Press Release: Xipe Servicios and OpenHR pursues Human Resources in Mexico


Xipe Servicios has reached an agreement with l.m.s. to market OpenHR in Mexico.

Xipe Servicios, a business that specializes in payroll and Human Resource solutions for Mexican businesses, has signed a contract to partner with OpenHR in Mexico.

Xipe Servicios is committed to advanced solutions in Human Resources in order to equip Mexican businesses with the necessary tools to increase productivity and introduce the digital transformation into their companies.

With OpenHR, Xipe Servicios positions itself as a provider of Human Resources solutions, advancing their position in the digital market, business mobility, and the Cloud as the solution of the future for all companies.

In a landscape where Mexican businesses have to advance in investigation and development—and where, in order to survive, they have to adopt the latest technologies—OpenHR, together with Xipe Servicios, provides solutions to real problems.

Xipe Servicios is unwaveringly committed to bettering the solutions they offer to the Human Resources market with the help of OpenHR. Edwin O. Sánchez, CEO of Xipe Servicios, says, “With OpenHR, Xipe Servicios reveals its firm intent to offer high-quality technological solutions to Mexican businesses.”

In order to do so, OpenHR will initiate a series of training courses for Xipe Servicios’ Human Resources consultants. The courses will take place in Mexico and cover the specific necessities of Mexican businesses.

Likewise, a series of marketing tactics will be put in place, including the creation of the website, as well as a blog specifically for this audience. In addition, OpenHR will start to prepare distinct marketing operations for specific solutions for the Mexican market.

With all of this, both OpenHR and Xipe Servicios make a joint commitment to the Mexican industrial network, supporting its growth and technological advancement.

What is Chloe? The Need-to-Know



Just a few short months ago, OpenHR and Sundown ai announced their new collaboration together via press release, introducing the world to Sundown‘s Artificial Intelligence (AI) platform called Chloe and how Chloe would be used in the partnership between the two businesses.

But what exactly is Chloe?

“Chloe is an Artificial Intelligence application that is powered by NLP (Natural Language Processing), graph algorithms, and machine learning to answer repetitive questions from emails, SMS, social media, or chats,” according to Sundown ai.

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What does Chloe do?

Chloe has three principal functions:

  1. Problem-solving
    1. This includes: customizes answers, initiates actions, performs Multiple Question handling, memory, and unstructured DATA.
  2. Learning and evolving
    1. This includes: unsupervised learning, semantic variability, learns from errors, accuracy improvement, and optimizes outcomes.
  3. Serving as a teammate
    1. This includes: Human + AI = greatness, humans control, increased productivity, less research time, and cost savings.

What makes Chloe unique?

Chloe is a unique AI platform for a number of reasons. She is well suited both for small businesses and large enterprises and has a substantially lower cost with significantly lower data requirements. In addition, she handles and processes unstructured data and has a linguistic layer that connects all systems—she even has semantic variability using natural language. What’s more? She also has a policy graph that provides logic to actions and complex workflows, and her training is automated and needs no supervision.

She is no “YATS,” or Yet Another Tech System.

How will Chloe work for OpenHR?

The addition of Chloe to OpenHR’s software will allow clients to access and manage their workforce via the Cloud from any device with an Internet connection—allowing for an increase company loyalty, productivity, value, and customer satisfaction, along with a reduction in costs.


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This article was based on a document created by Sundown ai. For more information and or a PDF version of said document, please visit OpenHR at

PRESS RELEASE: Sundown ai announces integration of Artificial Intelligence system with OpenHR



Sundown AI is set to better their Human Resources experience via a new integration

Madrid, Spain. Sundown AI is happy to announce their new collaboration and integration with OpenHR, a flexible business that specializes in Human Sources and Workforce Management solutions. The combination of these two platforms will be the next step for the Department of Human Resources.

Chloe, our Artificial Intelligence platform, has the capacity to deliver a solution that allows Human Resources and its employees to integrate quickly to the demands of their business. She offers the best service by means of the prediction of appropriate responses and answer suggestions for employees that otherwise would have required an investigation, such as “When am I allowed to take my vacations?” or “What is the business’ mission statement?”

More information can be found at

On the other hand, OpenHR is a business that pursues the alliance of Human Resources policies with organization strategy. It is a business that is focused on the profitability and productivity that proposes to focus Workforce Management. The OpenHR system is directed at businesses that want to benefit from new technologies and want to continue to grow and evolve, businesses where digital transformation is a necessity to survive.

More information can be found at

Among the benefits of the integration of Chloe and OpenHR are:

  • A channel of direct communication where the employees can resolve any doubts
  • An active solution 24 hours a day
  • Training for new employees
  • An immediate response to F.A.Q.
  • Chloe understands complex requests with multiple questions, thanks to Natural Language Processing (NCP)

Without a doubt, this new alliance between Sundown AI and OpenHR will bring with it new projections and expansions towards a new market and geography, where one will be able to use all of the best technology to manage the workforce.

Melissa Baker

Human Resources Director

Sundown AI

Jose Juan Martin

Executive Director


For the original press release, click here.

Did you ever think that your next HR assistant could be a talking robot?

HR Bots

Every day, more businesses are developing specialized conversation software for tasks such as employee management and marketing. In fact, one of them is being used by more than 600 businesses already.

“The next time you’re hired, you might find yourself getting information about payroll, vacations, and expenses by talking to a chatbot instead of consulting a handbook for new employees or talking to someone in HR.”

This is how Will Knight’s article, “The HR Person at Your Next Job May Actually Be a Bot,” started in the MIT Technology Review on August 3. Just like as I imagine any other Human Resources professional, this interesting article intrigued me. Truthfully, we believe that this is the next step in Human Resources.

In an age where we’ve started to talk to Siri and Cortana, an age in which we talk to Google so it finds things for us, to our car so it puts on the music we want or activates the GPS and takes us wherever we want to go, those who work in Human Resources cannot ignore this technological reality.

OpenHR was founded on the idea of using the best possible technology in order to manage the talent of our sales force. What’s more? The article we’ve mentioned gives cause for us to announce that just a few months ago we started working on introducing Artificial Intelligence to OpenHR. To do so, we’ve been testing out various technologies, and we’ve opted for Chloe, SunDown’s Artificial Intelligence solution.

This North American business, which specializes in technology, has signed an agreement with OpenHR to develop a next-generation solution that is both scalable and teachable, in order to install in OpenHR. This solution will allow business and Human Resources Departments to offer 24-hour availability, thanks to a bot that will be able to solve all employees’ issues, respond to their most frequently asked questions, and tutor new employees so that they can adapt as quickly as possible to the company’s rules and culture.

We at OpenHR are very excited about this new project, and we are throwing all of our effort and resources behind making it become a reality. Our department of Investigation, Development, and Innovation (I+D+I+) estimate that the project will be completed by the second semester of 2017, in order to be able to offer this as a standard solution to our clients.

One of the first steps that will be carried out, outside of the I+D+I offices, is to launch a pilot project, which will be called OpenHR-in-Ar. This project will serve to detect which clients are interested in participating in the first round of testing of our Artificial Intelligence component. This will allow us to focus on the project’s usefulness, learn our clients’ real needs, and finish putting together a realistic solution.

If any of our clients want to learn more about the project and get involved, we encourage them to get in contact with us at their earliest convenience.

“The best way to predict the future is to invent it.” – Alan Kay

An Interview with José Juan Martín, CEO of OpenHR



This is a reproduction of an interview done by José Juan Martín, CEO of OpenHR. In this interview, which is done all in Spanish (Martín’s native tongue), Martín talks about OpenHR‘s positioning and gives clues to new innovations that are coming soon in OpenHR‘s future.

Click here to listen to the interview. Below you’ll find the English translation:

Who is OpenHR, what can OpenHR offer, and what are the company’s values?

OpenHR offers businesses FLEXIBILITY, yes, flexibility in capital letters. With Open HR, we’re flexible with having our payroll solution in our offices or in an external consulting office. In addition, businesses can have different payroll systems, whether that be due to acquisitions, where each center has a distinct payroll system, or due to internalization, where there’s no reason to change the payroll of the countries where our company currently operates.

On the other hand, OpenHR doesn’t just manage Human Resources with full-time employees; it also allows you to manage self-employed individuals, freelancers, and externally contracted individuals that add value to the business. In that way, with our system, employees, middle management, executives, and directors of the business alike can all become a part of Human Resources. All of them will be able to access the system, see the system, and add to it.

With OpenHR, they will be able to access their personal data from any computer that has an Internet connection, as well as from any tablet, smartphone, iPhone, iPad, SmarTV. This is what we meant when we were talking about FLEXIBILITY in capital letters.

Who will benefit from OpenHR’s systems?

We like to say that OpenHR is for all businesses that think that the management of Human Resources adds value to the business and helps towards its future. From businesses with 25 employees that have concerns to very diversified franchises with few employees in each center, but where it is very important to know who each one of their employees is, and businesses with thousands of employees that they’re employing every month.

Our tool is also for companies that have jobs in other countries, where understanding of the job that needs to be performed shouldn’t be an obstacle in the way simply due to distance—or businesses that are satisfied with their labor advisors, but need direct information and fast statistics on their employees.

Ultimately, the OpenHR system is directed towards today’s businesses that want to benefit from these new technologies, as well as want to grow and evolve—businesses where digital transformation is a goal in order to survive.

Why should a client choose OpenHR and not another solution in the market?

For everything that I’ve commented thus far. Because this is a real solution for businesses for the future, down to the way they market themselves. OpenHR costs little more than a Euro a month, without hidden costs for servers, databases, and office automation—and in two weeks, you’ll have the system up and running. This is the tool for businesses that want to function the day after tomorrow.

At a technological level, OpenHR stands up for the Cloud, or Cloud computing?

At OpenHR, we advocate for the Cloud, because it’s the best way to cut costs and have the highest level of security with the lowest expense. Yes, that is the reality of the situation. If not, why would the best businesses be using it? But, at the same time, we are conscious that there are sensitive industries, such as public and state businesses, that still work, and want work, in local mode. For them, OpenHR has the On-Premises module, which allows them to download the Cloud to their servers. We package it up, we virtualize it, and they develop their own communications, security, and back-up copies.

In which of your systems that you’ve marketed have you applied the technological advances that you offer to the market?

OpenHR was born in the midst of a technological change and of a paradigm, which marks our time. For this reason, we’ve incorporated from the beginning all of the new concepts of portability, communication, and interaction—and we won’t stop doing that and constantly making changes every month for all of our clients.

After we advocated for—successfully for our clients—issues such as Big Data and Data Analysis, we’ve advocating for, along with a group of businesses in the United States, the development of an Artificial Intelligence system. This system focuses on the business’ employees and the Human Resources department. We believe that an investigation to define the concept, necessities, and projections will begin to bear fruit in a year from now, in the second semester of 2017. We will keep you all informed.

At the business level, what are your main goals?

We have two main goals. The first goal is creation and adaption to emerging technologies for our clients and their workforces, and the second goal is the internalization and expansion of OpenHR. This involves language adaptations and business rules for all countries and the creation of Certified Consultants who will be our business partners. Without them, we would not be able to advance.

We truly stand up for our partners and collaborators. Without them, we wouldn’t have been able to make the jump from all of Spain and Latin America, specifically Panama and Mexico, to the U.S. And we need this in order to begin to provide systems for England, France, and Germany, as I mentioned before.

We were born from the new paradigms, specifically globalization. We put ourselves on the market as a global system that transcends local borders, because businesses are beginning to act globally, whether they realize it or not.

What website or blog would you recommend?

My favorite websites are OpenMind and Jot Down.

What type of cell phone and computer do you use?

I use an iPhone 6 and a Chromebook laptop, just like at home.

Do you use a tablet? If so, what kind is it?

My tablet is a 9” iPad Pro. It’s the device I use when I’m traveling for business, when I go to visit clients, or when I give presentations.

The State of Enterprise Resource Planning in 2016


7.8% of Enterprise Resource Planning (ERP) software providers will improve their sales in 2016.

According to a study by software comparison company SoftDoIt, only 48.4% of these providers offer ERP in the app version of their software, and more than 65% have a version for both the Cloud as well as their servers.

27.5% of the consulted providers are situated in a three to six month implementation period in between, and 31.1% are certain that the investment will be recovered in six months to a year.

36.3% affirm that all businesses take between seven to 10 years in changing ERP and that both familiarity and confidence, as well as price, influence a business choosing one software solution over another.

SoftDoIt, the aforementioned leading software comparison company in Spain and Latin America, presented a study this month about the “State of Management Software (ERP) from the point of view of the providers.” In this report, they show actual photography from the ERP solutions that are offered in Spain by the principal software providers. In the fulfillment of this study, 93 businesses participated, including Datisa, Synerplus, Master Computer, Billage, Esteticsoft, STM, Efficens Way, Software Profesional de Extremadura,, Asersa, Talent Clue, Telematel, AG Informática y Servicios, Choice Grupo, SocialERP, TeleGestión, Adigal, Greensys IT, Aner Sistemas Informaticos, and Onyx Soft.

To read the full article, click here.

The Obligation to Keep Time Card Records


We’ve gathered up a report by consultants Key Iberboard, who specialize in labor issues. At the end of this blog, we’ve included a link to the complete report, but we couldn’t resist highlighting the following paragraphs:

A sentence dictated by the Labor Chamber of the National Court on May 6, 2016, joined with prior sentences from December 4, 2015, and February 19, 2016, and comes back to the controversial question related to the interpretation of Article 35.5 from the Statute of Workers Rights (Estatuo de los Trabajadores, or ET, in Spanish), confirming the obligation of all businesses to establish a record system of employee’ time cards, whether or not overtime has been worked.

The Statute does not establish a specific model for clocking in and out, given that both electronic and manual systems are considered valid, even though Labor Inspection (la Inspección  de  Trabajo in Spanish) indicates that in any case, it must have information on the total number of hours worked for each worker, including the clock-in and clock-out times, and each worker must be given a monthly copy of these records or have access, via a personal access code, to the electronic system where the records are kept.

For the full report, click here.

Since this new procedure doesn’t interfere with payslip preparation, as long as overtime is not worked, it becomes a subject that a business’ Department of Human Resources should begin to consider. It’s no longer just a matter of having this system in place, but making it possible for employees to easily access said system.

With OpenHR, you can create this communication system in between the employee and the business, independently from payslip paperwork. A solution like OpenHR and, more specifically, its module for daily work reports, is what can help us obey this regulation. The employee can fill out the reports, the supervisor can inspect them, and the reports can be stored in OpenHR, so that both the business and the worker can access them.

If you’d like more information, click here, and we’ll happily elaborate on the topic.

Your Business May Disappear If You Don’t Employ New Technologies


We live in an ever-changing world—but this isn’t news. We’ve always known that things change. Our businesses have been perpetually changing, from ever since we began to work at them until now. The executives and CEOs of all businesses know that things always change and that we must have a business that is constantly prepared for change. And the greatest lever of change in a business is the Department of Human Resources: the department of the people, not the payslips.

When these changes are imposed upon us by the legal system and are obligatory to society, it’s something we accept, and we assimilate quickly and efficiently. We’ve lived through tax changes and the creation of new labor measures that have change entirely our hiring system—even a change in currency. And we’ve always adapted and evolved.

But changing is not the difficult part. We’ve demonstrated to ourselves that we know how to do it. The difficult part is knowing that we have to change and why we have to do so. That is the most difficult: consciousness about change.

And these changes often have a track record. Change in and of itself is a gradual process—and staggered. Change doesn’t mean to mutate. Change doesn’t come spontaneously nor suddenly. You can foresee change. When we cannot see reality nor analyze the world around us, this is when change sneaks up on us, and we exclaim that things have changed suddenly—but that isn’t true. It’s us who haven’t wanted to face the facts.

We can talk about model changes. We can talk about digital transformations in business. We can talk a lot and not listen at all. Instead, let’s start to focus on the “clues” that reality is constantly giving us.

We’ll leave you with one—of the many—of this type of clue:

“Businesses must adapt to the Digital Revolution, otherwise the market is going to throw us out,” said CEO of OHL, Josep Piqué, at the latest meeting of Matins ESADE, sponsored by EY.

OpenHR’s New Expansion Plan


OpenHR has developed a new expansion plan based on business partners. This new expansion plan is based on two concrete strategies.

The first part is to expand the operating presence in Latin America and the United States, establishing distribution partners in Brazil, Chile, and the U.S.

The second part is to finish completing OpenHR’s presence in the rest of Europe, with companies that are focused on internalization and with great need for a new Human Resources system. The plan is to certify partnerships in England, Holland, Belgium, Germany, France, and Italy.

The first phase of this plane will begin in 2016, and the second phase is set to finalize in 2017.

OpeNHR will be able to provide great value to the digital transformation of the businesses in these countries via Human Resources.

OpenHR rises to be a solution in order to digitally transformation a business via Human Resources, using the Cloud and incorporating a variety of languages and a high level of personalization. An example of one such type of personalization is the possibility to incorporate the specific business rules of each country and each business, as well as the ability to adapt to the actual needs and the expansion of each organization.

The Digital Transformation via Human Resources


On June 15, there was a workshop in Malaga about the digital transformation of the business­—more specifically, the transformation of the business via the Human Resources department.

The conference took place at Promálaga I+D and was organized by Human Capital Innovation, OpenHR, and Reddium, with the collaboration of the local government of Malaga, PROMÁLAGA, and the Andalusian Technology Foundation, FUNDDATEC, the organization promoted at the core of the cluster of the digital economy ETICOM. The conference revolved around the OpenHR’s talent management tool, a cloud collaboration-based platform that allows businesses to contribute a collaborative tool to their employees­­­—a fundamental tool in order to achieve a stable and sustainable digital transformation in the business.

The roundtable started with a presentation by D. José Juan Martín, the Executive Director of OpenHR, in which he gave a general outline of the digital transformation in the businesses. He highlighted specific data and clearly defined the aforementioned transformation, as well as why businesses that want to grow today need to evolve towards this new model.

This initiated a colorful shift in the conversation about whether or not this idea of change will only work for technology-based businesses and not as well for more traditional markets. Examples were provided about various businesses, such as Samsung, Schweppes, and Barrabes. More information was given, and preconceived notions were dismantled. A lively debate was had.

At the end, he highlighted the importance of a business’ Human Resources department as the department to lead this transformation. The Human Resources department—as a universal department in terms of excellence and as the source of a business’ work culture, as well as where the training and assessment of all employees takes place—is the leader that give continuity and content to the digital transformation. Alongside the Technology department and the general direction of the business, they are the real transformers of the business.

OpenHR was presented as a transformation and leadership tool for Human Resources departments, as a way to begin this transformation and also strength it. OpenHR frees organizations from the “yoke” of doing payroll and other bureaucratic processes, as well as launches a system of communication, evaluation, training, and integration of the employees, middle management, the executives, and the general direction of the business.

The general impression of the attendees and organizers of the event was very satisfactory. The event created an environment filled with solid information, needs, and projects, and all involved agreed that they wish to repeat the roundtable in other forums and places in the future.