Human Capital

HR Consulting

Until recently, the basic activity of HR departments focused on the personnel administration and payroll processes. At present, HR departments face new expectations related to the accomplishment of company’s strategic objectives. In consequence, it is necessary to analyze the existing HR role and start facilitating transformation in HR area.

The expansion of delivered services is just one of the many challenges ahead of the HR. Another challenge is an overall change of the HR function structure, which should improve the quality of provided services and reduce the operating costs.

The organization’s objectives in HR area, difficult to achieve as they are, might be accomplished with the assistance of an experienced consultant. Therefore Sofrecom supports its Customers in both the entire process of HR transformation and at its individual stages, i.e. at diagnosing the HR organization (HR audit), creating an HR strategy, defining the model of HR function, and its implementation.

Sofrecom HR consultants have knowledge and hands-on experience in the personnel administration, payroll process as well as human capital management. Our team participated in projects related to the areas of HR transformation/restructuring, personnel and payroll outsourcing, formation and implementation of Shared Services Centers, building HR Call Centers,defining and optimization of personnel administration processes and implementation of IT systems supporting HR area.

HR Function Audit

Projects relating to changes in organizations, regardless of the change (e.g. processes standardization and optimization, optimization of employment and organizational structures, implementation of technological solutions), require prior analysis of the existing status in order to identify the potential improvement areas.

Sofrecom hands-on experience shows that a need to increase the effectiveness and quality of HR processes continues to be the most frequent reason for undertaking an HR audit. It is connected with a need to efficiently optimally utilize the human resources potential, not only in HR departments but in the entire organization as well.

Sofrecom offers a methodology and measuring tools specially adapted to the ongoing and upcoming Customer needs and the expected results.

HR Strategy

Achievement of organization’s strategic objectives is possible owing to a proper approach to employees and formation of favorable organizational culture, awareness of which has existed in organizations for quite a long time.

An HR strategy is now more and more frequently linked to the global vision of the HR function within an organization, i.e. its strategic role for the business and its organization (see Model of the HR function). HR strategy evolves from the position of a theoretical vision having no links with reality to an important tool to formulate plans within the area of human capital management. The strategy now frequently gives a business justification for decisions taken within this field. Additionally, it serves as reasoning for the management practices and procedures within the areas of employment planning, recruitment, motivation, evaluation, and development.

Our expertise shows that there are two main areas, where the need for an HR strategy formulation is recognized. Firstly, the need occurs in enterprises constructing their HR departments from scratch and struggling with the abundance of consulting services, concepts and HR tools available on the market. Secondly, the necessity for HR strategy formulation results from integrating and optimizing the HR function in merged companies or in companies subject to restructuring. Sofrecom’s role in projects aimed at forming the HR strategy is to support the Customer in defining a strategy of HR directions and development plans that is coherent with Customer’s business strategy.

HR Functional Model

The increasing significance of HR generates a need to thoroughly reconstruct this function in a company. The basic assumptions of a new model frequently result from the HR strategy. A definition of an HR model is related to this function’s organization within a company as well as with the indication and definition of the key roles and tasks it should fulfill.

The process of designing an HR model depends on the company business environment, its legal and organizational form (or a projected change), the service delivery method (including outsourcing) and technological infrastructure.

Sofrecom supports its Customers in the process of designing and defining their model of the HR function and helps the Customers assess the relevance of taken actions. Sofrecom has experience related to the task of forming and implementing the models of the HR function in large and medium multiplant firms on the Polish market.

Implementation of the HR Functional Model

Before the implementation, every project is just one of many concepts that do not bring any added value to an organization. The implementation of the model of the HR function entails a transformation of the company. This process leads to firstly, adjusting the HR activity to the company strategy; secondly, obtaining the expected operational results; thirdly, receiving high scores for the change from the employees and the management. The implementation of the Model of the HR Function covers, among others, the standardization and optimization of the HR area processes, as well as adaptation and implementation of the organizational structure, including the planned organizational structure and adjustment of the number of full-time posts.

Sofrecom offers its Customers support in the implementation of new Models of the HR Function in the areas of activity planning, implementation of individual model elements. Last but not least we offer the company’s preparation to the outsourcing process, i.e. conduct the tendering process and select the scope of provided services and the supplier.

IT Solutions within HR Area

The key success factors of new IT solutions’ implementation in the HR area cover effective project management, proper selection of the solution and supplier, and choice of an adequate moment to begin the operation. The definition of requirements for an IT solution supporting HR functions should start only after the restructuring process was finished and the target Model of the HR Function was agreed.

The most common functional scope of HR system covers payroll process and basic processes of personnel administration.

Most of the IT systems supporting HR offer far broader functionality package, enabling facilitation of management of personnel information. The ability of taking advantage of all functionalities offered by the systems decrease the processes time consumption and increases the effectiveness of the system.

In the HR IT systems implementation Sofrecom assures the maximization of the implementation effects. The maximization is achieved by offering specific solutions at the stage of defining functional requirements and identifying the risk areas basing on the objective analysis of the performed works.

Sofrecom supports its Customers at every stage of the system implementation, starting from the preparation and performance of the tender process, HR function audit from the perspective of system implementation, and ending with defining or verifying the functional requirements and running functional tests.

Sofrecom IT-HR consulting team has gathered its experience in projects connected with the implementation of personnel systems such as, among others, Oracle HRMS, SAP, and TETA, or designing self-service solutions, HR Call Centre systems and HR portals (see also Portals – System Implementation). In addition, Sofrecom employs IT technical consultants, offering support as regards broader technical and IT consulting.