Modern personnel work
HR optimization - we bring your HR to the top!
The topic of personnel has been a central topic for companies for many years. Particularly today, when the topic of a shortage of skilled workers is on everyone's lips, it is becoming increasingly important to retain and promote knowledge and experience in the company, and to build or expand it.
And also the education of further offspring is a big challenge.
Only companies that are attractive to employees will compete in the future. That's why it's so important to work here with modern methods.
I offer you:
-Requiring & selection support
-Assignment of freelancers, employees in ANÜ and interim managers
Method consulting in the HR environment
Introduction of tool-based personnel selection
-Managed service programs
Control for SLAs and KPIs
Managed Service Program - Info's on request
Competitive increase through strategic personnel planning
HR & temporary work
The most important corporate capital are employees. It is tedious to find people with the right skills, experience and qualifications, often relying on the services of external providers such as temporary employment agencies, employment offices and recruitment agencies.
We help you analyze your job placement expenses and realize savings while maintaining service.
Time work / temporary workers
The strong statutory regulation on the use of outsourcers, whether in the case of AÜG, works or service contracts, became even more complex as a result of the AÜG's reform, which came into force on 1 April 2017, leading to new risks and tasks for companies.
cost transparency
Temporary work since Equal Pay, no more cost reduction, since the same basis, the transfer prices are often higher than the full cost of a company. Nevertheless, these costs can be reduced by the right concepts and cost transparency for the companies can be achieved.
staff shortages
In the past, it was possible to choose the right temporary workers from a variety of profiles. Today companies have to respond quickly and, if necessary, variably to the significantly lower number of profiles. The more professional and cooperative the cooperation between companies and service providers, the better is usually the filling of vacancies. In addition, the fluctuation of employees can be significantly reduced. Also, the close cooperation with the service providers can permanently close vacancies.
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Save time: reconsider and optimize work processes
In HR, valuable time is often lost. Here are some examples of where time wasters lurk and how time could be saved.
Reduce "paper economy" and paperwork
In many companies (especially SMEs) working hours are still recorded manually and calculated. The same applies to leave requests in paper form, which are then typed into the computer by the responsible staff member. Such routine tasks can be automated by using special software solutions.
Delete unnecessary activities from the work list
Often, reports are made that remain unread. With other elaborations like Power Point presentations etc. one has to question, if the high workload is worthwhile.
Question document filing
If HR documents are still printed and filed in addition to digital archiving, this is unnecessary and time-consuming.
Prevent double data entry
Whenever different HR software systems work independently and there is no good interface, staff members lose valuable time through double entries. This is where holistic personnel management systems that store all relevant HR data centrally help.
Outsource time-consuming personnel tasks to experts
Personal tasks that cost a lot of time but generate little added value can be outsourced. For example, the cost-benefit ratio of payroll accounting could be optimized and internal staff would have more time for strategic tasks.
Install software as a technical resource
In human resources, a lot of time is devoted to issuing certificates of all kinds. Modern software solutions can save a lot of time here.
Examples of digitization are:
- Personnel and job planning
- digital personnel file (manage dates, deadlines and deadlines)
- Payroll accounting, payroll, travel expense accounting
- holiday planning
- Time recording (recording working hours and absence times)
- recruitment
Make staff members familiar with the IT system
The best IT system is no use if the staff can not handle it. It then relies on traditional tools like Excel to perform tasks that could be done faster with Walkthrough. This is where regular training helps.
Rethink time-consuming work processes
There are time-consuming activities that unfortunately can not be automated or deleted. Here it can be helpful to consider if and how to make the processes more efficient and simpler.
Define tasks and divide them meaningfully
Waste of time can also result from poor definition of the task areas to be completed. Here coherent activities must be centralized and duplicate work must be avoided by a clear distribution of tasks.
personal process
A process that is geared towards corporate human resources, also referred to as a human resources process. Can be a business process or a leadership process.
In practice too, process considerations are becoming increasingly important today. Here, too, processes have to be constantly adapted and a rethink has begun. The demands on process-related thinking will increase more and more in the future. Personal processes can be structured in very different ways. One can roughly differentiate following personnel processes.
Level-related personnel processes
Refer to the operational hierarchy levels. Examples of process types:
- The overall process of human resources, responsible is the top manager of human resources.
- Area processes of human resources, such as personnel planning, recruitment ... Here are usually head of HR or division responsible.
- Group processes, mostly subject-related processes, eg in the payroll office.
- Individual processes that occur in a single job and i, dR are done by a HR Administrator.
The design of such personnel processes is a matter of experts.
Area-related personnel processes
Consist of several phases such as personnel planning, recruitment, personnel deployment and human resource management. Here are to distinguish:
- Personnel planning processes that plan ahead
- Recruitment processes, which include deployment measures, e.g. B. processes of personnel requisition, application processing, preselection or personnel selection.
- Personnel deployment processes, from personnel access to personnel leaving
- Personnel management control processes for monitoring and investigating corporate HR
Accompanying personnel processes
Support the above mentioned core processes. Examples are:
Personnel management processes, personnel appraisal processes, personnel development processes, staff remuneration processes, and personnel support processes.
Comprehensive HR processes
Area manager is responsible and is supported by the personnel controlling.
The process of personnel controlling is parallel or superordinate to the personnel management process.
Optimization of personnel processes
The main goal of Human Resources today is to be an intelligent, active and innovative area that is instrumental in the company's success. The optimization has among other things the following human resources goals:
- reduce costs
- Increase process quality
- Reduce throughput times
- Increase process-related innovations
- Strive for timely personnel work.
Overall, all activities must be economically viable, ie. H. the ratio of output to input must be in reasonable proportion.
The staff is to be prepared and trained for process thinking. Only when everything organisationally "runs smoothly" does it make sense to introduce HR software. Software supports the new human resources approach and can thus contribute to the business success of the company.
Strategies and concepts for personnel optimization
Human resources is just one of many organizational units in a company, but an important one! The “recipe” for a successful human resources management is based on a thorough needs analysis, comprehensive recruiting, good onboarding measures and a consistently good employee service.
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