The subject of personal control is a high priority in companies. Whether it is a service or a production company: Human resource work is the most important resource.
Organize the change
However, the cremated data in personnel planning have changed greatly, due to increasingly complex regulations and social changes, such as temporary employment contracts, and make effective personnel control indispensable. Human resources (HR) measures must be implemented within the framework set by financial planning. In doing so, future projections must be valid in order to remain successful. As a rule, the time required for this is often high, and there are often miscalculations due to missing standards.
Beyond Excel
Without corporate change, there is no long-term success. The planning and implementation of this change is particularly challenging for human resources.
Tasks and Actions
Reorganization, regrouping, re-setting, changing working time arrangements or compensation systems, and many other parameters must be accurately assessed with regard to their effects before the concrete implementation, ie the implementation of the change, can begin. However, time is very limited. Accordingly, the requirement of the functional scope of a software solution for the personnel cost planning must be high.
Comprehensive controls
Whether in a small company, in the manufacturing industry or in a service company: Personal planning by hand holds many sources of error and little scope for the simulation of different scenarios. Requirements such as creating ad-hoc evaluations, performing simulations, and calculating rolling forecasts can be difficult with traditional tools such as spreadsheets.
Manually managed capacity and cost planning, for example on an Excel basis, are among the prerequisites: lack of flexibility, error in errors and a high administrative effort, on the other hand, encourage such models to continue. With a large volume of data and in times of short-term changes, table-based processes quickly reach their limits.
But also the use of classical controlling systems is often not purposeful, because they do not have specific HR functions and work at a high level of aggregation.
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Charging billing and human capital management systems (HCMs), in turn, do not offer user-oriented planning functions and are therefore too inflexible and too complicated. Special IT-based HR controlling systems are used - for example 4PLAN2012 HR from Software4You. They ensure a high quality level of data and planning.
In order to achieve the goal of a trustworthy personnel cost planning, such professional HR controlling systems create the possibility to involve users on the basis of their responsibility in the planning. This is the only way to close the gap between the decision-making level (such as the number of new appointments or compensation plans) and the level of impact (eg heads and full-time equivalent, remuneration or social security) >
It is the task of the top manager to set goals, define frameworks and pursue the achievement of the goals in the calculation, the plan and the actual. The HR controller maintains the basic conditions, creates default values, creates reports and analyzes, and performs simulations. The planner, on the other hand, has the goal of achieving goals through concrete actions.
IT systems can support different users optimally at their respective levels of action. Special personnel planning functions and powerful reporting and analysis functions not only enable reliable and accurate personnel cost planning but also increased process reliability. Personalcontrolling software forms the digital bridging between human resources and finance. Costs become more transparent and more predictable and the company becomes more flexible and therefore more competitive throughout the management.
Qualification characteristics of individual employees, such as the participation in further training, can help managers with personnel responsibility to use their employees according to their competencies. In particular, the linkage of current data with costs, capacities and competences is assessed by board members and business leaders as an important basis for decision-making.
Exact estimates of the personnel costs
Personnel controlling software allows easy planning of positions, employees, resources and vacancies. Planning with variants, versions and in any time horizons is also possible. Changes to basic conditions such as tariff and social insurance schemes are also taken into account as well as the effects of changes in service, transfers or entry and exit.
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For planning and control, such a tool regularly imports data from the billing system and automatically generates a proposal planning from it. The proposal planning is then controlled by the responsible persons and flows back into the planning process, resulting in a regular process consisting of actual data, calculation, control and planning. But the efficient planning of capacities, for example taking into account part-time models and overtime regulations, also takes place with the use of automated planning software.
IT projects often fail due to project risks. The management avoids incalculable costs and long implementation times. Software providers face these objections with many years of project experience and expert knowledge in HR controlling. Short introduction times and easy integration into the existing IT landscape are ensured.
Personnel controlling software helps business executives and employees alike to quickly carry out analyzes and to be able to act at any time. The transparency of the personnel costs and obvious set-screws increases.
An example is given by the limitation of employment contracts against the background of recent judgments on so-called chain contracts. How do the personnel costs change if all temporary contracts suddenly become indefinite? Or if, conversely, it makes a model legally possible to maintain chain contracts? The impact of the software can be attributed to concrete figures and can be used to derive decisions.
IT solutions adapt to the individual requirements of individual companies. Business decisions such as growth forecasts, new business units or branch offices are based on a solid data base and clear indicators.
In the case of personnel measures, such as a change in the working time model, costs and FTEs that can be expected can be calculated without errors by mouse click. The return on investment is achieved in the short term thanks to the great savings potential of the processing time for personnel cost planning and high efficiency.
IT-driven personnel cost planning makes an important contribution to successful company management. The operational benefits efficiency, speed and reliability are overweight in all affected departments. A corresponding software solution is nowadays an integral part of today's personnel cost planning and personnel control.
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