Digital HR Consulting

Aligning the HRIS with the HR Director’s needs:

• Evolution of the company’s organizational scope which induces certain choices in the use of tools (acquisition of new activities, mergers, etc.)
• Evolution of the HRIS with regard to the technological orientation or the company’s IS policy
• Development of new areas in the HR policy that underpin the need for the development of tools (development of internal mobility, management of the executive’s performance)
• Taking into account new internal or external regulatory constraints
• Desire to improve the monitoring and management of HR in international subsidiaries

Improve the service provided by the tools in place / solve difficulties encountered with these tools and service providers ( Editors / Integrators) :

• Implementation project of a new HRIS in difficulty
• Discontent of users: inadequacy to real needs, difficulties in its usage…
• Numerous anomalies and malfunctions
• Unsatisfactory service in application maintenance (TPMA, Managed Operations)
• Migration constraint of existing tools imposed by the editor (end of maintenance)
• Inflation of costs, deterioration of the quality of service , optimization of HRIS costs