Las Margaritas
Training more than 60 stores without losing proximity One of Las Margaritas’ main challenges was supporting the growth of an organization with teams spread across more than 60 stores while delivering a consistent experience for every employee. The company needed a way for people to access information, training, and Human Resources processes without depending on […]
X-28 Alarmas
The challenge of reaching everyone with the same information Before implementing Humand, X-28 Alarmas managed many of its communications and processes through different channels: emails, chats, informal conversations, multiple folders with shared access, and separate applications for each need. This meant information was scattered, and certain processes did not always reach every team in the […]
Orien Openfarma
Growth that calls for new ways of working As Orien Openfarma added new locations, employees, and operational complexity, its HR processes began to fall behind. Reaching people distributed across pharmacies, warehouses, and the pharmaceutical distribution business depended on intermediaries, informal channels, and a large number of manual tasks. The pharmaceutical distributor’s ISO 9001 certification raised […]
Vicente López
Dispersed Processes and Limited Access for Teams One of the Municipality of Vicente López’s main challenges was connecting employees who work in very different environments and locations. While some perform their duties from offices, others spend most of the day out in the field, including inspectors and public services teams. Before implementing Humand, many processes […]
Universidad Católica de Salta
The challenge of connecting 120 locations With 3,000 employees distributed across the country, UCASAL needed to reach people with very different roles, routines, and levels of connection to the institution. The experience of a faculty member working at a regional location, for example, was very different from that of an administrative employee at the university’s […]
Los Grobo
A training experience that was difficult to centralize Before implementing Humand, training at Agrofina was managed independently. Each course had its own format, approach, and contracting process, with no shared space to bring content together and make it available to employees. This lack of centralization made it difficult to ensure continuity in learning and meant […]
Miranda Bosch
Brokers on the move: The challenge of centralizing communication In a real estate company where most of the team is constantly on the move, internal communication presents a unique challenge. Miranda Bosch’s brokers spend much of their day visiting properties and meeting with clients, without relying on a fixed workplace. Before implementing Humand, information was […]
Vélez
The challenge of managing Vélez Vélez is an institution that brings together professional and amateur sports, an educational institute with 2,400 students and 283 teachers, and services for more than 10,000 members. Internally, the Human Resources team faced a challenge familiar to any organization with a distributed workforce and a wide range of employee profiles: […]
Las Marias
The challenge of reaching everyone With five locations and very diverse teams, Las Marías has a distinctive challenge: most of its employees don’t work at a desk. They’re on the move, far from headquarters, and many work in the field. Managing a workforce with such varied profiles, from field workers to office staff, made reaching […]
Puppis
When processes can no longer keep pace with growth Puppis expansion brought new stores, more employees, and an increasingly complex operation. However, many People processes still relied on Excel spreadsheets, Google Forms, and basic tools that were difficult to sustain at scale. One of the company’s main challenges was employee training. Puppis lacked a learning […]