“Identify, clarify and organise the journey to a better Human Resources and HRIS Management” Whilst the HR function is transforming to become a strategic business partner, it is being asked to conduct increasingly demanding tasks with limited resources. We can support you during the journey, helping you shapping your organisation, processes and systems in order to fit into the HR strategic partner role.

Your challenges

• “Is my HR function oversized in regards to the services it delivers?”
• Am I paying too much for HR outsourced services?... 
• ... is the case in favour of outsourcing or in-house?
• How can we do more with less?
• Do we have the right balance of HR Services between the needs of internal and external customers?
• Are my HR resources effective and do are they the right fit for operational needs?
• Do we make most out of our HRIS?
• How shall I prioritise initiatives in order to improve HR service efficiency? ...
• ... And which HR initiatives should be prioritised to improve organisational efficiency?

Our solution

Our solution for maximising the effectiveness of your HR function and HRIS is built around three key areas:

•  HR organisation and processes. We help you improving your operating model, by i.e. re allocating tasks between managers for better alignment with client needs and by centralising, decentralising or reallocating certain tasks to operations staff or external partners for greater efficiency 
• HR Costs. We help you capturing internal ratios (e.g. the number of FTE employees per manager, HR Budget/Payroll, HR expenditure per employee, total payslip costs), comparing yourself with others, identifying your strengths and weaknesses and defining the roadmap.
• HR/HRIS tools. We support HR tools optimisation, by understanding the expectations of customers and translating those into resources and functions, and by implementing security, optimisation and/or development initiatives (masterplan)

Benefits

Here are samples of our customer cases:

Retail industry

• HR process and resource audit conducted on the basis of 35 KPIs over three months (audit commissioned by CFO and HRD)
• Identification of gaps within group entities
• Definition of potential gains to be realised by closing the gaps (gains of several million euros)
• Roadmaps designed to help operational staff introducing the necessary controls
• Organisational, regulatory and systems (HRIS) developments

Insurance industry

• Audit of all HR processes and resources over a four-week period
• Identification of failures and benchmarking of HR function costs (resulting in potential gains of more than 20%)
• Preparation of a 3-year roadmap for the HR function (covering organisational issues, processes and resources)
• Identification of 10 HR function priorities for the following 6 months, accompanied by individual roadmaps
• Validation of the 3-year HRIS masterplan by the Executive Committee

Personnel administration process optimization

Our client goal is to develop an HRIS based on the administration of the employees.

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