21 of February, 2025

Do you feel like HR management in your company is outdated? That can only mean it’s time to invest in human resources innovation.

At first glance, this might seem overwhelming. But change and innovation in human resources administration are simpler than you might think.

What is innovation in human resources?

By innovation in human resources management, we mean improvements in the company’s internal processes. Technology plays a key role in the strategies of HR innovation.

The result is a more efficient management of the organization’s workforce.

We can talk about technological innovation in human resources, largely made possible by automation. It is a fundamental part of any plan for innovation, as it helps create value.

Thanks to HR innovation, the company continues to be competitive.

Continuous changes in the labor market and rapid technological evolution make the constant review and improvement in HR processes unpredictable.

The sooner a company updates, the better results it will get. The greater the advantage it will achieve through creativity and innovation.

Among the benefits of human resources innovation, the reduction in operating costs stands out. We can continue to perform the same functions, but HR will consume fewer resources. Thus, their work will have added value and operating costs will be lower.

Being focused on more valuable tasks means a more efficient management of the workforce and a boost for employees.

The automation of processes facilitates teamwork. Each member has more information and updated data, can access all kinds of documents, etc.

One of the derivatives of all this is the improvement in the internal communication of the organization, a key aspect for success. It will be more fluid and more regular, avoiding misunderstandings.

It also helps us to minimize human errors. The end of discoordination, confusion or misunderstandings are here.

Types of innovation and digital transformation of human resources

When we talk about innovation in the human resources department, we must take into account the starting point. A technologically advanced HR team is not the same as one that is still outdated.

There are up to 4 models of human resources innovation:

Continuous innovation refers to the constant need for improvement. The obligation not to fall behind. It requires regular review of HR processes to apply the necessary improvements.
Process improvement would be a little less disruptive. Instead of applying new ideas, it intends to update those that already exist. Automation is among the most clear examples of innovation found here.
Individual innovations occur when the company has a collaborative and participative corporate culture. Workers must feel free to express their ideas, and they must be taken into account.
The disruptive innovation is the most radical option. It involves breaking with existing systems and creating a new way of managing HR.

For this to be possible, policies for human resources innovation are essential. The HR department needs to be proactive and always seeking novelties.

But it cannot be alone in this sense. The company’s management must be open to it and not put brakes on HR innovation.

How to implement technological innovation in human resources

One of the best options when applying innovation and digital transformation of human resources is through a HR software.

Having tools like Sesame HR means a major change in workforce management. Nothing will be the same again.

As we repeat, the automation of human resources is key to implementing innovation. A HR software allows us to automate most of the functions performed by this department.

Thus, the team can focus on tasks that add value to the company.

Often, repetitive tasks are those that add the least value. Hence the importance of having automation to make the best use of time.

Let’s look at the key areas in applying HR innovation and talent management.

Recruitment and staff selection

On the one hand, innovation and digital transformation in human resources help to reinforce our brand image.

We become a benchmark, a company where people want to work. In this way, we will have an easier time attracting talent to our ranks.

On the other hand, there’s the automation in staff selection processes, which among other things allows us to discard candidates who do not meet the requirements.

Have you ever stopped to think about how much time we waste on them? You can also innovate in interviews, candidate tracking, etc.

Working hours control

When we talk about technological innovation in human resources, this is one of the hot topics. Companies have to register the hours worked by their employees.

Task becomes complicated when there is teleworking or flexible schedules. A HR software makes everything much easier.

Employees only need to check in and out. In addition, with Sesame HR it is even possible to geolocate the check in/out.

The software records the total hours worked by an employee, project, etc. It also keeps track of overtime.

Document Management

Having resources like the employee portal is another way to innovate in HR. It facilitates internal communication, although in this sense we can also have an internal chat.

Especially when office work coexists with remote or telework.

We can create our database of employees, but also take advantage of it for document management. For example, employees can download from the employee portal their payroll or any relevant documentation.

They can also upload documents like sick leaves, or facilitate onboarding and offboarding.

Performance and work environment

Human resources innovation strategies can also involve performance surveys and/or work environment surveys. A different way to know the opinions of the staff and their needs. It allows us to collect key information in managing our staff.

Would you like to know more about HR innovation? Take a look at related contents on Sesame HR blog.

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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cristinamartin

HR Content Specialist

How to apply innovation in human resources management