HR + Technologie
=
HR-Engineers
HR-Engineers enhances your people organization with the mindset of engineers: data and fact-based analyses, as well as effective and efficient use of technology for the benefit of the company.
The Challenge: Overwhelmingly Diverse Topics
Are You as CHRO Streched by Topics Such As…
HR-Outsourcing
The feeling you need
to invest in HR Tech
– but what’s best?
Cost Pressure
Lots of data, many questions –
limited answers
No automated and effective
employee reporting
People Analytics –
was bringt’s und wie
setzen wir das auf?
Need for fast implementation
What HR processes
to digitalize and
to automate next
AI
HR Transformation
IT is driving things – not HR
Missing experience and
capacity in the team for
all upcoming topics
One Part of the Solution
Temporary Support by an Experienced Consultancy
Competent
We know what we are talking about. Because we have worked for many years in senior line functions in human resources. The theory is written in books, in marketing material and is presented during sales presentations. But success is all about putting it into practice. And that’s where we know our stuff.
Because the reality is: not everything always turns out as originally planned. Experience is gained by learning from such setbacks as well as reflecting on what went well and why. This systematically reduces the risk in subsequent projects and increases the prospect of success.
Independent
“The higher you get, the less real feedback you receive.”
That’s true. Unfortunately. And yet different views and honest feedback on one’s own actions are important in order to recognize problems early on and take countermeasures.
HR-Engineers shines with a wealth of experience as manager in human resources, in building and leading international teams and with pin-sharp analytics. We don’t have to “talk at the mouth”, we say “what is”. Promised.
Temporarily
Experience shows that bottlenecks are often temporary. Whether it is because team members are absent for a longer period of time, or due to projects or unforeseen challenges that an already tight organization has to cope with.
Building up your own staff is usually not possible in a timely manner, nor is it always necessary. External, temporary support from us can advance issues without incurring fixed costs.
Small and Flexible
HR-Engineers is a small company. We therefore do not need to sell a large team nor do we have the capacity for extensive cross-selling or the expertise to upsell into other areas.
It’s just you as a customer and us in direct contact. This means we can both act quickly, communicate flexibly and there are hardly any processes that need to be satisfied. Concentrating on making progress.
HR-Engineers
Competency That Matters
HR Strategy & HR Transformation
How much HR does our company need? How many employees are supported by one HR professional?
Which topics should we expand and which others should we reduce? Or digitize and automate? Or outsource? …
In addition to setting goals for the corporate culture, talent development, leadership guidelines, etc., – Let’s call this a “people strategy” – an HR function also needs an agenda on its own for further development, i.e. an “HR strategy”. Expectations, budget, processes and technology need to be reconciled in the medium term. Experience shows that only those who can write down and communicate these topics in a consistent framework have developed an HR strategy.
But a strategy alone is worth nothing if it is not understood and implemented by the entire HR team. A one-off presentation by the CHRO in a town hall meeting is not enough.
Our approach: Systematically compiling the subject areas and ensuring a holistic and integrated target picture. Describing the path from A to B. Who communicates what, when and how often? How to involve the team right from the start? And then: Implement. Execute. – Done.
HR Technologie & IT
Do we need an AI chatbot? Will AI be even better tomorrow?
Will we all be out of work then? Or is it just “the next new bandwagon? Standard product vs. specialized niche provider vs. extremely tailored in-house development – which is better and why? Do we need a tool for everything?
For years now, we have been experiencing how technology is establishing itself in more and more areas at an ever faster pace in our private lives. We have become accustomed to this and enjoy the benefits: Banking transactions via app instead of in the branch, making appointments with the doctor online instead of on hold, translations in real time instead of laboriously learning languages, the world’s knowledge at the touch of a button anytime and anywhere instead of an encyclopaedia in the cupboard, …
But why is this often not yet the case in the business environment and in human resources in particular? Yes, of course, there are laws on data protection. And budgets. And co-determination. And there are established HR systems and processes that work, “Never touch a running system…” – But there are also many new developments, especially in the HR tech sector. Not all of them work reliably in practice, not all providers will survive, not everything can be afforded. It is important not to let the gap between the status quo in-house and the possibilities on the market become too wide.
Our approach: to modernize processes in a targeted manner and use technology in a sensible and integrated way. What is the current situation? Where is there a particular problem today (“employee experience” and “moments that matter”) or what costs a lot of money and time today? For what are there better technical solutions, ideally as a standard product on the market? Which data is stored in which systems, which interfaces do we need, how do we ensure the smooth flow of data?
Nothing works in this area without close cooperation with the IT department. We also speak their language and understand their methodology and way of thinking. HR engineers act as translators between the HR and IT worlds – in both directions. For mutual success.
People Analytics & Employee Listening
What is a realistic goal for “women in management positions” (and how do we achieve it)? What kind of employees do we need to recruit today so that we have enough of them tomorrow? How do we get a grip on (rather expensive) employee turnover? Do we have enough talent in our succession planning? Is it worth the effort for certain training courses? What skills are our competitors looking for at which locations (and what does that tell us)? What insights does the latest employee survey reveal – and what action can we take? …
Many of the major people challenges can be traced back to questions that are easy to ask but difficult to answer. A methodical approach and sufficient pragmatism help to draw insights from a mass of data, condense them into decisions and ultimately implement measures and bring about change.
Our approach: Don’t chase after hype topics, but look at what the most important challenges of an organization are. Then analyze them thoroughly and collect any missing data (which unfortunately is usually time-consuming). Derive from this what really leads to change, bring about a decision and then implement it. This is the path to sustainable improvement.
Employee Reporting & Dashboards
How many employees do we have and where? What is their age structure – and is this a problem? How much savings potential does a downsizing have? …
Management, commercial staff, managers in line functions, strategy departments should approach the HR organization with such questions (and not do shadow reporting themselves…) – and HR should be able to answer such (standard) questions accurately and with self-service.
Presumably your current HR administration system can do this. But is it fully utilized? Does it make sense to add a specialized dashboard to make information from various upstream systems available in one place for “average users”? How do you ensure data protection and GDPR compliance? How do you deal with data from foreign companies? – A lot is possible, but not everything makes sense. And it doesn’t always have to cost a lot.
In addition to the more technical aspects, organizational issues must also be clarified: Who has access to the reporting and at what granularity? How do you anonymize the figures? How or who supports ad-hoc requests that go beyond the standard? What skills are needed in the team? How do you increase the “data literacy” of the HR organization?
Our approach: understand the initial situation, define requirements, outline solution(s), make a decision and then implement it. It’s actually quite simple.
Our Approach
HR-Engineers Is Somewhat Different – For Your Benefit
Everyone talks about diversity – we embody it. Engineers in human resources are a rarity – aren’t you? The social sciences dominate, especially in roles such as HR Business Partner and most competence centers. The engineering approach paired with management consulting offers a unique blend of technical understanding, systematic approach and methodology. Serving as a bridge between the HR world and IT, we act as translators in a rapidly changing digital landscape.
In an era characterized by cost pressure, automation and the digitalization of HR processes, technology is taking center stage more often than not. It is not just a tool, but a catalyst for transformation. And – contrary to popular expectation – it takes up an at least not decreasing part of your budget.
The founder of HR-Engineers has lived this bridge between human resources and technology for over 12 years in the HR departments of large multinationals. After a degree in industrial engineering and a decade of experience in international top management consulting, he has held various leadership positions in HR: from strategic workforce planning to the digitalization of HR processes to responsibility over a large part of the core processes of the employee lifecycle and HR tech strategy.
At HR-Engineers, we offer this wealth of experience for temporary engagements to complement your existing resources. Advisory boards can also benefit from this rare perspective and experience in managing and developing support functions.
Experience, straight analysis, honest collaboration and authentic communication set us apart. We are “only” your consultants – but we work like a “second brain” to relieve you, to get a second opinion or to move issues forward operationally with your team.
Yes, HR-Engineers is a young company. We can’t boast a hundred completed customer projects or a team of fifty employees. Our strength lies in bringing our broad experience of figures, data, facts, HR tech and HR transformation to our customers as early as possible, ultimately saving time and costs. If necessary, we use our extensive network to draw on additional resources and expertise. We don’t want to do everything and we can’t do everything – but what we do, we do right.
