Empower HR leaders with low-code workflows


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In an increasingly competitive global environment for attracting and retaining talent, leaders in human resources departments are under great pressure. And they have become a key player in the success of organizations if they can attract and retain the right talent. The problem is that they often don’t have the tools, resources, and budget to do their job and maximize their results. In this post, we describe how Workflow and low-code BPM tools make it easy to empower HR leaders to autonomously, without direct IT intervention, build the applications they need to attract and retain the best talent for their organization.

The problem: depending on others… and on IT.

The leader and the entire Human Resources (HR) team go to great lengths and manage to hire the ideal person for the required position. After fierce competition with other companies, an agreement is finally reached with the new team member. But how much manual work did you have to do? How many forms did you fill out and send by mail, WhatsApp, or directly on paper?

Empower HR leaders with low-code Workflow Suites in the cloud to improve the department efficiency.

Human Resources services for people

The initial hiring was just the beginning of the headache. The new employee, motivated to join the company, in the first few weeks, makes several requests to the Human Resources Department:

  • requests training on a specific tool
  • he says that he will be working from home because he had contact with a positive Covid
  • submits an expense report for reimbursement
  • etc

And all these tasks are done by sending an email, which remains in an inbox… The new employee starts calling daily to see what his issues are. HR does its best to find the status of each issue. But it takes a long time. And he doesn’t always succeed.

The resource team is worn out on tasks that do not add value. And it does not provide a good service. Talents become demotivated. It conveys a sense of disorder, unprofessionalism.

Clearly, this path does not have a happy ending. It does not empower HR leaders to “take the bull by the horns” and solve their problems. It always results in a request to IT for software, development, or solution. And since the IT department is usually busy with a heavy workload and other priorities, the HR department is left behind (once again).

The Great Resignation

As if all these elements (present prior to the Covid pandemic) were not enough, in the last year a phenomenon known as The Great Resignation has developed, which puts even more pressure on HR departments.

While this phenomenon has among its main causes the inflexibility of some companies to deal with remote or hybrid work, there are also relevant aspects of employee compliance with the employer company, its internal processes, flexibility to perform non-repetitive tasks, or tasks involving creativity and innovation, etc., at stake. In this article, Forbes delves into the reasons for this phenomenon.

Other useful approaches.

In other posts, we have presented useful tools and approaches to improve the management of human resources departments, and in general the productivity of organizations. The HR Automation presents concrete processes and examples of immediate application to automate repetitive tasks and information exchange with the HR department.

When talking specifically about productivity, the following article proposes concrete and applicable recommendations in the short term: 8 Tips to increase productivity.

And collaterally, the article Growing pains in your business addresses in a friendly way, and with the help of two friendly characters (Tommy and Clerius) explains how the automation of processes helps to face the typical problems derived from the growth of the teams.

The ultimate solution: low-code and autonomy.

While the above tools are useful, they are not the ultimate solution to empower HR leaders to improve the management of their departments with autonomy and speed.

Regardless of the name of the role, be it “Human Resources Manager”, “Chief Human Resources Officer”, “Human Resources Partner” or “Human Resources Lead”, what is relevant is that this person can do what he/she is supposed to do. And that is to give the best service to the company’s staff, with the highest possible efficiency in its HR team.

La única forma de que el líder de recursos humanos sea capaz de mejorar sustancialemte la gestión de su departamento, es que tenga autonomía para hacerlo por sus propios medios. Esto es empoderarlo.

Low-code tools to the rescue

A few years ago, low-code platforms emerged, allowing the construction of complete applications without programming (coding), and without computer knowledge or very complex configurations. Due to the notorious shortage of IT talent in the world, organizations have turned strongly to incorporate this type of technology to accelerate their digital transformation processes and ultimately, to build the solutions they need to survive, operate and grow.

Model processes, click, put them to work.

By empowering HR leaders with low-code tools for process automation, we allow them to define for each HR process the associated form, with the fields that will contain the relevant information:

  • The associated form, with the fields that will contain the relevant information.
  • The process, by means of its graphical representation (drawing) with the stages that the form must fulfill.
  • The participants of the process (people or roles), who must complete the tasks.

Once these elements are defined, by means of a click (and without programming or complex configurations), the process will be ready and available to the users.

Empower HR leaders

Does it look like magic? Well yes, it does have a bit of magic to it, it’s true, and it’s exactly why there has been a massive adoption of low-code workflow technologies among HR leaders. They’ve been empowered.

And most importantly, it’s repeatable. If tomorrow, an HR leader in a manufacturing company needs to automate a process for receiving training requests, he can do it himself. And he can deploy it in a matter of hours or days (instead of weeks or months).


To empower HR leaders, you need tools that do not require programming or technical knowledge (low-code). They will allow them to digitize their processes and workflows autonomously. This means that they will not depend on the IT department (usually overloaded with work), in order to improve the management of the HR department, provide a better service to the organization, and thus meet the goal of attracting and retaining the best talent.

Flokzu workflow in the cloud provides a user-friendly interface, which together with its low-code features, allows the implementation of complete HR processes in hours. These include the forms (with the necessary compositions in each process), as well as the graphical definition of the flow through a diagram in BPMN notation.

As there is no better way to understand the spirit of low-code tools than by using them, we invite you to schedule a meeting with one of our experts, so we can automate together a complete process, and improve your organization.

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Sobre el autor

Picture of Micaela Suarez

Micaela Suarez

I am an economist and MBA, passionate about the intersection between technology, growth hacking, and the entrepreneurial world. My commitment lies not only in understanding current trends but also in anticipating and adapting to market transformations. My expertise focuses on implementing advanced demand generation strategies and martech. Innovation is not just a buzzword for me, but a central philosophy in my professional approach, especially when it comes to exploring and adopting new technologies. In addition to being an Economist and holding an MBA. With more than a decade in leadership roles in management and sales, I have made my mark especially in the technology sector, actively contributing to the growth and development of companies in this field. As the Chief Revenue Officer at Flokzu, my mission is clear: to drive the company's global expansion and growth. An essential part of my role is to direct and coordinate the overall demand generation strategy, manage the commercial and marketing teams, and strengthen our partnership and strategic alliance strategy.

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