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Rethinking HR: From administration to people experience
Shaping change: Why HR is more than just administration today
The changing world of work: skills shortages, hybrid working, digitalisation – companies are under pressure to break new ground.
But who is responsible for this change internally? The answer: HR. What used to be purely administrative is now evolving into the designer of modern working conditions. The focus is no longer just on processes, but on experiences – on a genuine people experience.
With the right HR software, the transition can be successful: away from Excel, towards automated processes, transparency and time savings. This creates space for what really matters – a motivated, productive team.
From Human Resources to People Experience
is replaced by:
„How do we create experiences that retain, motivate and develop talent?“
These terms are central:
- Digital HR: Automated workflows, self-service for employees, paperless processes.
- People experience: Satisfaction, development and meaningful work.
- HR transformation: HR as a strategic partner.
- New work: Flexibility, trust and responsibility instead of control.
Where digitalisation alone is not enough: 5 typical pitfalls
The introduction of HR software is an important step – but it’s not a sure-fire success. You should be aware of these risks:
- Tools instead of culture:
Software alone does not improve team morale. Only when employees are involved in the process can a genuine experience be created. - Overlooking data protection:
HR tools process sensitive data. GDPR and trust must be on the agenda from the outset. - Resistance to change:
Simply ‘introducing a tool’ is not enough. Managers and teams must be on board – otherwise everything will remain the same. - Too many individual tools:
A patchwork of systems costs time and nerves. Integrated solutions create real simplification. - HR remains in the HR department:
People experience affects everyone – not just the HR team. Corporate success is always a question of employee satisfaction.
5 success factors for digital & human HR
The key to success lies in software that fits your culture – and in a clear plan:
1. People first, Tools second
Understand what employees really need. Use feedback, personas and pulse checks to make decisions.
2. Trust through clarity
Gain the trust of your teams with transparent communication and data protection that works.
3. Accompany change, don’t impose it
HR transformation is cultural work. Training, clear roles and internal ambassadors help with change.
4. Everything in one place
Onboarding, time tracking, feedback – all in one solution. This saves time, provides clarity and reduces frustration.
5. HR as a business partner
People experience is not an end in itself. When HR clearly contributes to the company’s goals, real added value is created.
Practical example: How to make transformation work in reality
A medium-sized tech company with 500 employees had a problem in 2021:
Initial situation:
Chaos in administration: paper & Excel.
Recruiting took over 3 months.
New employees did not feel welcome.
Solution:
An integrated HR system digitised all processes – from application to payroll. A central employee portal & a ‘Head of People Experience’ were introduced.
The result after 12 months:
Onboarding time reduced from 90 to 30 days.
Staff turnover reduced by 20%.
Employee satisfaction increased by 17 points.
Managers plan more effectively with HR analytics.
Conclusion: Less administrative work – more focus on people.
Now is the right time
The future belongs to companies that don’t just manage HR, but shape it. With the right solution, HR becomes a driver of collaboration, productivity and satisfaction.
