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Modern and efficient HR requires a powerful IT infrastructure. Corporate HR departments have long outgrown the role of mere personnel administrators. HR is both a business partner and a business enabler. Human Resources is growing into the role of the pacesetter for digitization and is triggering modernization processes internally.
We would be happy to support you and your company in finding the right IT strategy for HR. Take advantage of our expertise and let our experienced consultants accompany you in your digital transformation.
However, in order to successfully shape the digital transformation of a company, a future-proof IT strategy for human resources is required. The HR software used is of central importance in this regard. The importance of modern HR management software for the success of a company cannot be overestimated. Numerous studies prove the ROI of HR systems. Finally, this is also recognized by IT and management. For a long time, HR solutions had a shadowy existence and were often mere appendages of the dominant ERP system.
Due to the shortage of skilled workers, HCM (Human Capital Management) systems have gained immensely in importance over the last 10 years. New technologies and disruptive business models such as cloud and SaaS have completely shaken up the market.
HR systems have long since offered more than payroll and time recording. Talent management, personnel development and recruiting are the top HR topics. Employee and Management Self Services also offer HR departments the opportunity to transfer responsibility to the central players in the company. Employees and managers are enabled to initiate processes such as vacation requests or employee appraisals and to design them independently.
HR as a business enabler provides the framework. This significantly reduces purely administrative activities and frees up resources for actual HR work.
The challenge is first to identify the most suitable solution scenario for your organization. Overall, three key strategic issues can be identified:
Often, the large integrated HR suites compete with their own specialized solutions, such as for applicant management. Whether a combination of several specialized solutions (the so-called best-of-breed approach) or an integrated overall HR solution makes more sense must be decided individually for your organization.
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Another central question that arises in HR IT projects is whether cloud providers or internally hosted on-premise solutions are favored. In particular, issues such as data security and data protection play a decisive role in this consideration. Here, too, we are happy to support you in the decision-making process.
Does your company have several locations, possibly even abroad? Then the advantages and disadvantages of a centralized or decentralized IT strategy must also be discussed. This results in synergy effects with globally deployed HR solutions. Local solutions, on the other hand, offer the individual locations greater flexibility. Here too, decisions must be made on a customer-specific basis.
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All these strategic questions have the greatest implications for the future direction of your company.
We are happy to put our experience and expertise at your disposal.
Based on the strategic considerations, the second step is to select the most suitable solutions from the almost unmanageable range of software providers and, if necessary, to combine them in a sensible manner.
The HR software used must meet the highest demands in terms of performance, functionality, flexibility and agility. Usability is also of outstanding importance for the acceptance of the software. User-friendliness and ease of use have become the decisive selection criteria in software selection projects.
