The challenge of professionalizing a growing operation
As Manolo grew, the need to organize and formalize internal processes that had previously been managed more informally also became increasingly important.
A large part of day-to-day communication and follow-up took place across different platforms or even in person. This could lead to confusion, information getting lost along the way, and difficulties tracking what had been discussed or agreed upon.
Time tracking was another major challenge for Manolo. Clock-in data had to be transferred from one system to another, which caused errors and made payroll processing, overtime management, and other related tasks more complex.
At the same time, the company was going through a period of growth and professionalization. Opening a factory to centralize production marked an important step forward and reinforced the need to support that evolution with more formal and organized Human Resources processes.
Time tracking as the starting point
Manolo decided to begin its Humand implementation with one of its main pain points: clock-ins.
The goal was for the entire team to start recording their workday through the app. This also helped drive platform adoption naturally, even among employees who had been with the company for many years and could be more resistant to change. To make the transition easier, Manolo also installed tablets at its locations so that any employee having trouble with their phone could still clock in and out without any issues.
The response was even better than expected. Once employees had developed the habit of clocking in through Humand, the team quickly moved forward with work shifts and time tracking.
Today, the impact can be seen directly in the operation: payroll errors have decreased significantly, and there is greater control over overtime, late arrivals, and other workday-related indicators. In addition, Human Resources can more easily access information about who is working, at what time, and on which days, even from a mobile phone.
A platform that continues to incorporate more processes
Following the initial success of time tracking, Manolo began adding new modules to further centralize its management. Today, some of the main ways Manolo uses Humand include:
- Time Tracking: enables the management of clock-ins, work shifts, and schedules from a single platform.
- Time Off: helped organize a process that previously faced challenges similar to those of time tracking.
- Learning: the company has already delivered training through Humand, including assessments and completion tracking.
- Service Management: used to centralize maintenance-related requests.
- Marketplace: also one of the modules adopted by Manolo.
- Internal Communications: news and updates are published on the platform to keep teams informed.
- Personal Documents: enables information to be sent to specific groups, such as kitchen teams or floor managers, while providing traceability on who received, viewed, and signed each document.
This progress allowed Manolo to move from scattered and informal processes to a management model with greater control, traceability, and access to information.
A management model ready to keep growing
Manolo currently has a 99.9% activation rate on Humand, with only one person still pending at the time of the interview. The company has also started using the information available on the platform to develop new indicators, particularly around overtime and absenteeism, further strengthening the use of data in people management.
For Manolo, implementing Humand meant much more than digitizing clock-ins. It was an opportunity to formalize processes, organize internal information, and build a stronger foundation to support the company’s continued growth.
“Humand has helped us tremendously to formalize our processes and become more organized, which I think was something we were missing. We’ve only been using the platform for a short time, but we’re very happy with it and moving in the direction we want to go.”