This is what my HR guidance looks like in practice
Curious what an HR Project looks like in practice? Read three examples here of issues I've helped organisations with.
HR Project — fast-growing tech scale-up, approx. 50 employees
HRM System Implementation
The challenge
Employee data, absence and leave were still tracked manually in Excel. Employees had no insight into their own data, the HR employee lost a lot of time on manual processing and document formatting, and the complex leave administration was error-prone. There were also privacy risks, and collaboration with the existing external payroll administrator was cumbersome and took up a lot of time for both the HR employee and the finance employee. I advised them to implement an HRM system, which would solve all these issues in one go. The organisation embraced the idea.
The approach in broad strokes
Conversations with the director, HR and finance to jointly clarify the key wishes and the requirements a new system would need to mee. The starting point was always: what's in it for the employees and the organisation, and how can we make processes as easy as possible?
Market research into suitable providers; the selection, including cost overview and pros and cons, was presented to management and stakeholders, who together chose a shortlist of three to explore further.
After a series of demos, they chose a provider that could also take over the entire payroll administration, resolving that ongoing frustration in one go as well.
Bloeiwerkplaats handled the full implementation: the system was fully configured to the organisation, workflows were built, all data and documents were migrated, templates were created, the HR employee was trained to work with the system, and employees were guided through the whole change and how their new portal works.
The result
One central system in which all employee data is correctly recorded (including retention periods), where contracts are generated automatically and new employees submit their own details. Employees can view and update their own data and request leave through their own portal. This provides clarity, transparency and more autonomy. Managers have insight into their team, sensitive information no longer circulates by email, and working with this new system saved the HR employee at least 8 hours a week, time she has since been able to spend on more strategic work. Collaboration with the payroll office has also been running smoothly ever since. Clear dashboards and reports make things like staff costs, absence and turnover visible at a glance.
HR Project — fast-growing tech scale-up, approx. 50 employees
HRM System Implementation
The challenge
Employee data, absence and leave were still tracked manually in Excel. Employees had no insight into their own data, the HR employee lost a lot of time on manual processing and document formatting, and the complex leave administration was error-prone. There were also privacy risks, and collaboration with the existing external payroll administrator was cumbersome and took up a lot of time for both the HR employee and the finance employee. I advised them to implement an HRM system, which would solve all these issues in one go. The organisation embraced the idea.
The approach in broad strokes
Conversations with the director, HR and finance to jointly clarify the key wishes and the requirements a new system would need to mee. The starting point was always: what's in it for the employees and the organisation, and how can we make processes as easy as possible?
Market research into suitable providers; the selection, including cost overview and pros and cons, was presented to management and stakeholders, who together chose a shortlist of three to explore further.
After a series of demos, they chose a provider that could also take over the entire payroll administration, resolving that ongoing frustration in one go as well.
Bloeiwerkplaats handled the full implementation: the system was fully configured to the organisation, workflows were built, all data and documents were migrated, templates were created, the HR employee was trained to work with the system, and employees were guided through the whole change and how their new portal works.
The result
One central system in which all employee data is correctly recorded (including retention periods), where contracts are generated automatically and new employees submit their own details. Employees can view and update their own data and request leave through their own portal. This provides clarity, transparency and more autonomy. Managers have insight into their team, sensitive information no longer circulates by email, and working with this new system saved the HR employee at least 8 hours a week, time she has since been able to spend on more strategic work. Collaboration with the payroll office has also been running smoothly ever since. Clear dashboards and reports make things like staff costs, absence and turnover visible at a glance.
Bloeiwerkplaats can also help your organization. Curious about what I can do for you? Explore my services. A no-obligation introductory meeting is also possible, of course.
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