“Ensuring selection of the best solution and best partner for your HRIS” Faced with an increasingly-diversified HR landscape and beset with a multitude of differing HRIS solutions, it is becoming increasingly difficult for HR teams to find THE solution that best meets their needs. Which is why we are here to support you in selecting the HRIS that will make your company a central player in the market.

Your challenges

• How can we cover all our needs? Or how can we prioritise them?
• Should we go the ERP route or best-of-breed route?
• How detailed should the specification be?
• Which software vendors shall we meet ? How shall we shortlist them?
• How do we ensure that the solution we chose will be sustained in the long run? And what about the vendor? What level of commitment should we request/expect?
• How do we get the buy-in from our end-users? And from our IS department?
• Where do we start? Software Request for Proposal? Or should we invite the integrators first? 
• Should we bring some activities in-house? Or outsource them? What are the best practices? Could the SaaS model meet our needs?

Our solution

The HRIS selection process should be treated as a project on its own. Our solution begins with creating the project framework by reviewing the objectives and the challenges you foresee in the implementation of an HRIS. We will then review the structure of your processes. On the basis of this review, we will draft the specification used as the basis for inviting vendors. The final phase of partnership is to support you in a selection of your HRIS.

Benefits

Here are some of the benefits actually experienced by our clients:

Retail industry

• Definition of a common career management policy at international level
• Consensus on shared new processes to be used in all group entities
• Definition of the business case and ROI for validation of the project by the executive committee
• Software vendor, integrator selection and contract sign-off within two months
• Processes implemented on pilot sites in a three months timeframe

Publishing industry

• Definition of workforce administration and human resources management processes
• Formalisation of Payroll business rules
• Involvement of HR, Financial & Administration and IS teams in defining common and specific needs
• Software vendor selected within two months
• Implementation of the new HRIS

Help on choice for e-recrutement solution

Develop employer's brand through deployment of e-recruitment website.

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“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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