We are an organization with approximately 400 employees engaged in social work across more than 30 facilities. We are looking for HR software to manage our human resources.
The reasons for implementing the software are:
- Currently limited visibility; previous efforts focused primarily on ensuring payroll
- Optimization and professionalization of HR work and support for business development
- Simplification and automation of processes, moving away from decentralized Excel lists
- Reducing the workload on managers and facility directors
- Development and evaluation of HR metrics
- Improving employee satisfaction (recognition for anniversaries, etc.)
The goal is to improve HR management:
- Evaluation and analysis capabilities - e.g., turnover, absenteeism, BEM (Workplace Integration Management), vacation
- Automated follow-ups - e.g., work anniversaries, promotions, follow-ups for extended criminal background checks and enrollment certificates, return from parental leave
- Optimizing HR controlling and planning
- Support for personnel development (performance reviews, goal-setting, career history documentation, etc.)
- Efficiency
- Generate forms and letters (store custom forms and templates)
- Expand e-file and document management system
Basic functions of the HR software that should be available to employees entrusted with performing specialized tasks:
- Management of personnel data
- Analysis of HR metrics (turnover, sick leave, length of service, anniversaries, promotions, percentage of successful hires out of total hires – retention after probation), personnel costs (by department, trends - per capita and total, personnel cost planning)
- Reminders for: work anniversaries, promotions, end of probationary period – preferably also via email to direct supervisors (not just to HR)
- Reminders when relevant documents are missing (e.g., criminal background check) – please do not have to set a follow-up reminder yourself
- Enabling HR controlling
- Quick overview of employees without physical personnel files
- Reports by job group, company, and cost center
- Talent management
- Interfaces: Integration with LODAS and DATEV is required for payroll and compensation
- A web-based system would be desirable
Medium-term plans and future goals include better managing HR operations using key metrics, being able to see the effects, etc., and having reliable standards (integration of applicant management, job postings).
The following data should be processed:
- Master data
- Transaction data
- Absences
- Performance reviews
- Training information
- Sick leave
- Transfers within subsidiaries
- Turnover
- Personnel costs
Approximately 5–10 software workstations and approximately 30 workstations with read-only access are planned. Data migration from LODAS and DATEV Personalmanagement classic would be helpful.