The customer's challenge
The customer's challenge
During the customer's daily operations in Sweden, Denmark and Norway, over 10,000 employees are currently managed. These employees report time, expenses, absences and more on a daily basis in different applications depending on the country and it could even differ per business area in each country. There was therefore no single truth and the administrative workload was too heavy for the support departments (finance, IT, HR).
Systems before and after
Systems before and after
All countries were characterised by Excel, manual handling, double entry of timesheets, no control over schedule/employees and administratively heavy time/absence reporting.
In their application landscape, there were a variety of applications implemented to support certain processes over time. Here are some examples of systems that were implemented and used in all countries: Medius, Lessor, Quinyx, Prolön, Dicom Expense, House of control, Tamigo, Teamtailor, Tidvis, Hogia, Heartpace
Today, the customer has decided which system support will be implemented.
Solution
Solution
When we started the procurement process, we had an idea of which system suppliers were relevant to the client based on the experience our consultants had with other HR systems.
In this case, you can see them all in the table below. Based on their proof of concept demos and responses to our RFI document that was sent out, we were able to make the following "heat map" of which functions each system could deliver. Green - full functionality Yellow - functionality exists, some adaptation Grey - support for functionality does not exist.
Result
Result
Based on the existing application landscape described under "System before", we had the goal of trying to match the new HR system with all the needs fulfilled today by all the system support implemented. But replacing as many systems as possible with one and a standardised way of working with personnel administration across all countries to the extent that legal requirements do not clash with the processes was a major challenge.
Based on the assessment we made together with the organisation, we ended up with the following shortlist of potential systems that met our requirements.
Conclusions
Conclusions
The business we worked with was a relatively immature organisation from a digital perspective that had been working in a decentralised manner for a long time, even within each country. In each pipe, decisions have been made on an ongoing basis to implement system support to support specific needs that arise. This has resulted in a very fragmented organisation where many people work in different ways. To unite the organisation in a common HR system will therefore be a challenge as many are satisfied with how they conduct their business today, even though there are better solutions behind the next door.
We carry out at least 20 different assignments in parallel, which means that our experience bank is developing at a rapid pace. To give you inspiration for projects that can be similar to your current challenges, we share here what we have learnt from others that will benefit you in a future assignment.
What we have done
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Customer case2 min reading timeThe retailer who wanted to implement a deviation management system underpinned by a harmonised approach across all countries in the business.
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Customer case1 min reading timeCustomer needed to streamline e-commerce with new warehouse management systems
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Customer case1 min reading timeThe industrial company that needed to create standardised HR processes
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