Digitization of
the HR Department

Digitization — with know-how and understanding

With every trend, self-appoin­ted experts and con­sul­tants rise to par­ti­ci­pa­te in the deve­lo­p­ment. Unfor­tu­n­a­te­ly, the topic of digi­tiz­a­ti­on is par­ti­cu­lar­ly affec­ted due to its com­ple­xi­ty. As a digi­tal nati­ve with expe­ri­ence in IT con­sul­ting and a pas­si­on for tech­no­lo­gies (e.g. I crea­ted the home­page you are cur­r­ent­ly sur­fing on), I am very fami­li­ar with digi­ti­zed pro­ces­ses. At the same time, I have been working in human resour­ces for over 12 years, have suc­cess­ful­ly com­ple­ted a three-year appren­ti­ce­ship as a per­son­nel ser­vices clerk and a master’s degree in human resour­ces management.

Unfor­tu­n­a­te­ly, inte­rim mana­gers often do not have com­pa­ra­ble qua­li­fi­ca­ti­ons and still inclu­de the­se topics in their port­fo­lio. As an expert with exten­si­ve expe­ri­ence in the are­as of human resour­ces and digi­tiz­a­ti­on, I have spe­ci­fi­cal­ly focu­sed on the­se two are­as. I have alrea­dy been able to sup­port several com­pa­nies on their way to digi­tal trans­for­ma­ti­on. Star­ting with the selec­tion and imple­men­ta­ti­on of sui­ta­ble HR soft­ware, through the deve­lo­p­ment and con­struc­tion of digi­tal HR stra­te­gies, to the digi­tiz­a­ti­on of ent­i­re HR departments.

Digitization digital transformation

As an inde­pen­dent con­sul­tant, two things are par­ti­cu­lar­ly important to me: Digi­ti­zed pro­ces­ses must save time and money. And: You have to bring the com­pa­ny for­ward in order to inspi­re app­li­cants from out­side and employees from insi­de again.

What does Digitization and Digital Transformation mean?

The­se terms rain down on us from all sides, pre­fer­a­b­ly pai­red with buz­z­words like agi­le and vola­ti­le. Too often, howe­ver, the­se words are used without a spe­ci­fic con­text, without a clear pur­po­se. For me, digi­tal trans­for­ma­ti­on is first and fore­mo­st a major chan­ge pro­cess. Ins­tead of sim­ply “digi­ti­zing”, I take a very spe­ci­fic look at your com­pa­ny and your cur­rent chal­len­ges in the human resour­ces area. Not every com­pa­ny has to map all pro­ces­ses digi­tal­ly. Rather, added value must be crea­ted that will bring your com­pa­ny for­ward. Digi­tiz­a­ti­on, espe­cial­ly in the human resour­ces area, is the­re­fo­re an invest­ment in your com­pa­ny in order to be suc­cess­ful in the mar­ket in the long term! The tur­no­ver, the cul­tu­re and the image of a com­pa­ny stands and falls with its employees! You the­re­fo­re need per­son­nel who are qua­li­fied, reli­able and, abo­ve all, moti­va­ted. Unfor­tu­n­a­te­ly, it is pre­cise­ly the­se employees that every com­pa­ny would like to win over.

EVERYTHING IS AGIL, DIGITAL AND VOLATILE?

Nobo­dy doubts that the degree of digi­tiz­a­ti­on in com­pa­nies will be decisi­ve for their sur­vi­val in the next few years. With all the exci­te­ment, howe­ver, one thing must not be lost sight of: What are your big­gest chal­len­ges wit­hin the com­pa­ny at the moment? If the­re is a shor­ta­ge of skil­led workers, the most modern digi­tal tools should be used to recruit staff in order to be able to com­pe­te with the com­pe­ti­ti­on. Or do you have pro­blems with fluc­tua­ti­on or the fur­ther deve­lo­p­ment of your employees?

I would be hap­py to show you the means and pos­si­bi­li­ties with which digi­tiz­a­ti­on can help you and how you can also work more effi­ci­ent­ly and, abo­ve all, more cost-effec­tively. For me it is a ques­ti­on of pro­fes­sio­na­lism that I have spe­cia­li­zed in human resour­ces and the digi­tal trans­for­ma­ti­on of this area. The ran­ge of pos­si­bi­li­ties is too big, too important espe­cial­ly the HR depart­ment to make mista­kes here or jmd. for advice who knows neit­her the com­ple­xi­ty of HR work nor the dif­fe­rent soft­ware solu­ti­ons. As an expert in this field, I know the job mar­ket, the respec­ti­ve tar­get groups and also the spe­ci­fic requi­re­ments of the app­li­cants. In addi­ti­on, I have exten­si­ve expe­ri­ence in the IT area, from the inter­face con­nec­tion of the soft­ware to auto­ma­ted job pos­ting. Invest in the necessa­ry digi­tiz­a­ti­on and thus in the future of your com­pa­ny and save valu­able time and money. Con­ta­ct me today without obligation!

Why is the digitization of the HR department so important?

Digi­tiz­a­ti­on brings many advan­ta­ges for com­pa­nies. Howe­ver, the HR depart­ment in par­ti­cu­lar bene­fits from the digi­tal trans­for­ma­ti­on due to the high admi­nis­tra­ti­ve effort and the inter­nal and exter­nal per­cep­ti­on. With the help of auto­ma­ted pro­ces­ses and modern soft­ware tailo­red to your com­pa­ny, a lot of money and time can be saved in the HR depart­ment. The three most important points are dis­cus­sed below.

SKILL LACK

Ano­t­her buz­z­word that con­ti­nues to be extre­me­ly explo­i­ted. But when do we actual­ly talk about a shor­ta­ge of skil­led workers? A shor­ta­ge of skil­led workers occurs when a signi­fi­cant num­ber of jobs can­not be ade­qua­te­ly fil­led. Signs of this are pri­ma­ri­ly long times until the vacan­cy is fil­led and rising sala­ries. The fol­lowing figu­res make the urgen­cy and the need for action clear. Accord­ing to stu­dies , more than 816,000 posi­ti­ons in the public sec­tor alo­ne will not be fil­led by 2030. If all sec­tors are inclu­ded in the stu­dy , by 2030 the­re will be a shor­ta­ge of more than 4.9 mil­li­on skil­led workers in Ger­ma­ny alone.

Of cour­se, the­re will be shifts in some pro­fes­sio­nal fiel­ds by 2030, such as logistics and trans­port, which can wea­ken the­se num­bers some­what. Howe­ver, 10 years on the labor mar­ket is too short a time to be able to expect pro­found chan­ges here. Much more time will pass befo­re the necessa­ry skil­led workers are avail­ab­le through government trai­ning, immi­gra­ti­on and retrai­ning. Ano­t­her aspect is that very few com­pa­nies can wait for the suc­cess of the­se government mea­su­res. The time pres­su­re is too gre­at, too many employees will reti­re in the next few years. At the same time, the age of gra­dua­tes con­ti­nues to rise, with the result that the­se peop­le are only later avail­ab­le for the labor mar­ket. Demo­gra­phic chan­ge is also acce­le­ra­ting this deve­lo­p­ment. All of the­se fac­tors con­tri­bu­te to the shor­ta­ge of skil­led workers. In order to remain com­pe­ti­ti­ve, a digi­tal per­son­nel stra­te­gy is the­re­fo­re more important than ever.

COST AND TIME SAVINGS

Whe­ther small com­pa­nies without a human resour­ces depart­ment or lar­ge cor­po­ra­ti­ons with several hund­red human resour­ces employees, they all invest a lot of time and money in recrui­t­ing and deve­lo­ping employees. If open vacan­ci­es can­not be fil­led after a long time, head­hun­ters and per­son­nel con­sul­tants are often cal­led in. This fur­ther incre­a­ses the cost of staf­fing. In addi­ti­on, the company’s image suf­fers becau­se no new employees can be recrui­ted from wit­hin. Ins­tead, invest your bud­get in the necessa­ry digi­tiz­a­ti­on to bring your com­pa­ny for­ward in the long term and sustainably.

How about, for examp­le, modern app­li­cant manage­ment, the digi­tal per­son­nel file or even a com­ple­te HR suite solu­ti­on? Wha­te­ver you deci­de, it is important that you do your rese­arch befo­re­hand. Let an inde­pen­dent con­sul­tant show you which HR stra­te­gies are sui­ta­ble for your com­pa­ny, your indus­try and, abo­ve all, your tar­get group. I would be hap­py to sup­port you! I look for­ward to your inquiry!

INTERNAL AND EXTERNAL ATTRACTIVENESS

Many HR depart­ment mea­su­res are pri­ma­ri­ly aimed at recrui­t­ing and retai­ning staff. The employ­er image and the inter­nal and exter­nal impact are also decisi­ve. HR soft­ware repres­ents a cru­cial inter­face to employees and app­li­cants. For app­li­cants, i.e. poten­ti­al employees, it is the first con­ta­ct with your com­pa­ny. The­re is no second chan­ce for this first impres­si­on! Use this oppor­tu­ni­ty and crea­te a posi­ti­ve expe­ri­ence. A sui­ta­ble soft­ware tailo­red to your com­pa­ny is essential.

How ready is your company for the digital future?

As a digi­tal nati­ve, digi­tiz­a­ti­on is not only a mat­ter of cour­se for me, but also enri­ching for com­pa­nies. The ques­ti­on of whe­ther digi­tiz­a­ti­on is good or bad is irrele­vant. Becau­se the digi­tal trans­for­ma­ti­on is not a trend that will soon be repla­ced by a new trend. Digi­tiz­a­ti­on goes much deeper, star­ting from the pri­va­te envi­ron­ment to our under­stan­ding of com­mu­ni­ca­ti­on and work. This deve­lo­p­ment will not only chan­ge com­pa­nies and crea­te new busi­ness models. Rather, the degree of digi­tiz­a­ti­on will deter­mi­ne how inno­va­ti­ve and thus how com­pe­ti­ti­ve com­pa­nies will be in the future. The decisi­ve fac­tor is that the com­pe­ti­ti­on — from inter­na­tio­nal cor­po­ra­ti­ons to small and medi­um-sized com­pa­nies — is alrea­dy using digi­tal stra­te­gies for per­son­nel recruit­ment and pro­cess optimization.

For a long time, com­pa­nies could rely on their pro­ducts, their core work­for­ce and even their solid com­pe­ti­ti­on. Today, howe­ver, we see how quick­ly the cor­po­ra­te land­s­cape — intern­al­ly and extern­al­ly — is chan­ging. Employees are chan­ging employ­ers fas­ter and fas­ter. Without having their own phy­si­cal pro­ducts, start-ups quick­ly beco­me glo­bal mar­ket lea­ders based on their ide­as of brin­ging cus­to­mers and sup­pliers tog­e­ther online.

Inno­va­tions that are clo­se­ly based on real cus­to­mer needs and the under­stan­ding of digi­tal chan­ge as an oppor­tu­ni­ty has made many com­pa­nies world mar­ket lea­ders by deve­lo­ping com­ple­te­ly new busi­ness models. The­se mar­ket dis­rup­ti­ons can also be trig­ge­red by small start-ups the­se days, lea­ding to an immense acce­le­ra­ti­on of com­pe­ti­ti­on. As ear­ly as 2016, the num­ber of Inter­net acces­ses via mobi­le devices (smart­pho­nes, tablets) was hig­her than via desk­top PCs for the first time. Has your com­pa­ny kept pace with this deve­lo­p­ment? How digi­tal and user-friend­ly are your pro­ces­ses really?

As ear­ly as 2016, the num­ber of Inter­net acces­ses via mobi­le devices (smart­pho­nes, tablets) was hig­her than via desk­top PCs for the first time.
Has your com­pa­ny kept pace with this deve­lo­p­ment? How digi­tal and user-friend­ly are your pro­ces­ses really?

In order for the digi­tal trans­for­ma­ti­on to suc­ceed in your com­pa­ny as well, you should pay par­ti­cu­lar atten­ti­on to pro­fes­sio­nal exper­ti­se when choo­sing a con­sul­tant. In addi­ti­on to various pro­ject manage­ment methods such as CIP, Scrum, Kan­ban, Water­fall and MVP approach, I have exten­si­ve indus­try expe­ri­ence in the are­as of food, auto­mo­ti­ve, IT, mar­ke­ting and pro­duc­tion. So I know exact­ly how dif­fe­rent the goals of each com­pa­ny are. Becau­se not­hing is worse and more expen­si­ve than incor­rect­ly imple­men­ted soft­ware that neit­her suits your com­pa­ny nor your goals. To ensu­re that this does not hap­pen to you, you should work with an expert right from the start who, taking your indus­try, your bud­get and your chal­len­ges into account, will deve­lop an adap­ted digi­tal stra­te­gy and imple­ment it suc­cess­ful­ly and sus­tainab­ly in your company.

ariane-herbak

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Working regard­less of loca­ti­on
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Tele­pho­ne num­ber on request

kontakt@herbak-consulting.de