HR digitalisation: How to make your digital transformation a success with HR

Modern HR software not only automates time-consuming processes. It also creates the basis for data-driven decisions, clear performance measurement and genuine strategic impact.

On this page, you will learn:

• which aspects of HR digitalisation really matter,
• why digital HR makes a direct contribution to business success, and
• how you can implement your transformation with us as your HR partner. 

Talent is more crucial than ever today, placing HR at the heart of corporate strategy. However, one aspect often remains in the background: measurable benefits.

In conjunction with HR software, return on investment (ROI) makes precisely this benefit visible and shows how HR projects pay off economically.

HR software creates the basis for this:

• data-based and data-driven decisions,
• clear measurement of success,
• strategic impact,
• less effort and
• more focus on people, development and the future.

Transformation requires structure. However, particularly in the field of HR, the path from vision to implementation is often difficult to grasp.

A roadmap provides clarity here:

• Which topics have priority?
• What is realistic?
• What dependencies exist?
• How can you ensure that the team remains motivated and the organisation supports the change?

This makes complex steps tangible, creates common goals, prevents costly detours and turns change into a real opportunity rather than a risk:

• with an appropriate sequence,
• clear milestones and
• an approach that fits your corporate culture. 

Comparing providers and solutions is more than just comparing "system A" and "system B".

A vendor comparison is a strategic decision-making tool that weighs up costs, risks, future security and acceptance.

Before you compare providers and solutions, you need to be clear about your priorities, such as

• costs,
• functionality,
• scalability,
• usability, or
• service quality.

This results in an individual priority list that guides the entire selection process.

The next step is to define which providers and HR software are even considered for the shortlist – based on market knowledge and experience. Only then does the actual comparison along your priorities take place.

The right methodology is crucial for getting your HR transformation off the ground and successfully implementing HR software.

Why is the right methodology crucial?

A well-thought-out and proven methodology provides structure and orientation.

It determines

• when which stakeholders are involved in the project,
• how requirements are defined and secured, and
• how quality is guaranteed – from start to test phase.

With a clear procedural methodology, project risks are reduced and acceptance among the project team and later in ongoing operations increases.

What challenges can arise when implementing HR software?

The challenges involved in implementing software can be complex:  

• Unclear requirements definitions, which make preparation and implementation difficult
• Rising costs due to requirements being revised or redefined
• project deadlines being exceeded because dependencies (replacement of software, etc.) are unclear,
• lack of acceptance because HR processes are being changed, supported or redefined,
• no change management, even though new modules and processes require it.

• HR architecture consulting and analysis as well as portfolio expansions  
• Answers to the core strategic questions of top management
• Comprehensible, clear communication at all times
• SAP partner for transformation support – from strategy, planning and analysis to implementation  
• In-depth knowledge gained from more than 200 SAP S/4HANA projects 

Select a free appointment for a 30-minute initial online consultation or contact us by message – we will be happy to advise you.

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