Maria Pizhurina, SimpleOne: SimpleOne HRMS closes absolutely all the needs of the HR department

Maria Pizhurina: One of the main problems is the fragmentation of HR tools. Most companies do not have a single HR system, different products are used for different tasks, often not integrated with each other. For example, recruiting is carried out in one system, payroll - in another, adaptation of employees - in the third. For something, a specialized boxed solution has been purchased, something is automated by its own IT, and mail and Excel are used for individual tasks.

Another problem is the difficulty of customizing boxed solutions. If the solution is acquired, you have to adapt to its business logic or pay a lot of money for improvements.  BPossia does not yet have uniform HR process standards, so approaches to automation can be very different from vendor to vendor.

This fragmentation of systems and the complexity of their customization lead to three unpleasant consequences:

1. Difficulties with data collection and analysis. In this high-tech age, when a business seeks to make as many decisions as possible based on data and efficiency, business success depends on the purity and availability of this data, it is very difficult for HR departments to aggregate information from different systems. You have to either collect data manually, or spend resources on refining products, the content of intermediate repositories or a separate analytical tool.
2. Lack of transparency of HR processes. The management of the company does not see a holistic picture of the work of HR specialists: who performs what tasks, with what efficiency, what resources are required. This prevents you from optimizing personnel processes and objectively assessing the need for certain costs for an HR function.
3. Problems in communications with employees. Staff do not have a single entry point to interact with HR. For various questions, you have to use either the portal, then the mail, then the chatbot. It is difficult to remember where what is, but it is easy to lose some task. All this, of course, reduces the level of satisfaction of employees from communicating with HR and from work in general.

Although there are wonderful solutions on the market that cover many HR functions, they do not solve all of the listed problems.

Maria Pizhurina: HR automation is not just a convenience for the human resources department. Today's business is managed on a data-driven basis, and without digital tools, it is impossible to effectively manage personnel, especially in large organizations. Without automation, HR becomes a "black box," it is simply impossible to assess labor costs and process efficiency with this approach.

One of the most common problems of HR is the inability to talk to business in the language of numbers, the difficulty in justifying initiatives before management. When the HR department says "we need a bigger training budget," the business logically asks "why?." Without numbers, any explanation for management sounds like generic words. But if HR shows analytics: "we lose so many employees in the first year of work, which costs the company so many million rubles, and an automated adaptation program will reduce the turnover by X%, which will save Y million," this is a completely different conversation.

Automation helps not only HR specialists, but also the entire company. For example, if the system allows you to assess the effectiveness of employees, predict their development and involvement, this reduces the risk of losing key personnel and increases business competitiveness.

Maria Pizhurina: The Russian HRM system market can be roughly divided into two types of solutions.

The first type is highly specialized products that automate individual HR processes. For example, there are excellent recruiting solutions, systems for assessing the effectiveness of personnel, training (LMS), personnel administration. In their niches, they are developed and competitive, but do not solve the main problem - the fragmentation of tools. Even if the company collects the best solutions for each area, it will face difficulties in integration, data exchange, and the absence of a single entry point for employees and HR.

The second type is platform solutions that seek to combine key HR processes into a single system. There are not so many such products on the Russian market, and even they do not always cover all the needs of HR departments. For example, there are often no complete modules for managing the tasks of HR specialists, analyzing HR processes, and convenient interaction of employees with HR.

Earlier, large companies used global platforms such as SAP SuccessFactors  and Oracle HCM, but their departure from the market forced customers to look for Russian alternatives.

Thus, companies have a choice: to assemble an ecosystem from different products or look for platform solutions that can close as many HR tasks as possible. We plan to rid customers of this painful choice.

Maria Pizhurina: SimpleOne HRMS is a unified digital environment for the work of the HR department and employees of the company, which contains all the key personnel management processes. The platform solves the main problems of the HR department that I have already listed: the fragmentation of tools, the complexity of integration, the lack of analytics and the lack of a single entry point for employees.

Key benefits of SimpleOne HRMS:

1. Unified system for all HR processes. Unlike most HR solutions, which automate individual areas (recruiting, training, adaptation, etc.), SimpleOne HRMS covers the entire life cycle of employees. This allows you to get rid of the "zoo" systems and gives the HR department a convenient tool for comprehensive personnel management.
2. Flexibility and customization without programming. The low-code/no-code platform makes it possible to adapt the system to its processes without complex development. Any specialist without a technical background after a short and simple training can independently customize the processes, forms, reports and logic of work - just take our free course.
3. Flexible deployment options. The system is available both in the cloud and in the on-premium version. Companies can choose a convenient option depending on their security and infrastructure requirements.
4. Easily migrate data and integrate with other systems. Built-in import tools make it easy to transfer data from other HR systems. REST API with good documentation simplifies integration with accounting and ERP systems, for example, with 1C.
5. Full mobile version. Unlike many HRM systems, where mobile versions are limited in functionality, SimpleOne HRMS offers full-fledged mobile access, which is especially important for employees who do not work at a computer (for example, in production).

Maria Pizhurina: We created SimpleOne HRMS as a universal platform capable of automating all key HR processes: from recruitment and adaptation to internal communications, organizational design, any surveys and forms of feedback, goal management, multi-component payroll, loyalty programs, compensation and benefits. Our goal is hyperautomatization, that is, the creation of a system that covers absolutely all the needs of the HR department.

At the same time, we understand that the maturity of HR processes in companies can vary greatly. In some organizations, the HR function is reduced to basic operations - hiring and dismissal, in others it includes complex processes for managing engagement, personnel reserve, training. SimpleOne HRMS adapts flexibly to any degree of maturity: the platform allows you to use both individual modules and a comprehensive system that combines all HR areas.

SimpleOne HRMS consists of two key components:

1. Employee portal. This is a convenient entry point where the employee gets access to all HR services of the company. Here you can submit an application through the HR services catalog, track the status of the appeal, perform personal tasks, for example, pass a survey or essay. For managers, an approval module is provided - for example, approval of vacations.
2. Interface for HR specialists. It presents all the necessary eichar processes: from personnel accounting to internal communications management. Built-in HR Task Management helps you plan and distribute HR team tasks, control the workload, and streamline workflows.

In addition, analytics and reporting tools are integrated into the system, allowing HR to analyze key performance indicators, track employee engagement metrics, and analyze data in real time.

SimpleOne HRMS allows HR departments to work more efficiently, companies to save resources, and employees to interact with HR more easily.

Maria Pizhurina: First of all, they are aimed at the further hyperautomatization of HR processes. Hyperautomatization is a global trend, and HR is no exception. In the near future, we will focus on expanding the functionality of the system, deepening opportunities in such areas as recruiting, adaptation, internal communication, organizational structure management, compensation and benefits. We pay special attention to analytics - for example, in the new versions there will be "traffic lights" KPI maps and tools for predicting staff turnover.

Another important area is the introduction of artificial intelligence. We are already working on - AIalgorithms that will help automate routine eichar tasks, such as parsing video interviews, analyzing questionnaires and resumes, processing HR requests. At the same time, we believe that AI is needed precisely to automate routine tasks and should not replace the live communication that is so important in the work of the eichar.

System flexibility remains a priority. Our low-code/no-code approach allows companies to independently adapt the platform to their processes without involving developers. We plan to expand this toolkit so that users can quickly customize HR processes for their needs.

And, of course, it is critical for us to receive feedback from customers. We are ready to quickly make changes and refine functionality so that the platform meets the real business objectives as much as possible.