The majority of personnel managers in German companies still leave the potential of digitized processes unused. This is the result of the latest occupational field study "People & Organization 2020" by the German Association of Personnel Managers (BPM). According to the study, 51 percent of those surveyed see the digitization of HR processes and HR analytics as the most important task since the beginning of the corona crisis. However, only around a third of companies with up to 5,000 employees already use digital tools for data analysis to support personnel decisions. And even these solutions are, in the vast majority of cases, highly heterogeneous and require a great deal of effort to evaluate recorded data. The trend towards cloud HCM solutions is even intensifying this phenomenon. The experts of noventum consulting GmbH from Münster now face this problem with a solution that automatically collects all controlling and reporting relevant HR data in one program and optimally supports the work of HR controllers - ad hoc and without any special technical knowledge: the analysis tool noventum HR Analytics.
"Where others stop, we start with our analysis solution and thus provide a real workload reduction in the HR department", explains Thorsten Schmidt, Director at noventum consulting. "The main disturbing impulse of an efficient activity in HR controlling can basically be eliminated with the implementation of HR Analytics". This is because the data that has been collected in different systems in companies up to now is processed centrally in the interest of the HR controller.
noventum's main focus in the development of the HR Analytics program was clearly directed towards breaking down data silos and using the SPOT (Single Point Of Truth) solution to analyze all relevant processes such as administration, personnel management, time management, recruiting, learning or health management at a single location for all corporate divisions equally across all processes and to make them available in a client-specific manner.
Maximizing the quality of data, reporting, analysis and planning while minimizing manual activities in data collection is therefore no longer a pipe dream: "The uniform semantic view is of crucial importance for HR controlling," Schmidt knows. This is why the Münster-based experts always reliably adapt their solution to the needs of individual customers. HR Analytics uses established processing procedures in the central data model to consolidate all HR-relevant data that has been collected in companies from different sources to date in the so-called HR Data Mart and make it analyzable. The system provides standard connectors for numerous HCM systems such as Persis, SAP or Datev. All other existing formats can be integrated individually.
Technically noventum HR Analytics is based on a freely expandable data warehouse and is therefore predestined to consolidate heterogeneous information. By using standard software, the architecture of HR Analytics can be easily integrated into existing IT structures. For each customer noventum develops suitable front-ends for reporting, analysis, dashboarding and planning of relevant processes. "Whatever the need for the design of the front-end, all information is based on the underlying data warehouse architecture," explains Schmidt.
This means that all HR evaluations throughout the company use the same database and uniform key figure definitions. This applies regardless of whether HR business partners and managers act in self-service or information is distributed centrally. Schmidt therefore sees the major advantage of the noventum SPOT solution above all in the following: "If one assumes that the majority of working time in HR controlling is frequently spent on data preparation, this very time and the quality-assured database are gained for the development of HR goals, for the content work on target/actual analyses, for the development of measures and their control.
A practice-oriented overview of noventum's performance
HR Analytics will be presented by Thorsten Schmidt and Kay Kamphans, Product Lead HR Analytics, to all interested parties in an expert discussion on December 2 from 11.10 a.m. at the DGFP Annual Conference, the largest digital HR data summit in Germany. At this online conference, the two experts will also be available to answer questions.
Further information is available at www.noventum.de and www.dgfp.de.
"Where others stop, we start with our analysis solution and thus provide a real workload reduction in the HR department", explains Thorsten Schmidt, Director at noventum consulting. "The main disturbing impulse of an efficient activity in HR controlling can basically be eliminated with the implementation of HR Analytics". This is because the data that has been collected in different systems in companies up to now is processed centrally in the interest of the HR controller.
noventum's main focus in the development of the HR Analytics program was clearly directed towards breaking down data silos and using the SPOT (Single Point Of Truth) solution to analyze all relevant processes such as administration, personnel management, time management, recruiting, learning or health management at a single location for all corporate divisions equally across all processes and to make them available in a client-specific manner.
Maximizing the quality of data, reporting, analysis and planning while minimizing manual activities in data collection is therefore no longer a pipe dream: "The uniform semantic view is of crucial importance for HR controlling," Schmidt knows. This is why the Münster-based experts always reliably adapt their solution to the needs of individual customers. HR Analytics uses established processing procedures in the central data model to consolidate all HR-relevant data that has been collected in companies from different sources to date in the so-called HR Data Mart and make it analyzable. The system provides standard connectors for numerous HCM systems such as Persis, SAP or Datev. All other existing formats can be integrated individually.
Technically noventum HR Analytics is based on a freely expandable data warehouse and is therefore predestined to consolidate heterogeneous information. By using standard software, the architecture of HR Analytics can be easily integrated into existing IT structures. For each customer noventum develops suitable front-ends for reporting, analysis, dashboarding and planning of relevant processes. "Whatever the need for the design of the front-end, all information is based on the underlying data warehouse architecture," explains Schmidt.
This means that all HR evaluations throughout the company use the same database and uniform key figure definitions. This applies regardless of whether HR business partners and managers act in self-service or information is distributed centrally. Schmidt therefore sees the major advantage of the noventum SPOT solution above all in the following: "If one assumes that the majority of working time in HR controlling is frequently spent on data preparation, this very time and the quality-assured database are gained for the development of HR goals, for the content work on target/actual analyses, for the development of measures and their control.
A practice-oriented overview of noventum's performance
HR Analytics will be presented by Thorsten Schmidt and Kay Kamphans, Product Lead HR Analytics, to all interested parties in an expert discussion on December 2 from 11.10 a.m. at the DGFP Annual Conference, the largest digital HR data summit in Germany. At this online conference, the two experts will also be available to answer questions.
Further information is available at www.noventum.de and www.dgfp.de.
