With so many applications and tools for various business needs, you might be surprised to hear that only 20% of organisations in the Nordics have a proper HR system in place. Imagine if only one in five organisations had a CRM.
And what does the majority use then? According to HerbertNathan & Co, the typical set up is a combination of a payroll system (to host account numbers, addresses and so on) and good old Excel sheets. Many have also supplemented those with other type of documents, such as appraisal dialogue records, in text documents. Perhaps there is also a scanned copy of a signed employment contract.
Those that have this type of a “system” in place, feel the consequences. There’s the manual updating of details in various places, there’s the searching of information, there’s the conflicting data… The list goes on and on. Especially companies that operate in several countries face challenges without a dedicated HR system, as payroll systems tend to be more local. Come May 2018 and the GDPR, you might actually risk non-compliance unless you have full control of your employee data.
Going digital from a situation described above can seem like trying to eat an elephant in one piece. No wonder many organisations have been postponing it! But for those that are ready, HerbertNathan & Co has a good tip: begin with your HR master data and organisation. Having those in place creates a solid foundation for digitalising HR processes.