HR Process Ownership

“What can we do more with the HR Software tool we just installed in our company?”

It is a usual question, that I often get from customers today. The first module has been implemented successfully, normally a digital personnel file or recruiting solution, normally provided by one of Germanys best HR Tech companies. Obviously also sold by one of Germany best sales force, because there is a strong believe, that the HR software alone will save the employer from its daily pains like how to become employer of choice, get the candidates quickly, save costs…

Does your digital tool alone make you special as employer on the labor market? I doubt. Solely the use of a leading HR Software is not really a unique selling point as employer.

“I will explain” Is my answer “But first, we should have a look at your HR processes” I admit, it is tempting to plug in a digital tool and let it drive your business processes to get rid of the administration and paperwork quickly, it might be good enough as a first step and definitely much better than using nothing.

However, In the long term (after you got rid of all paperwork) progressive HR tools should also help you to reflect your business model and unique employer values. It should enable your team to live your business model in their way, enhance employer brand and become employer of choice in your branch. With other words, don’t give up the ownership of your HR Processes to your IT tool because each employer is different!