According to Lyubov Cherkasova, Product Development

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Elena Kozyakina reminds that the storage period of personnel documents is 75 years, which imposes increased requirements on the infrastructure: "The information system must have a reliable infrastructure and be regularly checked for security. It is also necessary for developers to have experience and knowledge of how to store electronic documents for a long time, because some personnel documents have a storage period of up to 75 years according to the law. All this is directly related to the responsibility for working with personal data. Plus, not all documents can be digitized, not all employees agree to the transition to digital document management. As a result, additional resources are required to switch to KEDO."
Manager for LANIT Document Management at JSC LANIT, the implementation of KEDO may be hampered by the fear that employees will not use the system or will not agree to electronic document processing at all: "In our experience, employees agree much more often because it is very convenient. 3-5% refuse. In addition, there is a fear of implementing expensive automation solutions. Another obstacle may be the belief that it is easier to control the signing of documents in paper form than in electronic form."

Margarita Bogdanova-Shemraeva cambodia whatsapp number database noted that projects for the implementation of KEDO require a carefully prepared methodology, the formation of a pilot group and an internal campaign to promote the benefits and security of personal data, since it is the lack of consent from employees to switch to KEDO that is the main stopping factor for the implementation of KEDO in a company.

Svetlana Nemova believes that the main restraining factor is rather inertia: "In general, the market is ready to accelerate. However, there are general political and economic factors that can slow down this acceleration. The introduction of KEDO, strange as it may seem, is hampered by the human factor and the habit of HR specialists to work in the old way. We do not see such obstacles at the legislative level."

Lyubov Kulikova recommends disseminating the best practices of implementing KEDO, including within the company: "In my opinion, the first thing that will help significantly speed up the process of implementing KEDO is active and open communications both within companies that have begun the transition to KEDO and at the country level, because people, both employees and HR specialists, simply find it difficult to understand all this, and often they do not even understand why they need it. And it is important to understand that KEDO is not only personnel: at Reksoft, we used KEDO to automate accounting and other documents that are usually signed with employees in addition to personnel documents, such as various memos, business trip reports, etc. At Reksoft, more than 90% of employees have been transferred to KEDO, and we have received and continue to receive positive feedback from employees about the convenience of this format of interaction. It is truly fast and convenient, KEDO is the future of personnel."

Vladimir Lagun, Product Manager for Citros KEDO at SL Soft LLC, called on vendors to pay more attention to specific customer requirements, which vary depending on the industry, company size, and the landscape of HR solutions implemented in the company: "As solutions develop, developers will offer a wider range of integrations with the customer's corporate systems. In turn, KEDO systems will have greater customization capabilities to meet the requirements of specific customers."

According to HRlink forecasts, the expansion of the HR EDI market in 2024 will precede the explosive growth of this segment, which is expected in 2025. Already next year, it may become partially mandatory for a number of industries.