 resolutions!

In January, we traditionally make good resolutions for the upcoming year. After the year 2020, which took us all by surprise and required us to adapt very quickly, for Human Resources, 2021 promises to be full of challenges; making good resolutions should help you meet them.

Resolution #1: Increase digitalization of HR services

The pandemic has had a major impact on our lives, but also on businesses, and has led most of them to rethink their operations very quickly, particularly in their digital transformation.

You, HR departments and managers, have found yourselves on the front line in crisis management and continuity of HR services. Having access to all services, information, and being able to communicate quickly have become vital issues. HRIS have been indispensable tools in crisis management (see our white paper: Crisis management and HR business continuity).

To respond to the new challenges facing the HR function, HRIS have evolved to become increasingly open, agile and interconnected, while guaranteeing respect for the security and confidentiality of data and the rights of each user.

The massive digitalization of HR services is therefore the first trend that should be confirmed in 2021. However, successful digitization of HR services requires strategic thinking when choosing a technological solution.

Resolution #2: Find new efficiency levers - Automation & AI

In 2021, the HR function must continue its digital transformation to optimize operational efficiency and proximity to employees and maintain a high level of service.

HR management processes will have to turn to artificial intelligence to simplify or even automate cyclical or time-consuming management operations, such as payroll processes, team planning or employee integration processes.

HRIS platforms enable the automation of these tasks to significantly improve the efficiency of HR teams, allowing them to focus on tasks with greater added value and to position themselves as a strategic element of the company.

Choosing a solution that includes AI will also help the HR function to expand its range of possibilities and applications: prediction of departures and evaluation of commitment, recruitment assistance, skills development, or even promoting internal mobility, etc. (See our article: AI & HR, four letters that fit perfectly).

Resolution #3: Rethink the employee experience

The employee experience and quality of work life will also be major issues for 2021. The digital transformation of HR and the use of HR platforms and software solutions must be able to inspire a new “collaborator experience”. Just like a customer experience in a store, the employee is a customer like any other: yours. Just like your customers, you want to satisfy your employees to keep them loyal. You must therefore provide them with the best experience and the best tools available, so that they can grow while contributing to the achievement of your company’s objectives.

How can this rethought employee experience become reality? From a technological point of view, first, through HR portals. These will need to be equipped with extensive capabilities for personalization, configuration of validation circuits and contextualization, such as the use of chatbots coupled with knowledge bases such as HR Shared Service Centers.

The HR portal must also be accessible in self-service anytime, anywhere, mobile and teleworking and from any computer, tablet or mobile device, in line with the ATAWD concept born from the digital transformation: any time, any where, any device.

These tools will be the vectors of a resolutely more collaborative human experience. Your organizations will be able to maintain more easily contact with employees, an open listening and provide more transparency.

The other important aspect of the employee experience is the balance between family and work (see our Sceau Concilivi) to which managers and executives will have to pay greater attention. As the health crisis drags on, the work/life barrier is crumbling and continues to impact employees’ daily lives. Employee commitment could be tarnished as a result, as well as their motivation, which is nonetheless crucial in teams and for the smooth running of organizations and projects.

Resolution #4: Be the driving force behind change management

In 2020, we had to be resilient and adapt again and again to move forward in an unexpected and more than difficult context.

The situation, of course, continues, but the element of surprise has passed and you, the human resources managers, must once again become the main players in your organizations and be the driving force behind change management, particularly in this accelerated digital transformation.

Armed with technological solutions and HR strategies that have been rethought, improved, and even augmented if it comes to artificial intelligence, be proactive and lead the change management process to meet the challenges, constraints and changes inherent in a transformation imposed by an unprecedented health crisis.

Digital transformation and proactivity will be the key words to take up the challenges of 2021 and act sustainably on the HR issues of the coming years. Keeping your resolutions and taking up these challenges will give you the keys to take your organization to another level in a sustainable way. 

Given the strategic nature of the challenges, working with a quality partner to support you will increase the speed at which you can move forward. SIGMA-HR can help you in the digital transformation of your HR processes, do not hesitate to consult our experts to share your challenges and thus approach this new year with serenity.

AI and HR: Four letters to remember


What is AI? AI, which stands for artificial intelligence, encompasses several technologies that enable “machines” to perceive, understand, act, and learn to increase human capabilities. AI will transform the way people work, and it will increase our creativity and skills.

In this time of growth and change, the computer’s accuracy and speed of execution can reinforce human intelligence.

“Take care of your employees as you want them to take care of your customers.” Companies can take this saying literally and choose an HRIS boosted by artificial intelligence functionalities that contribute to the employees’ well-being.

Customization is a challenge for AI, and it must open new possibilities instead of limiting your horizons by using data that reproduces patterns of the past. Data is at the heart of these challenges. Organizations must focus on a specific theme, for example, an area of activity or a geographic location, while emphasizing the importance of centralizing all data.

Data analysis is crucial in decision-making tools. That’s why companies that develop HRIS must place AI at the heart of their innovation process. In practical terms, implementing IA in HR will allow you to save time, focus on high value-added tasks, reduce the risks of errors significantly, and increase the digitalization of the HR function.

Here are only a few possible applications for human resource management: prediction of resignations, assessment of employees’ engagement, integration of chatbot, help with recruitment and internal mobility, etc. However, innovation must also promote an ethical approach when implementing artificial intelligence in HR. Managers must become data analysis masters to get a 360-degree view of human resources and improve predictions significantly.

In conclusion, AI should continue to simplify our life and help the Human Resource Department to become a strategic lever in the company!

Jean-Marie Coudure-Tuquet / Mathilde Roussel

HR Tech in Montreal – Postponed


The second edition of HR Tech – the Human Resources, talent and payroll technolgies expo – will take place on May 26 and 27, 2020* at congress center in Montreal.

SIGMA-RH renews its bronze partnership for a second year and is more involved since its Vice President – Olivier Laroche joined the steering committee for this new edition.

HR professionals, solution providers and professional firms will meet during these two days to address all the opportunities and new challenges of the market.

We invite you to come and meet our team of experts and how our global HRIS solution can help you optimize all your HR processes throughout the employee lifecycle: Help with recruitment, administrative management, time management and activities , training, social relations and occupational health & safety.

To get your passes, click HERE.

*Due to the current situation, HR-Tech has been postponed in 2021.

A new graphic identity to support the development of SIGMA-HR

SIGMA-HR, a specialist in HR software applications, reveals its new visual identity. More contemporary, it marks a new stage in the company’s history and strengthens its positioning on the HR software market.

“Our logo had been the same for more than 10 years, but our company and our HR solution have evolved tremendously over the last decade. We offer increasingly innovative, technological and customizable solutions for medium and large companies. We have therefore decided to review our visual identity to modernize our image, improve our visibility and better represents our ambitions”, explains Patrice Poirier, the President of SIGMA-HR.

This new visual identity, a symbol of SIGMA-HR’s values of innovation and professionalism, will enable the company to strengthen its brand image in the competitive HR solutions market.

A new signature has also been added to the logo “Intelligent HR Solutions” to reflect the increasing integration of artificial intelligence into SIGMA-HR solutions.

This new logo will be gradually applied to all the company’s communication media.

Download the press release