HR Business Partner – so schafft Digitalisierung Freiraum
The role of the HR department has changed fundamentally in recent years - from an administrative unit to a strategic HR business partner. However, operational tasks often slow down this change. In this article, you will learn how Digital HR solutions either On Premise or from the Cloud Create space for strategic work and make your HR department fit for the future.
When operational tasks block the strategic work of HR Business Partners
Many HR departments are familiar with this: instead of focusing on employee retention, qualification strategies or employer branding, the day is taken up with administrative tasks - from the Settle travel expenses about Time corrections up to the manual maintenance of Excel tables.
Although these tasks are necessary, they tie up valuable capacities - capacities that could be utilised elsewhere. used more strategically could be realised. Without digital support, the HR to the fire brigade instead of the business partner.
What companies really expect from their HR business partner today
Modern companies demand more than just administration: they expect HR to help achieve long-term goals. Especially in times of DigitisationIn the face of the new economy, new work and growing competition, HR must deliver - quickly, efficiently and supported by data.
| Expectation of HR | Why this is important |
|---|---|
| Strategic personnel planning | Early detection of bottlenecks |
| Talent development | Securing competitiveness through expertise |
| Digital process landscape | Speed & scalability |
| Reporting & Analytics | Basis for well-founded decisions |
| Employer Experience | Actively shaping employee satisfaction |
These requirements cannot be mapped manually - they require Software solutions, that deliver results at the touch of a button.
Digitalisation as a game changer: how modern HR departments benefit
Digital HR systems automate routine processes, simplify complex workflows and create space for strategy. Instead of working with forms, emails and interim solutions, all processes are centralised, documented and traceable via a Integrated HR system.
Concrete advantages:
- Immediate access to all employee data
- Automated Workflows for authorisations
- Audit-proof documentation of working hours
- Self-service portalspromote personal responsibility
- Real-timeReports and KPIs for sound planning
The result: More focus, less effort, better results.
From Excel chaos to intelligent HR software - a practical example
A medium-sized company with 150 employees was faced with the challenge: Time recording systems, Travel expense report, Holiday management - Everything was done via Excel, PDFs and manual email approvals. The result: loss of time, incorrect data and frustration among employees.
This changed fundamentally with the introduction of a digital software solution:
| Before (manual) | After (digital with personnel cloud) |
|---|---|
| Holiday requests by e-mail | Digital application with automatic workflow |
| Travel expenses via Excel | Digital travel expense report with document upload |
| Time recording via timesheets | Digital time recording via app or web browser |
| No standardised database | Centralised, retrievable at any time Digital personnel file |
The company saved over 300 hours admin time and was able to Measurably increase employee satisfaction.
Which HR processes you should definitely automate
Not every process needs to be digitalised - but many should be. Especially those that occur regularly and are clearly definable can be excellently digitised with HR software automate:
| HR process | Recommendation for digitisation |
|---|---|
| Time tracking | Web, terminal, app - error-free & legally compliant |
| Settle travel expenses | Automated, testable, analysable |
| Expense report | Mobile receipt upload & automatic check |
| Absence management | Application workflows with approval & calendar integration |
| Analyses & statistics | Dashboards & KPIs available in real time |
This automation is the key to developing HR from an "administrator" to a "creator".
Why self-service is more than just a buzzword - and is revolutionising your HR
Self-service functions not only relieve the burden on the HR department, but also increase the Satisfaction and autonomy of employees. Instead of having to contact HR for every concern, employees can do it themselves:
- Request holidays
- Record or correct times
- View documents
- Upload expenses
- Record business trips
Managers in turn benefit from Overview lists, reports and authorisation functionswithout having to rely on the HR department. This increases efficiency throughout the company - and turns HR into a genuine service provider.
Data-based decision-making: How HR analytics makes you an HR business partner
Strategic HR needs Figures. If you want to make well-founded personnel decisions, you need to know where your company stands. Modern HR software on premise or from the cloud offers standardised and customised solutions. Reportswith which you can see at a glance:
| Key figure | Possible strategic question |
|---|---|
| Fluctuation by department | Where is there a risk of loss of expertise? |
| Sickness rate per team | Is there an overload? |
| Project time vs. total time | How efficiently do project teams work? |
| Holiday days remaining | How well is recovery utilised? |
HR analytics transforms gut feeling into Objective basis for decision-making - a central competence of every modern HR department.
How to achieve change: 5 steps to strategic HR with software support
The digitalisation of HR is not done overnight - but it can be implemented efficiently if you take a structured approach:
- Recording the status quoWhich processes are organised and how?
- Set goalsSave time? Improve data? Relieve employees?
- Evaluate softwareWhich modules are really necessary?
- Taking employees with youTraining, communication, creating acceptance
- Optimise regularlyAdapt processes, evaluate feedback, check scaling
Every HR department should always have one thing in mind: Digital solutions are not an end in themselves, but a means to empowerment.
Why now is the perfect time to reorganise your HR
Those who still base their HR exclusively on manual processes are losing valuable time, employees - and ultimately competitiveness. With a well thought-out, flexible and modern HR software such as the Personalwolke create exactly the room for manoeuvre you need to to be strategically successful.
The technology is there. And so are the expectations. Now is the right timeto rethink HR - as a partner to management, as a companion to employees and as an active driver of corporate success.
FAQ: Frequently asked questions about the role of HR as a business partner
What does "HR Business Partner" actually mean?
The HR department not only performs administrative tasks, but also actively supports the corporate strategy - for example through talent development, cultural change or data-supported decisions.
Why is digitalisation so important for HR?
Because it saves time, avoids errors and enables strategic tasks. Without digital support, HR gets bogged down in operational activities.
Which HR processes can be digitised particularly well?
Particularly suitable are: Digital time recording, Travel expense report, Expense report, Digital personnel file, Self-service processes and HR analytics.
What advantages do self-service portals offer?
Employees and managers can access data and functions independently - this saves time and significantly reduces the burden on the HR department.
Does a digital HR solution also make sense for smaller companies?
Absolutely. Small and medium-sized companies in particular benefit from the time savings and clarity provided by centralised HR software.
