HR & Employee Management

Here comes your personnel transformation

Companies differ in their processes as much as their employees themselves. Due to the current situation, many companies are forced to take the first step towards digitalization. And rightly so. According to a study by Deloitte, many companies currently have a digitization potential that has not been sufficiently exploited.

Human Resource Management (HRM) will no longer be driven by manual routine activities but by automated processes. This enables HR employees to spend less time on administrative and more time on strategic HR tasks. Through digital HR processes, HRM can make data-driven decisions and thus contribute added value to the success of the company.

Based on the HR strategy, which takes into account the influences of digitalization, HR processes and HR structures must be optimized or redesigned appropriately and the right HR IT must be used.

HR strategy HR processes HR structures HR IT

In 37%.

of the HR departments, a lot of time is spent on administration and data maintenance.

Strategic tasks such as personnel development or network maintenance are often neglected.

Guiding Principles for your digital HR strategy

Applicant or employee orientation
processes begin and end with the applicant or employee for a conscious "Candidate Experience Design" or "Employee Experience Design".

Align processes through algorithms and artificial intelligence (AI) with the concrete applicant or employee.


Design processes so that they are perceived as easy to use, e.g. through an intuitive user interface.


Quickly and purposefully adapt HRM to the constantly changing environmental influences.

Use of HR analytics tools or artificial intelligence to simplify personnel decisions with information-based ones. 

Efficiency orientation
Let algorithms perform recurring routine tasks and thus increase efficiency, e.g. through digital personnel files and workflow systems.

Extend processes that can be digitized against almost zero marginal costs.

The employee life cycle

The goal is to create the best possible employee experience. Employee Experience comprises the impressions and feelings that employees gather during their employment with a company. It ranges from the hiring process to the experiences in everyday office life and the time they leave the company.

So intervene where your employees currently stand and support them as HRM in every phase of the employee life cycle: A target-oriented strategy combined with efficient personnel processes increases the commitment of your employees and at the same time promotes the sustainable development of your company.

A holistic approach is needed to meet the many challenges and changes in the HR sector, such as demographic change, shortage of skilled workers and digitisation.

HRM is therefore responsible for preparing companies and their employees for future challenges. This gives HRM a completely new understanding of its role. The HR employee is transformed from a mere administrator into a creative innovator, impulse generator for value development and business partner of the company and thus finds himself between the employees and the management.

With the ability to automate processes and recurring tasks, HR staff can focus on both creative and strategic issues. The use of HR information systems also leads to an increase in efficiency for companies and HR managers themselves.

Digital agenda of the HRM

HR managers must decide whether HRM can use the new digital possibilities to increase their own strategic contribution to the company's success. This is called the digital agenda of HRM . The aim of the HRM digital agenda is to provide HR managers of a company with a tool to actively shape their own position in the context of the digitalization of the company. This enables HRM to act in an entrepreneurial manner on the one hand, and on the other hand to act in accordance with individual customer requirements.

Fields of action of the digital agenda of HRM are consumer orientation, labour analytics and reorganisation of work. The goals of the HRM digital agenda are a more effective human resources function, better employee decisions and an agile company.

Consumer orientation

Labour Force Analysis

reorganization of labour

Reduction of complexity

Descriptive analytics

Networks and collaboration

Digital learning

Personnel planning

Capability Management

Digital listening

Predictive analytics

Leadership in network organizations

More effective personnel function

Better employee decisions

More agile company

Goals of HR Analytics & KPIs

HR departments should be able to better understand past decisions based on information data and thus make their planning more effective in the future. After all, the collection and presentation of data in digital form is the basis for evaluating actions and supporting corporate decisions.

Key Performance Indicators(KPIs) are business indicators that relate, for example, to the success, performance or capacity utilization of a company or its units. The use of KPIs in the form of personnel key figuresenablesHRM to monitor clearly defined organizational goals of HRM. These are usually related to the optimization and further development of recruiting processes. Optimize your recruiting with important KPIs such as cost-per-hire or time-to-hire. An orientation based on such data can support HRMin the future recruitment of new employees .

KPIs serve this purpose:

  • identify efficient recruiting channels
  • Distributing budgets promisingly
  • identify the skill gap between top and low performers and derive measures to close this gap
  • Assess, predict and improve employee performance
  • Identifying top performers and potential junior managers and providing targeted support - also with regard to succession management
  • Identify reasons for fluctuation or absenteeism and develop countermeasures

Modern and effective HRM must know where to start. KPIs therefore provide HRM with new and valuable insights that facilitate strategic decision-making and help define concrete measures with a view to a measurable goal. A concrete goal in HRM can be to increase the number of applicants in recruiting. With the help of dynamic and interactive HR dashboards, HR staff have brought together all the key personnel figures you need in one central location.

Advantages of Digital HRM

Our offer in the field of HRM helps you to use information in an intelligent way in your company. This offers decisive advantages:

  • Cost and time savings due to the fast retrieval of information
  • More efficient work distribution and optimized processes
  • Relief from administrative tasks thanks to uniform digital filing
  • Location and time independent access to employee data
  • By involving employees in data maintenance, you create greater transparency and greater employee satisfaction
  • Lower material costs through a paperless office
  • Simple visualization and evaluation of KPIs
  • Faster strategic decision making
  • User-friendly and simple operation of the system

Features of the HR Management for Microsoft Dynamics 365 solution

Sustainable digital foundations for HR processes
As a prerequisite for all your sustainable optimization efforts, you need to define efficient workflows and automate them with digital solutions. Only then can HR managers consider how they want to further expand the digital transformation. You can also reduce the complexity of your business with software-based management that accurately reflects your corporate structures, hierarchies and job descriptions.

Digital personnel file
Make your work across departments even more efficient by enabling your employees to maintain their digital personnel file independently through so-called Employee Self-Services. Tasks that were previously handled by HR employees are now managed independently by employees or applicants, such as profile updates, training, performance tracking and vacation requests. 

Artificial intelligence in the HR service
By using "virtual" HR employees in the form of so-called "chat offers", many recurring requests can be processed automatically. The response times of virtual HR employees are significantly shorter than those of real HR employees.

Learn more about HR Management for Microsoft Dynamics 365 products and services

Learn more about our cloud-based HR Management for Microsoft Dynamics 365 solution