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A successful HR system must strengthen the business

In the modern, intelligent company, the goal is to make the HR function as a partner for the business. It requires an HR system that takes into account the needs of the individual company, SAP house 2BM points out. Standard models and best practice cannot stand alone. The competitive advantage lies in the adaptation.

According to an old business legend, it is not in the HR department that one finds the company’s IT frontrunners. But in reality, it is often the HR department that drives the technological development, because the HR department dares to take the first step and show the way.

SAP house 2BM often experiences this when new HR solutions are designed with elegant, intelligent and intuitive user interfaces for employees. The digital frontrunners are often found in the HR department, where concepts such as digitization and the employee experience are worked on. the employee experience.

And there is no shortage of new, dedicated HR solutions that can tempt HR departments to jump into data analytics and intelligent processes – on the other hand, it is also not uncommon for a company to find out after the implementation that the new intelligent HR system does not support the business precisely enough.

%22In the worst case, you lose confidence in the data generated by the new solution, and instead start pulling data from the company’s other systems yourself. And that is not the intention with the new intelligent system,” says Casper Nielsen, Teamlead & Project Manager in the SAP house 2BM.

Best practice cannot stand alone

According to Casper Nielsen, a significant part of the explanation is that there is generally too much focus on best practice and standard solutions and too little focus on customization. It’s about finding the right balance between standard and adaptation.

“Plug and play models can be enticing at first sight, but they do not create optimal value for the company when they are not adapted to the company’s needs. At 2BM, we are also based on standards and best practice based on thousands of satisfied customers. But standards and best practice cannot stand alone. I usually say we deliver 80 percent standard and 20 percent customization. And it’s the 20 percent that gives the company Employer Branding and competitive advantage. As suppliers and partners, we must be able to understand the context in which the companies stand, and from there find the solution that is best for the company’s business processes and not just the IT solution itself,” says Casper Nielsen.

Which solution serves the company best?

For some companies, the ideal choice of HR solutions is a difficult decision, for others it may seem like an obvious choice,”we have been SAP customers for many years and still want to be”. But even within a pure SAP strategy, there is great room for maneuver, and it is important that companies, in choosing their HR solution, make a well-informed decision and are aware of both opt-in and opt-out. The hybrid models, where you do not go full-monty in the choice of a particular suite, offer companies an exciting and attractive model, where you carefully consider what a total solution will look like in a hybrid scenario, with a mix of both new and old, and where one does not throw out anything that actually serves a valuable purpose.

The point here is that a company that wants to strengthen its HR work has more choices on hand than it might be immediately aware of. As a serious partner, it is our task to advise the customer on the solution that best serves the company, and not necessarily to uncritically recommend the solution that the customer has fallen in love with,” says Casper Nielsen.

HR has always worked with data

HR anno 2021 is not an isolated function in the organization, but has a finger in all parts of the business. For many companies, the goal of new efficient HR systems is to elevate the organization’s HR work and make the HR function a valuable partner for the business.

“It is in HR that all employee and organizational data is born. Data that is used in many different contexts in a company. The need for data is growing and growing, and so is the need to be able to select and filter its data on all possible joints and edges. HR has always worked with data, but there has been a greater focus on fact-based data. A solid analytics platform supports another task that is increasingly placed in HR, namely within workforce planning and the potential of being able to see six and nine months ahead in the crystal ball,” says Casper Nielsen.

The employee’s experience

With the new HR solutions, the HR department thus takes the lead on several levels in modern, intelligent companies as a focal point for the strategic work with digitization in a broad sense, by implementing new standards for communication and collaboration, and by taking the employee experience seriously.

“Where previously IT solutions were chosen on the basis of the company’s processes, today we look more at the needs of the end user, i.e. the employee, has. In general, companies today ask: How do we want the employee experience to be in our company? We go from a one size fits all approach to individual solutions for working hours, conditions, onboarding, homework and much more. In this development, there will be a greater focus on UI (user interface), UX (user experience) and ensuring that you as an employee experience a solution that is comparable to the user experience you have privately,” says Casper Nielsen.

“Where previously IT solutions were chosen on the basis of the company’s processes, today we look more at the needs of the end user, i.e. the employee, has. In general, companies today ask: How do we want the employee experience to be in our company? We go from a one size fits all approach to individual solutions for working hours, conditions, onboarding, homework and much more. ”

FACTS

SAP SuccessFactors offers a complete HR suite consisting of both master data management, support for all primary Talent Management processes and based on best practice from thousands of clients. SuccessFactors is today the world’s largest cloud based HR suite and offers %22start anywhere – go everywhere%22, which means that SuccessFactors is modular, and customers can start where the need is greatest, and expand the platform gradually.

2BM is a leading SAP IT, consulting and development house that aims to bring tomorrow’s effective technology into today’s business processes. 2BM helps customers throughout the country from offices in Copenhagen and Aarhus.

See more on www.2bm.com

Casper Nielsen

Teamlead & Project Manager, 2BM

Article is also published in Jyllandsposten, 20/02/2021

Karina Vittrup

Karina Vittrup

CCO

      

Steen Bjørnskov

Steen Bjørnskov

Principal Consultant

      

Mads Eske Jessen

Mads Eske Jessen

Partner, Head of HCM

      

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