[et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|0px|0px|0px” global_colors_info=”{}”][et_pb_row module_class=”enbref” _builder_version=”4.27.5″ custom_margin=”||5%||false|false” custom_padding=”0px|||||” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text module_class=”enbref-content” _builder_version=”4.27.6″ custom_padding=”||12%||false|false” inline_fonts=”Roboto” global_colors_info=”{}”]<\/p>\n
In brief<\/strong><\/p>\n Mapping, automation, HRIS, data-driven management… This article reviews the key stages and concrete levers for initiating a sustainable and effective HR process improvement approach in your organization.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.27.6″ custom_margin=”||||false|false” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n Recruitment, onboarding<\/a>, payroll management, training, annual reviews… The HR function is based on a multitude of processes. And in many organizations, these processes are still fragmented, manual, time-consuming and error-prone. <\/p>\n The result? HR teams spending most of their time on administrative tasks, rather than supporting employees and steering strategy. Managers frustrated by long lead times. Employees who experience inconsistency from one process to the next. <\/p>\n Improving HR processes<\/a> is not a side project. It is one of the most direct levers for increasing efficiency, improving the employee experience<\/a> and repositioning the HR department as a strategic partner for the company. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_margin=”||||false|false” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n An HR process<\/strong> is a sequence of organized steps enabling the human resources function to accomplish a precise mission: recruiting an employee, integrating him or her, managing payroll, monitoring training, assessing performance, supporting mobility, etc.<\/p>\n These processes structure the day-to-day operation of the HR department. Well-defined and well-executed, they guarantee consistent practices, regulatory compliance and the quality of the employee experience. Poorly conceived or obsolete, they become obstacles to performance. <\/p>\n There are three main categories of HR processes:<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_margin=”||||false|false” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n The pressure on the HR function<\/strong> has never been greater. Employees’ expectations have changed, regulations have become more complex, the talent market has become tighter, and senior management expects HR departments to be able to make proposals on strategic issues. <\/p>\n Yet in many organizations, HR teams<\/strong> still devote too much of their time to administrative tasks. This imbalance leaves little room for human support, analysis and informed decision-making. <\/p>\n The practical consequences of a flawed HR process are manifold:<\/p>\n Improving HR processes<\/strong> means getting to the root of these problems and freeing up the HR department<\/strong> for what really matters.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_margin=”||||false|false” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n Before you can improve, you have to understand. The first step is to draw up an exhaustive map of the HR processes<\/strong> in place: what are the stages in each process, who is involved at each stage, what tools are used, what are the deadlines and friction points? <\/p>\n This mapping must involve all stakeholders: HR teams, managers, employees and the IT department. It enables us to visualize what already exists, to identify duplication, non-value-added steps and areas of inefficiency. <\/p>\n Once the processes have been mapped, they need to be assessed using appropriate key performance indicators:<\/p>\n These indicators make it possible to objectify malfunctions and prioritize improvement projects according to their real impact on performance.<\/p>\n On the basis of this assessment, certain processes need to be thoroughly rethought. The aim is to simplify them, standardize them and clarify everyone’s roles and responsibilities. <\/p>\n Some questions to ask: is this step really necessary? Can it be merged with another? Who should be responsible? What is the acceptable timeframe? <\/p>\n Standardization does not mean rigidity. It means that every employee, every manager and every HR team knows exactly how the process works, and can rely on it. <\/p>\n This is often the most visible step inimproving HR processes<\/strong>.Automation<\/a> relieves HR teams of repetitive, low-value-added tasks: automatic reminders, leave validation, document generation, notifications, deadline reminders, etc. <\/p>\n A well-configured HRIS<\/a> can automate many of these tasks and centralize all HR data<\/a> in a single system. The benefits are immediate: fewer errors, fewer delays, less administrative workload. <\/p>\n In addition to HRIS<\/strong>, other tools complete the approach:<\/p>\n Improving HR processes<\/strong> is not a fixed-date project, it’s an ongoing process. Once new processes have been deployed, it is essential to monitor their performance over time, gather feedback from users and make adjustments. <\/p>\n The indicators defined in step 2 serve here as a compass. They enable progress to be measured, new areas of friction to be identified, and a cycle of continuous improvement to be set in motion. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_margin=”||||false|false” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n Of all the levers available, the HRIS<\/strong> plays a central role in any HR process improvement initiative. It’s not just an administrative management tool, it’s the HR function’s nervous system. <\/p>\n A modern HRIS<\/strong> allows you to :<\/p>\n Visit choice of HRIS<\/strong><\/a> is a key decision. It must meet the organization’s specific needs, integrate with existing systems and be scalable to keep pace with the company’s growth. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ background_color=”#f7fbff” custom_margin=”||12%||false|false” custom_padding=”5%|5%|5%|5%|true|true” border_radii=”on|23px|23px|23px|23px” locked=”off” inline_fonts=”Roboto” global_colors_info=”{}”]<\/p>\n Remember<\/strong>: a poorly chosen or poorly deployed HRIS can exacerbate the problems it was designed to solve. That’s why assistance with selection and implementation are critical steps. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_margin=”||||false|false” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n Not all HR processes<\/strong> lend themselves equally well toautomation<\/strong>, and wanting to transform everything at once is one of the most common mistakes. The right approach is to prioritize processes with high volume, high risk of error or high impact on the employee experience. <\/p>\n In practice, the management of leave and absences, the generation of HR documents and onboarding are often the first tasks to be undertaken: their automation is quick to implement and the benefits are immediately visible to teams. Payroll, interview campaigns and reporting follow naturally, as the HRIS is mastered. <\/p>\n Automation is not an end in itself. It must free up time so that HR teams can concentrate on what technology will never do for them: listen, support and decide. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_margin=”||||false|false” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n Reviewing HR processes<\/strong> also means asking teams to change their habits. <\/p>\n No tool, no matter how powerful, will produce results if it’s not used. Change management<\/a> is not an option: it’s a prerequisite for success. This means communicating early on, involving users in the design, providing training for each profile, and setting up internal relays capable of supporting adoption on a day-to-day basis. <\/p>\n This is precisely the role of the AMOA: to ensure that the solution deployed meets real needs in the field, and not just the initial specifications.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_margin=”||||false|false” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n Properly implemented, anHR process improvement<\/strong> initiative can profoundly transform the way the function operates:<\/p>\n In short: less friction and more value at every level of the organization.<\/p>\n At SQORUS, we’ve been helping major corporations with their HR transformation projects for over 35 years. Our approach combines HR functional expertise, mastery of market HRIS solutions and change management know-how. <\/p>\n Are you looking to improve your HR processes? Our experts are available to discuss your challenges and propose an approach tailored to your organization. <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row custom_padding_last_edited=”on|desktop” module_class=”cta-bleu” _builder_version=”4.27.5″ background_color=”#2029a0″ background_image=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2023\/12\/Bandeau-LB-Strategie-RH.png” background_size=”contain” background_position=”center_right” width=”100%” width_tablet=”90%” width_phone=”90%” width_last_edited=”on|phone” custom_margin=”||3%||false|true” custom_padding=”50px|400px|50px|55px|true|false” custom_padding_tablet=”50px|55px|50px|55px|true|true” custom_padding_phone=”40px|55px|40px|55px|true|true” background_last_edited=”on|phone” background_enable_image_tablet=”off” border_radii=”on|23px|23px|23px|23px” global_module=”25050″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text module_class=”Titre_40 Titre_blanc” _builder_version=”4.24.0″ _module_preset=”default” header_2_font_size=”30px” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text module_class=”FondBleu” _builder_version=”4.23.1″ _module_preset=”default” text_font=”||||||||” text_text_color=”#d6d8f4″ text_line_height=”30px” global_colors_info=”{}”]<\/p>\n Optimize your HR strategy and discover the essential management tools you need to achieve your objectives. Don’t miss this opportunity to successfully manage your HR projects. <\/p>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/www.sqorus.com\/en\/ebook-which-tools-to-manage-your-hr-strategy\/” button_text=”Download” button_alignment=”left” button_alignment_tablet=”center” button_alignment_phone=”center” button_alignment_last_edited=”on|tablet” admin_label=”Bouton de t\u00e9l\u00e9chargement” module_class=”Bouton Fond_blanc” _builder_version=”4.27.0″ _module_preset=”default” custom_button=”on” button_text_size=”15px” button_text_color=”#f36145″ button_bg_color=”#FFFFFF” button_border_width=”1px” button_border_color=”#f36145″ button_border_radius=”50px” button_font=”||||||||” button_use_icon=”off” custom_margin=”20px||||false|false” custom_padding=”13px|25px|13px|25px|false|false” custom_css_free_form=”selector:hover{|| background-color: #FFF6F5 !important;||}” global_colors_info=”{}”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ 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custom_margin=”||10px||false|false” text_orientation_tablet=”” text_orientation_phone=”center” text_orientation_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n Contact<\/p>\n [\/et_pb_text][et_pb_text admin_label=”Titre – H2″ module_class=”Titre_40″ _builder_version=”4.25.0″ _module_preset=”default” text_orientation=”center” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text admin_label=”Texte” _builder_version=”4.25.1″ _module_preset=”default” text_text_color=”#d2d4ec” text_font_size=”21px” text_line_height=”35px” text_orientation=”center” global_colors_info=”{}”]<\/p>\n Contact us today and find out how we can work together to make your company’s digital future a reality.<\/p>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/www.sqorus.com\/en\/contact\/” button_text=”Contact SQORUS” button_alignment=”center” module_class=”Bouton fond_orange” _builder_version=”4.25.2″ _module_preset=”default” custom_margin=”30px||||false|false” global_colors_info=”{}”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Section” _builder_version=”4.18.0″ _module_preset=”default” global_module=”12729″ saved_tabs=”all” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.5″ custom_margin=”10%||||false|false” custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.27.5″ custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][dsm_faq dsm_make_accordion_toggle=”on” dsm_open_faq_item=”on” dsm_enable_schema_markup=”on” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”][dsm_faq_child dsm_title=”What is HR process improvement?” dsm_content=”<\/p>\n HR process improvement<\/strong> refers to all actions taken to make human resources processes more efficient, more reliable and better adapted to user needs.<\/p>\n It's based on a structured approach: mapping the existing situation, identifying dysfunctions, redefining processes, digitizing and automating, followed by ongoing management.<\/p>\n The aim is to reduce the administrative burden, improve the employee experience and strengthen the HR department's strategic capacity.<\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”][\/dsm_faq_child][dsm_faq_child dsm_title=”What are the most important HR processes to improve?” dsm_content=”<\/p>\n The processes to prioritize are generally those that combine a high volume of processing, a direct impact on the employee experience and a high risk of error.<\/p>\n In practice, leave and absence management, payroll, onboarding and interview campaigns are often the first candidates. A preliminary audit will enable us to objectify these priorities according to the specific context of each organization. <\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”][\/dsm_faq_child][dsm_faq_child dsm_title=”Is an HRIS essential for improving HR processes?” dsm_content=”<\/p>\n An HRIS<\/strong> is not a sine qua non, but it is the most powerful lever for industrializing and sustaining theimprovement of HR processes<\/strong>. Without a suitable tool, the gains achieved by redefining processes remain fragile and depend on the vigilance of teams. <\/p>\n HRIS<\/strong> makes it possible to automate, centralize and measure: three essential conditions for sustainable improvement.<\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”][\/dsm_faq_child][\/dsm_faq][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Mapping, automation, HRIS… Discover how to improve your HR processes and refocus on the essentials.<\/p>\n","protected":false},"author":27,"featured_media":6277,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","_ayudawp_aiss_exclude":false,"footnotes":""},"categories":[472,407],"tags":[],"metiers":[226],"sujet":[212],"class_list":["post-8548","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-amoa-en","category-hr-strategy-transformation","metiers-hr","sujet-business-process-en"],"acf":[],"yoast_head":"\nWhat is an HR process?<\/h2>\n
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Why is it so urgent to improve HR processes?<\/h2>\n
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5 steps to improving HR processes<\/h2>\n
1. Map existing processes<\/h3>\n
2. Measure and evaluate current performance<\/h3>\n
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3. Redefine and standardize priority processes<\/h3>\n
4. Automate and digitize<\/h3>\n
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5. Control and continuous improvement<\/h3>\n
HRIS, the cornerstone of HR process improvement<\/h2>\n
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HR automation: where to start?<\/h2>\n
Change management: an often underestimated factor<\/h2>\n
The concrete benefits of an HR process improvement initiative<\/h2>\n
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What tools can you use to manage your HR strategy?<\/h2>\n
A project? A request?A question?<\/h2>\n
See also our feature on “HR strategy management tools”. <\/h3>\n
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FAQ – HR process improvement<\/h2>\n