Author: Farley Niehues

The LGPD in HR must follow all the premises applicable to the law. That is, to ensure that personal data is secure based on a set of principles.

In this sense, have you ever throught about the amount of personal data that the Human Resources area has?

This data ranges from the simplest – such as the name, to the most complex ones such as image and even biometrics. Undoubtedly, the impacts of the LGPD on HR are numerous. After all, this is the department that has the most third-party data.

But, how does the LGPD apply in HR and how to ensure that all data used has the consent of it’s holders?

What is LGPD in HR?

It is a fact that data and information are the basis for the activities of the Human Resources area to be executed. In this sense, the sector collects and stores data from the admission process to the dismissal.

That is why knowing how to adapt the LGPD to HR is so important, especially so that there are no punishments or fines.

And, the application of the LGPD is broad. It even involves digital activities, such as registering for open positions carried out throught the website.

In this way, HR works with both personal data and sensitive data, such as religion, union membership, skin color, amoung others. In addition, HR often handles data from third parties, such as dependents.

In this sense, even the images that the internal cameras capture from employees must be LGPD compliant.

As the area’s internal processes require the capture of different types of data, adapting the LGPD in HR is a requirement. After all, we are talking about the area that most captures, stores and has access to sensitive data.

The law seeks to ensure the confidentiality and security of information, to adapt the LGPD in HR it is necessary to analyze the processes. Including how, and if it is necessary to capture certain data.

In this sense, the impacts of the LGPD on HR do not make it impossible to execute processes, but improve them.

What are the impacts of the LGPD on HR?

The impacts of the LGPD on HR come mainly from the correct collection and storage of information.

Thus, the biggest concern is the correct use, the consent of the holders and the security that prevents leaks.

What changes in HR in relation to recruitment and selection?

Arguably, most selection processes start with the online registration of professionals. Thus, if your website has an area such as “work with us” for the professional to enter their data, it will be necessary to comply with the LGPD. And if you receive your resume by email too.

Therefore, many companies area leaving aside very detailed fields, even if this can slow down the selection.

Thus, the LGPD in HR provides a critical analysis of what information is essential to the recruitment and selection process.

After all, the data collected will be the responsibility of the company. Therefore, sensitive data such as race and religion should be avoided.

However, even if only personal information is collected, it is essential to inform what privacy policies are adopted.

In addition, at the end of the selection process, it is necessary to eliminate the excess data and information.

Internal Processes and Records

The capture of information from employees also occurs during the execution of their activities. In this logic, by adopting activity registration with biometrics, personal data is being stored.

Undoubtendly, the practice of recording entries and exits, the famous “cloking in”, is fundamental for internal control. Therefore, it is necessary to adapt the LGPD, seeking authorization for use from the holder.

In this perspective, every image of the professional, such as a badge photo or promotional videos, needs to be allowed to be used.

In addiction, data regarding salaries, bonuses, productivity, evaluations, bank of hours, among others, are records that needs to be treated safely.

In this sense, define which professionals may have access to this information. After alll, a person may feel discriminated against if their information is misused.

When there is a dismissal from the company

The dismissal process also suffers the impacts of the LGPD on HR. When a shutdown is finalized, the company must eliminate the data is unnecessary.

In addition, if it is essential to preserve any data, the person needs to be aware of the purpose and whether there will be sharing.

Obviously, adopting a total exclusion procedure avoids damage to the company, such as leaks or misure.

The importance of authorization terms

One of the best ways to adapt HR to the LGPD is by obtaining consent for the use of data subjects.

This type of concession allows the company to capture, use, and store the data, avoiding legal problems with the LGPD in HR.

However, it is essential to explain to each employee how the process of capture, use, and storage takes place. And, express for what purposes the data is used, ensuring that everything occurs safely.

Protection of captured data

Possibly, among everything that changes in HR, the protection of information is the most important.

The LGPD in HR aims to protect data. In this sense, storage must be carried out with secure software. In addition, access should only be by authorized people who will actually make pertinent use of the information.

Thus, the responsability for protecting the data lies with the company that obtained it. Know thats if a third party (banks or health plans) misuses the information, the employee’s company is co-responsible for the misconduct.

Therefore, companies must establish partnerships with ethical and transparent suppliers. In addition, inform employees with which companies the data can be shared.

How to adapt HR to the LGPD with the help of technology?

At first it may seem that LGPD in HR only brings complications, but it is not reality. In addition to the security for data storage, this is a great opportunity to use technology to your advantage.

In this sense, by adopting a document management system, such as the Fusion Platform, you take a step forward in compliance.

First, it will be necessary to standardize the processes. This action is very advantageous. After all, it provides an analysis of activities and the need to collect certain information. Thus, the collection of unnecessary data is avoided.

In addition, Fusion is able to provide information tracking and allows you to delimit access permissions. In addition, there is a record of all activities, providing greater control.

Thus, the processing and use of data is realiable and in compliance with the laws relevant to the LGPD in HR.

In addition to ensuring the integrity of the information, Fusion has security backups, cloud storage, and full document logging.

Then, processes are created to authorize the use of data, adding the purposes of use. Another issue that encompasses compliance is that the tool allows authorizations to be signed with a digital signature.

In this sense, it helps to apply the LGPD in HR in a practical and objective way, especially considering the increase in hybrid work.

We know that adapting to new laws is a laborious process. Therefore, Fusion has exclusive templates that helps apply LGPD in HR.

Neomind helps you keep HR compliant with the LGPD. Try the Fusion Platform free for 15 days and see all these advantages in practice.

How is the LGPD in your company’s HR? Tell us about your experience here in the comments. And also, if you have any questions, write in the comments, we will respond promptly.

When making decisions on technology adoption, one of the biggest challenges is selecting the option that best meets your business’s needs while providing good value for your money.

The market is flooded with tools offering a wide range of functionalities, purchase advantages, integrated modules, and countless other promises that can easily mislead even the most seasoned buyers into making hasty and less than ideal decisions.

How to Make Informed, Assertive Technological Decisions?

To make successful choices, it’s crucial to understand the difference between concepts: the depth and/or breadth of available technological solutions:

To understand the principles of a successful choice, it is necessary to comprehend the difference between the quantity and depth of a technological solution.

Depth refers to a solution’s ability to meet specific needs and effectively solve problems.

A solution with depth is robust, efficient, and capable of addressing challenges comprehensively and meaningfully.

This implies that the solution was developed with a solid understanding of the problem it aims to solve and was designed to provide an appropriate response.

On the other hand, quantity refers to the number of features, functionalities, or options available in the solution.

While depth focuses on quality and effectiveness, quantity is more related to the variety and scope of the characteristics offered.

A solution with a large number of features may seem attractive at first glance but can be overly complex or unnecessary, especially if those features do not add real value or become redundant.

Depth vs. Breadth: Pros and Cons

When choosing between depth and quantity, it’s crucial to think about your company’s long-term goals and the costs tied to each option.

A deeper solution might come with a higher upfront investment, but it can save you money down the road by eliminating the need for add-ons or future overhauls.

On the flip side, a solution packed with features might seem budget-friendly at first, but watch out—it could bring hidden costs. Customizations, frequent updates, or internal challenges like team spin-offs, culture shifts, and adoption curves can quickly rack up expenses and complicate operations.

Big decisions like this can have a ripple effect on your company’s performance. If you nail the choice and align it with your strategy, team dynamics, and timing—especially if you’ve got a high-performing crew—it’ll shape all future tech decisions for the better.

This kind of smart decision-making lets leaders focus on fresh strategies and long-term moves, cutting down on rework and avoiding quick-turn reinvestments.

Plus, getting it right keeps your team engaged and on the same page about the business’s direction and growth.

So, when it’s time to pick between depth and quantity in a tech solution, think beyond just immediate needs. Factor in your long-term goals and potential costs. A well-informed choice now can set your business up for success later.

Making Smart Tech Decisions: Choosing a Process and Document Management Tool

In the context of process and document management, the decision between depth and quantity of technological features is crucial to ensure the operational effectiveness and efficiency of a company.

Unlike approaches that focus merely on quantity, Neomind’s Fusion Platform stands out for its functionality depth, while offering a holistic and robust approach to managing processes and documents.

Fusion Platform does not limit itself to providing a superficial variety of features but is developed with a solid understanding of the specific needs of companies.

Its ability to deliver comprehensive and meaningful solutions is reflected in how it addresses operational challenges, promoting effectiveness and agility in business processes.

Among its features, Fusion Platform offers advanced workflow automation, intelligent document management, real-time collaboration, and powerful analytical insights.

By prioritizing depth over quantity, Fusion Platform provides a solution that not only meets the immediate needs of companies but also adapts to their long-term goals, ensuring significant returns on investment.

Try Fusion Platform now and experience how it can fit into your company’s reality!

Just like a maestro coordinates dozens of musicians in a concert to ensure each instrument is perfectly played and at the right moment, process orchestration coordinates and manages the execution of activities and tasks within an organization.

In other words, it provides full control over activities, from a given request creation to its completion. Process orchestration allows you to automate and integrate activities, enabling an optimized, coordinated, and efficient workflow.

Here are 5 steps to implement process orchestration and leverage increased productivity, reduced errors, and greater agility in task execution.

What is Process Orchestration?

Process orchestration is the practice of integrating and coordinating various systems and platforms to automate complex workflows and optimize business operations. However, it should not be confused with process automation, which focuses more on repetitive tasks.

Orchestration is broader and aims to improve entire processes, with process automation and control being part of its functionality. This method emerged as an efficient alternative to ensure isolated and disjointed systems are synchronized.

Thus, it can be said that centralizing and coordinating execution is a driver of digital transformation. Companies that implement strategies to have greater control over their activities and tools experience enhanced collaboration and agility. Other benefits include improved efficiency and productivity, elimination of bottlenecks, increased security and compliance, cost reduction, and greater customer satisfaction, among others.

Step-by-Step Guide to Process Orchestration

For those looking to positively transform their company’s operations, process orchestration is the ideal solution. To achieve all the benefits of this transformation, it’s essential to follow these steps:

1 – Map Steps and Identify Bottlenecks

The initial step is to understand how the activity flow currently works. The AS-IS-mapping should be simple and represent the activity flow, involved areas and roles, connections with external parties, required documents.

This practice aims to create a real representation of the company’s current scenario, diagnosing failure points, bottlenecks, and inefficiencies. Pay special attention to exceptions that occur frequently or have a larger impact on the process.

There are various techniques and tools to analyze and identify the root causes of problems, such as time analysis, SWOT matrix, customer journey, among others.

Pick the most effective method for solving the identified issue based on the perspective that will provide the greatest value.

2 – Model Processes with Clear Responsibilities and Transition Rules

After diagnosing inefficiencies, it’s necessary to find alternatives to eliminate or reduce the impact of these issues. In other words, redesign the activity flow to create the ideal model that will enable the process to achieve its final goal.

It’s often not possible to solve all problems at once. Start by addressing the most critical failures and progressively work on transforming the processes.

The new model should be simple and address the identified issues, making it much more streamlined. A good practice is to apply the TO-BE model for automation. Focusing on this solution to address some of the identified problems will improve performance and make the company more efficient.

Identify the responsibilities for each activity, including departments or areas involved, and specify which tools will be used. Clarify how the orchestration will occur, especially if activities will be relocated, outsourced, eliminated, or parallelized.

3 – Automate Repetitive Tasks

For both process modeling and automation, Neomind’s Fusion Platform is a key ally in facilitating process orchestration.

When redesigning a process with optimization in mind, new tools are often required. Thus, the new design should take these tools into account.

For each spotted problem to will be addressed, set the positive impacts of the changes. For instance, when automating a purchasing flow, notifications for managers can be set up to avoid bottlenecks in the approval process.

Fusion Platform offers a comprehensive solution, allowing for process automation through BPMS (Business Process Management Suite). This module ensures control, agility, and orchestration of company routines, making the process standardized and transparent.

Remember that a process, like the company itself, is a living organism. As inefficiencies are solved, new changes can be planned to achieve incremental gains.

Additionally, Neomind’s solution is fully customizable to your business, enabling the adaptation of activity flows and automation. Another important aspect is that each modification can be tested before implementation, ensuring the optimization will deliver significant results.

4 – System Integration

Orchestration can only occur effectively when different systems, applications, and services are connected and coordinated. Fusion Platform integrates with other systems, ensuring that all information is centralized in one solution.

Integration enables different technologies to communicate, such as systems, cloud apps, and databases. This connection guarantees that relevant information is accessed and shared, enabling faster and more accurate decision-making.

Furthermore, integration is essential for ensuring that automated workflows happen with speed and productivity.

5 – Real-Time Monitoring with Continuous Performance Analysis

Orchestration is synonymous with control. Therefore, measuring and analyzing results throughout transformation projects is crucial.

Real-time monitoring ensures that orchestrated processes remain efficient and can be optimized through continuous improvement.

Fusion Platform’s Indicator Center allows managers to track performance and easily identify new areas for attention, such as anomalies and bottlenecks. The functionality collects and analyzes data to generate visual reports and charts that are easy to interpret.

Some metrics that can be analyzed include activity execution time, error rates, error and rework percentages, overdue tasks, and more.

Process orchestration ensures reliability by proactively identifying and correcting problems. It also enhances visibility, supports scalability to meet new demands, and maintains compliance with regulations and standards.

Stay away from inefficient, low-quality, and costly workflows. Try Fusion Platform to automate, integrate and orchestrate your business processes.

Business is an ever-changing organization. For this reason, change management is essential for the transformation to occur smoothly, without major impacts or resistance.

The implementation of technologies is the driving force of companies today. Undoubtedly, it brings a number of benefits, such as increased productivity, efficiency, and high performance to business processes.

However, they are solutions that change the way employees work today. This means that as normal human beings, there will be resistance. It is natural for people to be afraid to face any change that involves new ways of working or learning.

For the implementation of new technologies to be successful, implement change management. Understand more about this subject and make your team embrace technological evolution for the sake of growing your business.

What Is Change Management

Change management is a strategy used to prepare, support, and guide employees in facing significant transformations. It aims to humanize the transition process by putting people first.

Within the corporate environment, there are many transformations, such as the implementation of new technologies, organizational restructuring, cultural changes, improvement in processes, among others.

Thus, it is a systematized method that uses tools and techniques to provide continuous support during transitions, avoiding risks and maximizing benefits.

It aims to reduce barriers to the adoption of new technologies, making it easier for teams to adapt. It addresses psychological, emotional and operational aspects of change.

Why is it so important for the implementation of new technologies?

There are a number of factors that justify the adoption of change management as a practice to anticipate and facilitate the implementation of new technologies. Highlight:

Minimize resistance

New features change the way people work today. This means that there will be a certain degree of resistance, after all, people are used to performing their activities in the already established model. It is necessary to recognize the concerns and discomfort of employees.

Change management identifies points of attention and employs strategies that anticipate oppositions, reducing their incidence.

Broadens user adoption

Success in the use of new features consists of full adoption by users. Thus, management ensures adherence by offering training, support, and a smooth and easy transition.

It is necessary that people understand the benefits and have no doubts about the new resources adopted;

Contributes to clear and open communication

One of the central points of change management is communication. For a good transition, it is essential that there is clear and consistent information sharing about the new technology.

It is not enough to just train, it is necessary to be transparent to communicate objectives, benefits and impacts of change. Openness contributes to the reduction of uncertainties and increased employee confidence.

Likewise, it allows you to set realistic expectations, communicate challenges and setbacks that avoid disappointment and frustration of those involved.

Maximizing ROI

Every investment, especially in technology, must generate tangible results. Managing change helps to organize and optimize the use of tools so that the organization gets the most out and return on its investment.

In addition, each implementation aims to achieve specific results, such as improving efficiency or optimizing care. Therefore, it is essential to establish clear goals, so that the organization directs its investments to solutions that really help achieve its strategic objectives.

Reduced disruptions

The implementation of new technological tools can cause workflow interruption. For example, changing systems can make it impossible for the procurement department to submit its requests.

Adopt strategies to anticipate these interruptions and reduce the impacts, so productivity is not compromised. And also to ensure that operations continue to take place during the transition.

Risk mitigation

In addition to emotional issues, change management also contributes to mitigating common risks. Develops strategies to reduce the likelihood of failures, such as data security issues, integration challenges, or anticipated technical issues.

This management model does not end when the software is installed. Management endures and includes evaluation mechanisms in search of continuous improvement. The return of these perceptions contributes to technology continuing to act to meet the needs of the organization.

Implementing new technologies with change management

To be successful when implementing new features, adopt the following strategies:

Align the implementation base with key leaders and managers so that the entire organization understands that technology is a priority;

Stipulate a scope of the implementation project addressing stakeholders, objectives, and timeline. Also designate leaders to lead the implementation. It is important that these people are technology enthusiasts;

Train and develop employees’ skills, knowledge, and competencies to use new technology. Capacity building, based on roles and responsibilities, increases confidence and reduces resistance;

Test the solutions in a controlled environment, allowing teams to experiment with small-scale usability before scaling to the rest of the organization. Analyze and remove problems, obstacles or items that generate difficulty in use;

Evaluate the impact of the change on several different aspects such as processes, functions, and company culture. In-depth analysis favors the development of strategies that expand acceptance;

Provide an environment for employees to submit recurring feedback, questions, and concerns. Acting in this way shows them that their opinions are valued and that the organization is attentive to their needs.

The more involved employees are, the greater the commitment and identification of challenges and their solutions. Seek to include those involved from the beginning of the implementation of new technologies.

Adopt the Fusion Platform

In general, change management provides a smooth transition and effective adoption of new technologies. Obviously, for all this to happen, it is necessary to adopt a simple and user-friendly solution.

Fusion Platform is a complete tool for managing documents, processes, indicators, risks, and electronic signature. With a focus on bringing greater benefits to the organization, it is customizable to meet the specific needs of the business.

In addition, Neomind provides highly trained professionals so that the transition is smooth, offering knowledge, information and support.

We know that digital transformation is about more than the use of technology. The success of any type of solution requires users who are truly engaged, confident, and committed.

Achieve greater efficiency and productivity gains by using change management as an opportunity and support for transformation. Encourage employees to see technology as a means to improve their work and grow professionally.

Count on Neomind to offer all the necessary structure for the transformation of your company. Try Fusion Platform, an intuitive interface solution that’s perfect for your team and your business.

If you’re here, you already understand the importance of adopting, maintaining, and embracing continuous improvement in strategies that provide competitive advantages in a highly dynamic environment like today’s business market.

It’s not enough for a company to simply function well; it must pursue constant enhancement and evolution. A holistic view provides insights necessary for identifying areas that need improvement.

Linking process management with continuous improvement allows a business to make significant strides toward success and growth. This approach transforms the entire operation of the company, primarily through the implementation of a culture that focuses on the ongoing refinement of all areas.

Process management stimulates innovation, efficiency, and adaptability to market dynamics. When effectively implemented, it offers numerous benefits for the organization as a whole.

To help you grasp this topic and leverage its advantages, we’ve prepared this material, presenting a clear and practical view of the connection between process management and continuous improvement.

We will introduce Fusion Platform, a comprehensive and innovative solution that contributes to more agile, efficient, productive, and high-quality management.

Keep reading to discover how to transform your processes so your business can reach new heights. Enjoy your reading!

Defining Processes

Every company has processes that are executed daily, varying in complexity.

In simple terms, a process is a set of structured and interrelated activities performed to achieve a specific strategic goal of the organization, such as delivering a product or service to the customer.

In other words, every task performed within a company is a crucial stage in the flow of a process. It’s as if each activity in a process is a fragmented piece of a whole that, when combined, forms the final product. You can think of it like a puzzle where each piece represents a task that, when correctly grouped, creates the final image or conclusion of the process.

Another valid definition is that every process aims to add value to inputs through procedures, transforming them into goods or services that meet customer needs.

As technology advances, many of these activities can be developed or improved using software and platforms. This explains why processes are becoming leaner, more practical, and faster. Interdependent and parallel activities occur simultaneously, with full access and understanding among all parties involved.