HR in the Digital Era – interview

Interview with HR manager Mr. Dědič from Engel strojírenská spol. s r.o. about why modern technologies are the key to more efficient work, more employee engagement and the future we need to be prepared for 🚀 Find out more in this exclusive interview!

✨What wereyour first steps in HR?

My first steps as HR Manager were towards improving, strengthening and most importantly stabilizing our company’s HR team. In all this, we had to recruit more than 400 new employees for various positions.

✨ Whatattracted you most to the HR field?

For a long time I have worked in various management positions where I chose the teams myself. My last big experience before joining ENGEL was building a new greenfield plant in Lázně Toušeň. Here I personally recruited all the employees for various positions during the completion of the construction. What I took away from this experience is that when selecting new employees, the important aspects are personal adjustment, willingness to work and continuous training in the field and, last but not least, the motivation of the employee.
We try to combine these requirements, among others of course, leading to the satisfaction of all employees, with the entire team to create the best possible working conditions. For myself, this is basically a daily challenge.

✨What weresome of the key moments or experiences that led you
to your current position in HR ?

The key moment for taking on this position was first taking over our apprenticeship centre. After the departure of the former HR manager, I filled in for the HR management and then it was really just a logical next step.

✨Howhas the role of HR changed during your career? What do you consider to be the biggest challenges?

As I mentioned at the beginning, my role has evolved over time. I first acted as a kind of crisis manager, then took on the role of psychologist when recruiting new people to the team, and then took over the leadership of the HR department. During this period there was a huge pressure to recruit new staff for various positions. As we follow the trends in the HR and staffing industry, we try to adapt to them, which is why we have recently faced another big challenge in the form of digitizing (not only) processes.

✨What roledoes HR play in the company’s strategy and how does this role influence decision-making in the area of digitalisation?

Digitalization is already, and will certainly be in the future, the only way to go. We are addressing the digitalization of various processes across the company and HR is an important part of the entire process chain.

✨Howwould you describe the importance of digitalisation in the manufacturing industry today?

Digitalization has become a hot topic in all sectors of the manufacturing industry and across the board. If companies do not look for ways to digitize processes, not only in HR, stagnation awaits them.

✨Howcan digitizing internal communication and processes contribute to the efficiency and competitiveness of a manufacturing company?

At ENGEL, digitizing processes, documents and communication with employees is a major project in HR. Internal communication is very important from our point of view. The importance of communication between employer and employees was especially evident during the times of covide, when employees needed to receive information in a timely manner, but it was not easy to contact all employees immediately about current measures or changes in legislation.

✨What arethe main challenges in implementing digital tools into internal
processes in a manufacturing company ?

In my opinion, the main challenge in implementing any tools and innovations is to convince and gain the support of the company management and the IT department. To have the persistence and tenacity to push through new projects and communication channels to connect with employees.

✨Howcan digitalisation help improve communication between different departments in a company?

The only communication channel was the use of the company email address, which only applies to administrative staff. Private email addresses of employees cannot be used by the company without permission. It is the installation of a digital app on mobile devices that is the route for all internal communication.

✨What is therole of HR in digitizing internal processes? How can HR support this process?

HR plays a crucial role in pushing forward the digitisation of internal processes. In our company, we already use tools for communicating with employees, communicating changes or processing tax returns.

✨ Do you havea specific case where digitalization has led to a significant improvement in communication or processes?

Yes, we have two examples already underway in the area of digital tools for internal communication, namely the system designed for annual tax settlements and JOBKA for internal communication between company management or the HR department and the employee.

✨How doyou think digital tools can contribute to improving employee job satisfaction and productivity?

Timely, direct and correct information leads the employee to be loyal to the company, because the employee sees that the company cares about its employees, is dedicated to them, knows about their possible discrepancies and questions and tries to solve them.

✨What arethe most common concerns of employees about digitalisation and how do you think they can be overcome?

The fear of being tracked by the company app, which stems from the employee’s reluctance to install the company app on their own mobile device. Direct information, repeated explanations of the benefits of apps and thorough preparation are helping to get an increasing number of employees to install the aforementioned digital tools.

✨Howdo you see the future of digitalisation in internal communication and processes in
manufacturing companies ?

Digitalization is currently the only way to speed up communication between HR and management with all employees, and in both directions. Previously they could only ask their manager, now they get the opportunity to ask the company management. Digitalization contributes to the efficiency of production processes, for example, in the case of reporting legislative or OSH changes.

✨How hasJOBka helped you in all this? 😍

JOBka has helped us significantly in direct communication to production workers. We were able to reach out to administrative staff via mass email, however, production staff were still reliant on getting information from a bulletin board or from their managers. I see this as the biggest benefit – the timely communication of information to all employees indiscriminately.

✨Whatwould you recommend as first steps for companies that want to start digitizing
their internal processes?

The first step is definitely consistent preparation and direct communication to employees, which includes explaining the importance of the communication platform and its benefits. The support of the IT department and corporate management plays a crucial role in a corporate company.

✨Howdo you think the role of HR will evolve in the context of further digitalization and
technological innovation ?

We rely on proven practices, but we cannot stand still, so we also look for new trends, new ways to reach employees and try to stabilize both their numbers and their jobs. HR could make more use of digitalisation, provided our legislation is more supportive. However, here too we all hope for a shift and the possibility of converting most documents into digital form.

✨Whatadvice would you give to companies trying to create a digitally oriented company culture?

Don’t hesitate to implement, there is no other way.