The Human Resources Departments are required to adapt their operations to the new expectations of employees and to broaden the challenges related to the HR professions: talent management, dematerialization, digitalisation of processes, data security, etc.
- How to align my tools and business needs to streamline my management processes and create added value?
- How to make my HRIS an accelerator of organizational change to support the company’s evolution policy?
- What is the vision of IS in the short and medium term?
- What return on investment is envisaged? What budget should be spent on the project?
- What functional architecture should be defined to support business processes and align tools with business needs?
- What organization must be put in place to carry out the project?
Any project to overhaul or evolve the HRIS must go through a first phase of audit and study HRIS, to frame the project and to objectify the existing and the current organization around the HRIS to better project.
Existing HRIS Diagnosis / SIRH Scoping and Opportunity Study
- State of play and analysis of the existing HRIS: operational diagnosis, assessment of the service rendered by the HRIS in response to business challenges and the state of the market, adequacy to operational needs, reliability of the current solution and costs incurred;
- Analysis of the organization around the HRIS: business processes, key players, difficulties encountered and particular expectations, desired functionalities targeted by business users;
- Identification of possible areas for improvement, taking into account the existing HRIS, the expectations and the organizational context.
Master Chart HRIS and Trajectory
- Definition and design of the target HRIS (features and characteristics, scope, organization, prioritization of needs, etc.);
- Development of scenarios of evolution (acquisition of modules, evolution of the functional / technical architecture, redesign of the HRIS, evolution of the levels of services, …);
- Gap analysis / HRIS transformation plan to achieve the desired target, both in terms of tools and HR processes.
Business Case and Action Plan
- Writing of a Business Case: reminder of the project objectives, estimation of expected gains and benefits, analysis of the costs incurred and highlighting possible risks;
- Development and implementation of an action plan to implement the project, both tools and organization around the HRIS.
- Payroll white paper
- Talent Management
- Time management and planning
- Steering the payroll
- Workforce Planning Core RH