The challenge of migrating toward a more integrated approach
As the needs of the Talent and Culture department evolved, Grupo Puebla began searching for a platform that would allow it to integrate processes that had previously been fragmented into a single channel.
The goal was to centralize structural information while also bringing internal communications, employee documentation, and various HR processes together within a single experience.
Grupo Puebla used Naaloo as its internal management platform, but the tool no longer fully supported the department’s evolving needs. The team was looking for a solution that offered greater flexibility to configure processes, add new modules, and respond to requirements more efficiently.
There were also specific processes that needed to be managed differently, ranging from onboarding new employees and visualizing the organizational structure to learning and knowledge management. In some cases, this meant relying on different tools because these processes could not be integrated into a single platform.
More than 3,000 documents to migrate within a defined timeframe
One of the main challenges before beginning the migration was ensuring the continuity of all the information Grupo Puebla had already built within its previous platform.
The team had been managing documentation in Naaloo for approximately one year and needed to transfer more than 3,000 historical documents, including information relevant to employees’ day-to-day operations.
Migrating this documentation was one of the Talent and Culture team’s primary concerns. They could not start from scratch or lose the history they had accumulated; they needed all that information to remain available once the new platform was implemented.
In addition, Grupo Puebla had established a maximum period during which both platforms could operate simultaneously. This meant that meeting the implementation timeline was not merely desirable, but essential to avoid extending the cost of running two solutions at the same time.
The entire process, from kickoff to go-live, took approximately 90 days.
Support throughout the entire migration
During implementation, one of the aspects Grupo Puebla valued most was the continuous support it received.
The process included recurring meetings with the Humand team, allowing questions and needs that emerged as the migration progressed to be addressed week by week.
This dynamic helped maintain a steady flow of information and prevented concerns from accumulating or becoming obstacles to implementation. For Grupo Puebla, this close collaboration was one of the process’s key differentiators and enabled the team to move more efficiently through the transfer of all its information.
Migrating to achieve more, not simply to switch platforms
The migration also enabled Grupo Puebla to incorporate processes that it had previously been unable to manage in an integrated way.
Today, the team works with 8 active modules in Humand and has defined a progressive implementation strategy to continue adding new features according to the Talent and Culture department’s priorities and needs. Some of the most notable modules include:
- Onboarding: centralizes and structures the onboarding process for new employees.
- Organizational Chart: provides greater visibility into the organizational structure and makes it easier to reflect workforce changes.
- Internal Communications: helps create communities and new spaces for employee participation.
- Documents: centralizes team information and documentation within a single environment.
- Knowledge Library: brings relevant information and content together in a single access point.
- Learning: enables training and learning opportunities to be incorporated into the same platform.
In this way, the migration became an opportunity to integrate processes that had previously been distributed across different tools.
Room to continue growing
Although the migration is now complete, Grupo Puebla has designed a strategy to continue incorporating modules and processes progressively, prioritizing those that address the department’s most important needs at each stage.
After migrating its documentation, communications, and core processes from Naaloo, the team now has a platform that allows it to continue expanding its Talent and Culture strategy without having to add a new tool for every need.
The migration helped organize the present while also building a more flexible foundation for the future.
“Humand enabled us to standardize information and provide the same tools across all our business units, maintaining a consistent level of professionalization in our processes and documentation.”