Hey, should we get an HR system?

HR departments in companies and organisations often pay attention to how working hours are allocated. How can operations be made more effective and how can more time be found for development?

According to a study by Duke University, only about 25% of the working hours of an HR unit are allocated to development and acting as a strategic business partner: the majority of working hours are spent on a range of administrative tasks, such as information maintenance and reporting. In an ideal situation, the HR unit has an HR system that matches the business needs and supports the operations, helps in automating routines and in reporting information, thus freeing up time for acting as a strategic partner for the management of the business.

The challenges related to HR work will increase and change to a great extent in the future. At the moment, Sympa’s customers are seeking an HR system to tackle challenges such as: personnel competence development, automating recruitment, lean methodology and boosting efficiency, making HR work routines easier and faster, centralised management of information (master data), supporting supervisory work, self-service in information maintenance and searching, transparency throughout the organisation, better HR reporting and analytics, and obtaining financial data to support decision-making.

People often ask me to tell them what kind of organisations benefit the most from an HR system. Of course, there is no single right answer to this. During the past year, for example, dozens of organisations acquired the Sympa HR system. Most of them selected the comprehensive HR system, and a couple of them selected modules that they currently consider to be the most important, such as competence development or recruitment. The sectors and the number of personnel vary a great deal, but their reasons for choosing Sympa HR are similar. The admin user element is greatly appreciated: it means that customer organisations can easily modify the system on their own. The fact that the system can be modified is an advantage – Sympa HR adapts to processes; processes don’t need to be adapted for Sympa HR.

In general, people have become used to the fact that corporate systems look dull. In that sense, Sympa HR is a vibrant exception. It looks good – which is often important because everyone is happy to use software that looks nice – and it is easy to use. In regard to more detailed features, information reporting is key, as is continuous product development and listening to customer preferences. Today, recommendations are very important in the purchasing process. In fact, the mission of Sympa personnel is to keep our customers happy, and for customers to let others know that they are happy.

How can HR administration free up more time, in other words, a modern HR system? In many cases, the challenge is to make the management (team) understand that the acquisition will really pay for itself very quickly. The undisputed benefits of the system include saved working hours and cost savings: the HR system pays for itself in just 10 months! Example: in an organisation with 250 people, with 25 managers and a staff turnover of 8%, the HR system will save 396 person-workdays a year – that’s €75,000 – and manager productivity will increase by 6.8%.An indicative ROI can be easily calculated with the ROI calculator on Sympa’s website. I am always happy to give you more information. Contact me!