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For Modern Teams

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Smart tools for team management, timekeeping, and accounting.

Why teams love our
HR platform

See the key reasons teams enjoy using Normativo in their daily work.

From

Team Normativo

For us, Normativo started with a simple idea. HR
should work for people, not the other way
around. We wanted to give both organizations
and employees a calmer and clearer way to
handle their daily tasks

Proven impact,
measurable results

68Hr

Saved Per Month

27%

Lower Operation
Costs

30%

Reduced Onboarding time

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Employee Data & Documentation
Management

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Employee Directory

Potential of ‘The Magic Triangle’: CRM, ERP and BI Integration

The Magic Triangle Methodology is a concept that suggests there must be an effective link between Customer Relationship Management ( CRM ), Enterprise Resource Planning ( ERP ) and Business Intelligence ( BI ) systems for efficient business operations. These three core components are essential for business success in today’s highly competitive markets, as they enable organizations to manage data effectively and streamline their processes. In order to gain maximum efficiency from these systems, it is important that the CRM, ERP and BI elements of the system all integrate seamlessly with each other. For instance, an integrated system would allow customer data stored in the CRM database to be retrieved via a BI query; likewise, information generated by the ERP module could also be accessed through a BI query or report. By linking all three together into one unified platform, organizations can utilize shared resources across their entire operation more efficiently – leading to cost savings and improved business performance overall. Having this type of integration also makes it easier for businesses to get better insight into their customers’ needs and behaviors so they can create products or services tailored towards those requirements much faster than if they had only used standalone CRM or ERP solutions. Additionally, having access to real-time data analysis enables companies to make smarter decisions on operational matters such as inventory levels or production cycles which can significantly reduce costs while improving customer service quality at the same time. However, creating an effective ‘magic triangle’ of IT systems isn’t always easy – especially since different software programs have varying levels of compatibility between them. Organizations need experienced professionals who understand both how these different components interact with each other but also how they fit within existing company structures & processes in order provide complete coverage over the full circle of sales operations & control activities. This is where  Normatech  plays a crucial role. As a company specializing in CRM, ERP and BI integrations, Normatech helps businesses establish seamless communication between their systems, ensuring that data flows smoothly across departments and platforms. With a deep understanding of enterprise applications and business intelligence, Normatech enables companies to turn raw data into actionable insights that drive smarter decisions and greater efficiency. Implementing such a complex ecosystem requires a partner who understands the underlying science of data flow.  Normatech  offers a unique combination of theoretical depth and practical expertise. The “Magic Triangle” methodology was pioneered by  Normatech’s CEO and Founder, Ing. George Maisuradze  . His framework is backed by his  scientific articles  on the integration of CRM, ERP, and BI systems. Under his leadership, Normatech ensures your infrastructure is not just connected, but harmonized – turning his research into a validated framework for long-term growth and operational excellence.

Team Normativo

13 / 01 / 2026

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Employee Directory

What is human resource management?

Human resource management (HRM) refers to the processes and structures that help an employer recruit, train and manage employees.  The role of human resource management  Human resources (HR) can refer to either the process of managing employees or refer to the department and staff in charge of that process. The terms HR and HRM are sometimes used interchangeably, but HR focuses more on administrative functions, departments or staff, while HRM often refers to the big picture of management, procedures and strategy.  The process of managing human resources is typically carried out by an HR department. But that’s not always the case. The tasks may be integrated into other departments or performed by one or a few employees or the owner, especially at smaller businesses.  It’s common for larger companies to have their own HR departments, although the nomenclature can vary. Besides “HR,” you might hear departments titled as People and Culture, People and Development, People Experience or Employee Support. What does an HR manager do? HR managers can help a company run more efficiently by managing administrative tasks such as recruiting and training, compensation and benefits. They also protect company interests by creating, communicating and enforcing company policies. An HR manager may also spearhead other collaborative work with different department leaders (such as executives and supervisors) to develop a positive workplace culture, performance incentives and rewards, talent development programs and workplace engagement initiatives. These long-term, overarching HR goals are sometimes referred to as strategic human resources. Origin and evolution of HRM practices The origin of HR in the U.S. can be traced back to employment clerks in the early 20th century who were responsible for hiring workers for factories. Some companies created separate personnel departments for this, naming what we now call HR as “personnel administration.”  In the 1920s, industrial researcher George Elton Mayo founded the human relations movement, which emphasized the connection between employee well-being and workplace productivity.  Eventually, the scope of personnel administration shifted to also focus on legal compliance. Underpinning this change were new workplace and antidiscrimination laws, such as the New Deal labor laws, the Civil Rights Act of 1964, the Occupational Safety and Health Act (OSHA) and the Americans with Disabilities Act (ADA).  The term “human resources” is reported to have been coined in 1954 by the legendary management consultant Peter Drucker, in his classic book The Practice of Management. The growth of HR included practical changes too. The internet, for example, brought tech solutions still used today. Furthermore, continuous improvements in cloud services, software, web portals, apps and more all impact recruiting, candidate screening, onboarding and employee management. Human resources also evolved to focus more on employee retention. In practical terms, this might look like surveys, feedback and exit interviews to measure employee satisfaction.  Functions of human resources Some of the main functions of human resource departments are candidate recruitment and selection, training and development, and performance management and appraisal.  HR plays a key role in selecting candidates for job openings. HR professionals typically use HR software to manage this process, starting with an  applicant tracking system that scans and organizes resumés  . HR may also create job ads, conduct the initial round of interviews, manage tests or assessments during the hiring process, make job offers and negotiate with candidates. Once a candidate accepts an offer, HR typically manages the onboarding process. This can include background checks and employee orientation and training. HR may maintain employee records as necessary. The department may create systems for performance management and approval. While direct supervisors may perform the actual evaluations, HR can standardize them by creating templates and timelines.  Some responsibilities also feel like rewards. One of these is the task of fostering a positive company culture, which serves as a good starting point for increasing worker engagement. Shared activities, events, incentives, rewards, company traditions and  employee resource groups   are some ways of doing this.  Other methods, like bonuses, fair compensation and market-competitive benefits can make workers feel valued and appreciated, which can influence their tenure and performance at a company. Responsibilities of HRM HRM goes beyond procedures that help a workplace to function. HR managers also protect the employer from various risks and manage legal and ethical responsibilities. Some examples include: Creating a safe work environment  Preventing discrimination, harassment and bullying Establishing procedures for employees to report misconduct Resolving workplace conflicts Communicating company policies and workplace laws Encouraging employees to voice concerns and communicate feedback Mitigating risks such as security breaches and leaks of confidential information Managing layoffs and firing of employees Promoting an inclusive work environment Human resource management in small businesses In small businesses, managing human resources can be more challenging since they might have less, or sometimes no, staff devoted to it. HR tasks may fall to individual managers or the business owner, or be outsourced. The lack of an HR department can bring both challenges and opportunities. It can be easier and faster to implement meaningful change because there is less bureaucracy.  However, if there are no employees trained in HR, there may be a higher likelihood of mistakes. A smaller or nonexistent HR department can also mean that HR resources are more focused on the basics and less on strategic human resources.  Still, small-business owners can have a meaningful influence in HR even if they’re running a limited department or don’t have one. For starters, they can mindfully define the company’s culture, mission and values. This can help small businesses remain competitive in a market where both employees and customers prioritize such features. If budgets are tight, small-business owners can potentially offer low- or no-cost incentives to employees, such as flexible work arrangements.  Of course, business owners can always grow their skills. Taking HR classes can better prepare business owners with skills and knowledge to create strategies that larger companies use to recruit and manage employees, such as: Building an employer brand Writing job pages that describe what makes the workplace special Conducting productive job interviews Recognizing employee achievements Encouraging work-life balance Creating team-building opportunities he basics of hiring and administrating staff. Well-developed HR strategies can help employers and employees thrive by creating an efficient, harmonious and fulfilling work environment. Here's a closer look.

Team Normativo

13 / 01 / 2026

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HRIS (Human Resource Information System)

[abbreviation]

Definition:
A computerized system designed for the collection, storage, management, and analysis of data related to human resources, including employee records, payroll, recruitment, performance management, benefits administration, and compliance reporting.

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