Responsibility for People and Innovations

To become market leaders in times of automation and rapid growth, companies need the best innovations. What’s more, they search, find, train and support employees so that they can use these tools creatively to accelerate and maximize the company’s value creation. In this context, the key to success is the digitalization of the HR department.

Digitalization involves rethinking and reorganizing on the part of the responsible persons. This starts by acknowledging that the least effective processes are the most cost-intensive ones. At the same time, many employees complain about their paradoxical situation. They joined the company after receiving an excellent education at university or at college. However, instead of working on creating added value and supporting the company’s employees, they are stuck doing administrative and routine work.

The somewhat sobering result of many analyses is that oftentimes, companies mainly have their very well-paid experts complete routine administrative tasks.

HR professionals note, however, that they have a huge part to play in the success of the company. Not only do they recruit exactly the right employees for open positions, but they also encourage colleagues and support them in their further training and their careers.

This core task is where digital HR management comes in. While computers monitor and manage approvals, deadlines and reviews, the HR professionals use their knowledge in order to balance innovations, employees, and business success.  Only if all these factors are coordinated optimally can employees use their talents to the company’s advantage.

What’s more, if you let the computers take on routine tasks in the HR department, you also minimize the risks that are associated with these processes. This is because from that point forward, the IT systems are responsible for the consistency, accuracy and coherence of the employees’ data and therefore ensure compliance with statutory regulations, for example within the scope of the GDPR.

That way, the cost-benefit analysis carried out by the management board also yields positive results. In addition, the HR department can also give positive feedback when it comes to rapid growth and significant expansion, since the HR systems are designed to be endlessly scalable.

You can find more information on this topic in our white paper "Human Capital Management - More time for strategy instead of routine".
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