Companies are as diverse in their processes as their employees themselves.
Due to the current situation, many companies feel compelled to take the first step towards digitalization. And rightly so: in years to come, Human Resource Management (HRM) will instead be driven by automated processes rather than routine manual tasks. This will allow HR employees to focus less on administrative and more on strategic HR tasks. Digital HR processes enable HRM to make data-driven decisions and thus contribute added value to the company's success.
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 deployed.
48%
of employees feel burnt out according to Microsoft's Work Trend Index.
This emphasizes the need for precisely aligned strategies in your HR & employee management.
Guiding principles for your digital HR strategy
Applicant or employee orientation
Let processes begin and end with the applicant or employee for a targeted "Candidate Experience Design" or "Employee Experience Design".
Customization
Align processes with specific applicants and employees using algorithms and Artificial Intelligence (AI).
Simplicity
Design processes so that they are perceived as easy to use, e.g., through an intuitive user interface.
Agility
Adapt HRM quickly and effectively to constantly changing environmental influences.
Evidence-based
Use of HR analytics tools or Artificial Intelligence to simplify personnel decisions with information-based
Efficiency-orientation
Allow recurring routine tasks to be performed by algorithms and thus increase efficiency, e.g. through digital personnel files and workflow systems.
Scalability
Expand processes that can be digitized at near zero marginal cost.
The employee life cycle
The aim is to create the best possible employee experience. Employee experience encompasses the impressions and feelings that employees gather during their employment with a company. It ranges from the recruitment process to their experiences in everyday office life and their exit from the company.
Intervene where your employees currently stand and support them as HRM in every phase of the employee life cycle: a targeted strategy combined with efficient HR processes increases the commitment of your employees and at the same time promotes the sustainable development of your company.
A holistic approach is required to meet the many challenges and changes in the HR sector, such as demographic change, a shortage of skilled workers and digitalization.
HRM is therefore responsible for preparing companies and their employees for the challenges of the future. This gives HRM a whole new understanding of its role. The HR employee is transformed from a pure administrator into a creative innovator, a driving force for value development and a business partner of the company, and thus finds himself between the employees and the management.
The ability to automate processes and recurring tasks allows HR employees to 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 HR & Employee Management
HR managers must decide whether HRM can use the new digital opportunities to increase its own strategic contribution to the company's success. This is referred to as the HRM digital agenda . The HRM digital agenda aims to provide HR managers in a company with a tool to actively shape their own position in the context of the company's digitalization. This enables HRM to act both entrepreneurially and in line with individual customer requirements.
The fields of action of HRM's digital agenda are consumer orientation, workforce analytics and the reorganization of work. The goals of the HRM digital agenda are a more effective HR 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 use information data to better understand past decision-making processes and thus make their planning more effective in the future. This is because the collection and presentation of data in digital form is the basis for evaluating actions and supporting business 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 indicators enables HRM to monitor the well-defined organizational goals of HRM. These are usually related to the optimization and further development of recruitment processes. Optimize your recruiting with important KPIs such as cost-per-hire or time-to-hire. Orientation based on such data can support HRM in the future recruitment of new employees.
What are KPIs used for?
Advantages of
Digital HR & Employee Management
Our offer in the field of HRM helps you to use information intelligently 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 standardized 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
HR Management features for Microsoft Dynamics 365- Solution
Our (digital) Solution :
Our first choice for a holistic HR management system: HR Management for Microsoft Dynamics 365. Solution offers the basic functions for your employee administration and supplements them with all useful functions relating to your employees - from talent acquisition in recruiting to time management, vacation requests, employee evaluations and skills analyses to succession planning and retirement.
Sustainable digital foundations for HR processes
The prerequisite for all your sustainable optimizations is 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 company with software-supported administration that accurately reflects your company structures, hierarchies and job descriptions.
Digital personnel file
Organize your work across departments even more efficiently by empowering your employees to independently maintain their digital personnel file through 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 HR service
By using “virtual” HR employees in the form of so-called “chatbots”, many recurring inquiries can be processed automatically. The response times of virtual HR employees are significantly shorter than those of real HR employees.