Service · HR & Recruiting
HR Processes & Digitalisation
Applications arrive online. Leave requests still arrive on paper.
Analysing HR processes, selecting and introducing suitable HR systems and digitising workflows. The result is documented HR processes and HR software in use.
Usual
What you often get
Software gets bought because the demo was convincing. Afterwards, applications run in the new system, leave by email and working hours in a spreadsheet. Three tools, no interface, and someone builds the monthly report by hand.
IntoOps
What you get from us
With us, software follows the process, not the other way round. So we first clarify who requests, checks and approves what, and then select, with requirements, comparison and test runs.
For interfaces to payroll and accounting, the specialists for ERP & business systems sit in the same team. And software only counts as introduced once your team uses it.
Service components
4 components. Each one available on its own.
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Recruiting, onboarding, administration and offboarding processes.
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HRIS, applicant tracking and time tracking systems.
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Digital requests, approvals and documents for employees.
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HR KPIs such as turnover, absence and time to hire.
What you'll have at the end. Results you can check.
- Documented HR processes with roles, approvals and manual hand-offs, before and after.
- A requirements catalogue and a documented vendor comparison with a recommendation.
- HR software set up with migrated data, permissions and interfaces.
- Self-service for leave, certificates and changes, without paper.
- An HR report with fixed KPIs that updates without manual work.
When you need this. And how you'll know.
- Leave requests, sick notes and certificates go by email and on paper.
- You're looking for HR software and losing track of vendors and features.
- Hardly anyone uses the software you introduced, because the processes don't fit it.
- Someone pieces HR figures together from spreadsheets by hand every month.
- As you grow, sites get added, and each one uses its own forms.
Rarely alone. Never bundled.
HR Processes & Digitalisation often works together with these services. We'll tell you honestly when a combination makes sense, and when it doesn't.
Shows up in these initiatives.
You don't need a whole initiative to get HR Processes & Digitalisation. These examples show where the service is often needed.
Good questions. Straight answers.
Might the software we already have be enough?
Often, yes. Many HR systems can do more than they're used for. So we first check whether settings and processes solve the problem before starting a new selection.
Does the works council have to be involved?
Yes, before the selection starts. HR software processes data on performance and behaviour, so the works council has co-determination rights.
We prepare the documents and meetings. The works agreement itself is drafted by a law firm, which we instruct and coordinate.
Do you migrate the data from the old system?
Yes. We clean the data first, transfer it and check the result with spot checks. Old data that nobody needs and nobody has to keep doesn't make the move.
Is HR reporting a good first step?
Yes. The first reports often already show which process costs the most time. That's where digitalisation starts, often in HR administration.
Proof first. Contract second.
In the free Initiative Check, we listen for 45 minutes and ask the questions that usually only come up after the contract is signed. Then you get a short written assessment: what we see, how we would go about it and roughly what it would take.
No obligation. And if we're not the right fit, we'll tell you.
Or write to us at hello@intoops.com.