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With HR Controlling, Actively Shape the HR Strategy
HR controlling goes beyond mere numbers and includes tools for managing personnel deployment across all areas, where collaboration between HR and corporate controlling is crucial. It serves to implement the corporate strategy, with the HR strategy playing a significant role, especially regarding adaptation to demographic changes and digitalization. Strategic personnel planning and management are essential for the adaptability and long-term success of a company in an ever-changing environment.
HR-Controlling: More Than Just Numbers and Heads
For many, personnel controlling is synonymous with overviews of staff, FTEs (Full-Time Equivalents), absenteeism, and payroll costs. However, what does this have to do with controlling - that is, management? Very little!
The first important clarification may need to be made upfront. Personnel controlling is not just controlling within the HR responsibility area but encompasses controlling instruments for managing personnel deployment across all responsibility areas - provided by HR in collaboration with corporate controlling!
The Stratetic Dimension of HR-Controlling
Controlling is meant to help implement strategy and achieve goals – the same applies to HR controlling. Without the HR strategy, which translates the corporate strategy into the objectives, roles, and measures of the HR department, personnel controlling cannot be conceived.
So, how should one envision this? The relevance and role of HR in managing demographic changes, transforming the workplace and competency models through digitization, as well as the changing situation in the labor market and people's attitudes toward work, must be defined by each company individually. The well-known support for operational workforce planning and organizational change is also undergoing rapid transformation. Here, HR must define its own HR Target Operating Model. This serves as the basis for strategic workforce planning and personnel controlling.
Strategic Actions
Ultimately, it's about providing the right skills in the right capacity at the right time. This process requires a long lead time, whether in the recruitment process or through the internal job market and personnel development.
- Timing: Transparency in HR controlling for the right key qualifications.
- Planning: Strategic personnel planning must be translated into operational planning and HR planning to set goals and timelines.
- Measures: The effectiveness of recruiting, personnel development, and training is enhanced through targeted measures.
- Performance: HR controlling analyzes the efficiency of the recruitment process in terms of speed, effort, quality of selection, and ad effectiveness.
HR-Reporting
Importance of HR Reporting
HR has the fundamental task of regularly answering important questions about capacities, personnel costs, and time accounts. A data-based foundation is crucial, especially in times of uncertainty in management. Often, this data is already available but distributed across various systems, making clear and comprehensive preparation in the form of HR reports challenging.
Basis for Informed Decisions
Detailed HR reporting provides a solid foundation for informed decisions, as opposed to relying solely on intuition. It enables comparability of results, establishes the personnel management context, and enhances comprehensibility.
Aspects of HR Report Creation
Selection of Relevant Metrics
Choosing the right metrics is crucial and should be tailored to the specific needs of the company. Considerations should include how insightful the indicators are for the organization and their contribution to the company's success.
Your Benefits: Comprehensive HR reporting not only enables the collection of key metrics but also allows for observing their development over an extended period. It facilitates the early detection of trends and areas of concern, as well as proactive personnel planning contributing to business success.
The 4C consulting approach offers rapid delivery of HR reports based on ready-to-use templates in Power BI or Tableau. This allows for interactive visualizations, valuable insights from the data, and swift responses to HR-related inquiries. It requires no elaborate software implementation and provides immediate benefits to the company.
Why 4C?
As your partner in personnel controlling, we leverage comprehensive data analysis not only to manage figures but also to support strategic personnel decisions. Through collaboration between HR and corporate controlling, we seamlessly integrate personnel strategies into your corporate goals, thereby ensuring the adaptability and long-term success of your company in a dynamic environment. Contact us to learn more about how we can help you effectively achieve your personnel goals.
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