BI for Human Resources:
For most companies today, employees are the most valuable resource – and often the biggest cost factor. The precisely tailored deployment of qualified personnel is therefore of central importance for the success of a company.
The increasing competition for specialists and managers is strengthening the role of human resources management as an important cross-sectional function in the company.
Modern HR departments are no longer concerned with pure personnel administration, but increasingly with comprehensive personnel controlling.
They provide the management with important personnel-related key figures for better decisions and a sustainable increase in the profitability of the company.
Personnel planning or workforce planning requires a complex process with regard to personnel development and the number and qualifications of the employees required in the future.
The more people a company employs, the higher the structural complexity and the greater the challenges for personnel planning.
A purely Excel-based planning process quickly reaches its limits here due to the manual effort involved and the high error rate.
A planning application for the HR department based on a Business Intelligence tool provides a remedy: system-supported mechanisms help to reduce the susceptibility to errors and increase planning efficiency.
Sensitive data is protected and access and processing authorisations can be individually restricted.
At the same time, modern BI tools for the HR department are user-friendly and easy to operate, without any programming knowledge at all.
Holistic personnel controlling includes not only analyses of staffing levels and personnel planning, but also analyses of remuneration development and personnel cost planning, as well as considerations of personnel capacities, absences and employee qualifications.
This is complemented by appropriate control measures in the areas of recruiting and talent management. Powerful business intelligence solutions enable the integration of all relevant information in a consistent environment.
They ensure the necessary transparency, but also the security of sensitive personnel data.
They offer not only considerations of past and current figures, but also simulations and forecasts for data-supported personnel-relevant directional decisions.
They help to avoid personnel bottlenecks and plan capacities precisely.
For sustainable corporate success, the potential and performance of employees must also be continuously optimised.
This requires the most accurate possible performance measurement of human resources.
From the time of recruitment to the time when employees leave the company, BI tools collect data from various sources and prepare them in such a way that data-based decisions can also be made in the HR area.
HR managers are given a company-wide overview of HR-relevant costs and benefits. This opens up new control options.
BI tools enable cross-departmental solutions so that, for example, expenditure plans from the HR department are directly taken into account in the company-wide budget planning without separate internal coordination rounds.
HR & Corporate Strategy
- HR: From personnel administration to strategic partner for the management
- Filling key positions with top performers
- HR planning, budgeting and forecasting
- Linking personnel planning, recruiting process and overhead planning of financial controlling
- Strategic and operational personnel planning
- Management of recruiting and personnel development
- Avoidance of staff shortages through data-based forecasting
- Optimisation of training and recruitment measures
HR Performance Management
- MbO (Management by Objectives)
- Target agreements in line with the company’s objectives
- Balanced Scorecard
- Personnel Cost Controlling
- Competence mapping and competence management
Data aggregation and data integration
- Single Point of Truth
- Consolidation of existing personnel data in a single platform
- Integration of data from different systems, e.g. SAP HCM
- Data integration from different locations
- Restriction of authorisations down to the lowest aggregation level
- Headcount and full-time equivalents (FTE) e.g. by key dates, locations, cost centres
- Staff movements
- Employee portfolio management
- Talent management and employee qualification
- Personnel capacities, time recording and absences
- Predictive analytics on salary costs, workload and future staffing needs
Reporting and dashboarding
- HR-KPIs for human resources, middle management and board of directors
- Visualisation of the most important key figures
- Quantitative indicators, e.g. personnel capacities, personnel costs, fluctuation
- Qualitative indicators, e.g. employee satisfaction, know-how, distribution
- Reducing the administrative burden