How do I digitalize the HR department?

Quick answer

1. Audit your processes: what is kept on paper, in Excel or over email, and where delays happen.
2. Choose HR software matched to the company size and with support for RO legislation (REGES/Revisal).
3. Migrate existing data and files — cleaned and checked — into the new platform.
4. Train the HR team and managers, then enable self-service for employees.
5. Automate time tracking, leave and approvals step by step, measuring the time saved.

The personnel file and attendance records stay mandatory in digital form too — digitalization doesn't exempt you, it just makes them easier to keep.
Submitting contracts and changes to REGES must continue on time; choose software that supports it.
Migrating and storing personnel data falls under GDPR: keep role-based access, an access log and a legal basis for retention.
Electronically signed documents are valid if they meet electronic-signature rules (eIDAS), useful for contracts and onboarding paperwork.

Example: a 50-employee company first digitalizes time tracking and leave, then over the following months recruiting and reviews.
Example: paper files are scanned and linked to each employee's record, removing the physical archive and slow searches.
Example: leave approvals move from email to a workflow in the software, with history and the day balance recalculated automatically.

Digitalizing without a prior audit, copying messy processes into the software instead of simplifying them.
Skipping team training, which leads back to Excel and a failed adoption.
Data not migrated, or migrated uncleaned, which breaks trust in the new platform in the first month.
Choosing software with no RO legislation support, leaving compliance uncovered after digitalization.

4softhr offers fast implementation and assistance migrating existing files and data.
It covers time tracking, leave, contracts and files in one platform, so you digitalize the whole flow, not isolated pieces.
Automating approvals and leave-day calculation reduces manual work from the first month.
Employee self-service and HR reports help adoption and measure the time saved.
Romanian-language support and integration with 4conta/4mystaff make the transition smooth for RO companies.