Tag Archive for: HR efficiency

Digital HR tools generally lead to greater efficiency. However, its implementation is not enough. Based on our years of experience, we have identified three critical points with which HR digitization stands or falls.

  • In our view, the first step is always an assessment of added value – beyond the mere cost savings.
  • The second important point is the selection of employees in the project phase. We even developed our own assessment for the selection of the right actors.
  • The third point is the answer to the question of how new, digital HR is changing the company.

HR cloud systems – About the digitalization of HR management and its challenges.

The new, cloud-based HR systems reach far into every corner of the company and thus become management systems with HR content, to which every employee and every manager also has access – of course limited within the framework of authorization competence.

In order to develop and establish a suitable HR architecture that is helpful in daily, recurring processes and saves a lot of time, it is necessary to clarify various questions about the HR strategy and the HR business model in advance.

From HR data management and digital files to workflows to HR intelligence and task management.

HR excellence is defined by the four parameters strategy, organization, portfolio and efficiency. A key driver for efficiency is the support of the processes with appropriate IT systems. The right systems and their integration increase both the performance and the quality of the processes and thus lead to HR efficiency. Therefore, HR-IT is increasingly proving to be the engine and drive in achieving HR efficiency and thus HR excellence.

HR work is supported in all companies today by IT systems. Even small businesses with only one employee indirectly use software for payroll accounting with their tax advisor. As the number of employees increases, the requirements for personnel work increase. It is therefore essential that the selection of IT support for the HR processes has to be adapted to the peculiarities, requirements, culture and strategy of the company and should therefore be appropriate. IT support for large corporations should certainly be different than for SMEs. Efficiency can therefore only be measured relatively, always depending on the appropriateness and form of the systems. Efficiency drivers, however, can be defined independently of the company-specific framework.

Two maturity criteria: level of system support and integration

Efficiency can be assessed using two maturity criteria: system support and integration. It is important to work out which efficiency drivers should be supported in which form with IT (system support). A support with Excel or Word is usually better than paper but less powerful than a dedicated application. Nevertheless, a solution with Microsoft Office components can be appropriate from an economic perspective.