High effort for the personnel department
The Human Resources department plays a special role within the company as the interface between management, specialist departments and employees. However, for many years, the HR office was considered a purely administrative department whose main task was payroll and employee management.
For some years now, however, HR managers have had to take on much more extensive tasks. The requirements are becoming more and more complex, not only on the part of the legislator and the employers’ liability insurance association, but also on the part of the company’s own employees, who are making ever greater demands on the HR department today than they did some time ago. In addition to a new range of lifestyles, the desire for more self-determination has also found its way into companies, which must be reflected in different working time models, remuneration systems and time recording concepts. All this information must be mapped on the system side and should ideally converge in one software solution.
At the same time, the length of service of employees continues to decline as they change employers more quickly today due to the shortage of skilled workers. The workload for the HR department continues to increase. As a result, jobs need to be backfilled more frequently, and spending on headhunters and staff leasing firms continues to rise. The company is becoming increasingly dependent on external personnel service providers and is no longer able to recruit personnel itself. Although digitization makes it possible to respond more flexibly to the needs of employees, the newly gained possibilities create further organizational effort.
The desire to digitize and thus relieve the HR department with HR software is understandable. However, due to evolved structures, true isolated solutions for each area have formed in most companies, which are not or only insufficiently compatible with each other. Many people are reluctant to connect them to another system. However, HR software that is individually selected and configured for your company is the key to finally having all information at your fingertips in a targeted manner at the touch of a button. Nowadays, Excel lists should no longer be used in any company for controlling in the personnel area. This is because Excel lists do not provide you with an up-to-date overview of your personnel indicators: no real-time data transfer, no current salary developments and no automatic reminders, for example, before the end of the probationary period.
Human resources software can do all this and much more. It is therefore extremely important to choose the right provider already when selecting the HR software. In addition, the personnel software solutions offered, as well as your existing IT landscapes, must be carefully checked for compatibility. But which software is the right one and maps your HR processes perfectly to really relieve the HR department, department managers and also the employees?
Sources of errors in the implementation of human resources software
Due to the high demand for HR software, many companies have included this product in their portfolio in recent years and offer the mapping of all HR processes, starting from the digital personnel file, applicant management, time recording, to the digital pay slip. However, there are major differences on the market in terms of data migration, interface connection and system stability.
Finding your way around here is difficult as an outsider. In the sales process, each company offers the best support, the highest security standards, and compatibility with existing systems is “a no-brainer.” After the software has been purchased, however, many companies discover that the interface connection does not work so smoothly after all, the project duration is delayed, and even the internal IT department cannot help with workflow modeling within the HR software.
Often unnecessary modules are purchased, which entail a high monthly license fee. Actually, no one has free capacities for this extensive project, the configuration of the personnel software requires extensive IT knowledge and the data migrations do not work due to incorrectly transmitted files. In the worst case, the expensively purchased system is only used to manage master data. The complete potential of the software is unused and the implementation has cost a lot of time and money, created false expectations in the workforce and only leads to great frustration.
To avoid such risks and bad investments, you should therefore work from the outset with an expert who specializes in the areas of digitization and human resources and who not only plans your HR software project, but also successfully implements it operationally. As a project manager in various IT projects and an expert with years of experience in HR and as, I have already successfully supported many companies in the digitalization of the HR department:
“In parallel, Ms. Herbak digitized the HR department with HR software that maps all HR processes. Starting with the consulting regarding the selection of the software, through the implementation, configuration and interface connection, to the final go-live and training of the users, she successfully implemented the introduction of the software as the sole project manager.”
Excerpt of the reference of the company Eckerle Technologies GmbH
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“Due to her expert knowledge in the areas of employer branding, digitalized HR processes and recruiting, as well as her high analytical ability, she achieved above-average success within a very short time.”
Extract of the reference of the company Konica Minolta Business Solutions Austria GmbH
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