Large projects often fail due to their complexity. SMEs, on the other hand, score points with their pragmatism and proximity to people - ideal prerequisites for successful HR digitalisation. This encouraging guide shows in five steps how SMEs can tackle their HR digitalisation pragmatically and effectively.
Digitalisation as a lever for satisfaction
The latest representative study on employee satisfaction in Switzerland shows that a high level of digitalisation in the company is closely linked to greater satisfaction, improved well-being and a lower perceived stress level. This is shown by the information provided by over 90% of respondents who rate the level of digitalisation in their company as very satisfactory. From the employees' perspective, the benefits include a better overview of personal data, time savings on administrative tasks, faster processing of requests and greater transparency in HR processes. When digital tools can be used easily, quickly and on the move, then Technology unfolds its full benefits in everyday working life.
5 steps to digitalisation
If you take a structured and pragmatic approach, you can achieve a lot with a manageable amount of effort. The following five steps will help you to make the topic tangible and create clarity for your company
- Recognise the challenge
The first step is to identify a specific business problem. To do this, it is crucial to really understand the challenges in the company. The most effective way to do this is through dialogue: Talk to employees and managers and ask directly about their biggest hurdles on a day-to-day basis. An open, honest working atmosphere is particularly helpful here - Analyse & prioritise
Sort and prioritise the feedback. Which processes work, which don't? Where are time wastage, duplication or unnecessary complexity occurring? Systematically analysing these weak points shows where there is the greatest need for action. If you proceed carefully here, you create a solid decision-making basis for the next steps - Check existing tools
Digital solutions such as a Recruitment system or a payroll tool are often already in use. However, they are not always used optimally. Therefore, check which tools are available and how they are used. Sometimes a targeted addition is sufficient, sometimes switching to a more comprehensive system is the better option - Choose the right solution
A good HR solution should not only fulfil your current requirements, but also grow with your future plans. Go for providers who understand the needs of SMEs. Pay attention to user-friendliness and the ability to further develop your system. You don't have to fight your way through the HR software jungle alone: get an independent partner at your side who understands you both professionally and culturally. With the right sparring partner, you will find solutions that suit you in the long term - Define the scope
Use the opportunity for development. Critically question existing processes: What is worth digitising? What can you let go of? The aim is not to transfer everything one-to-one to digital, but to achieve better, measurable results - for example, faster throughput times or fewer sources of error.
Don't forget the world after go-live
An important milestone has been reached with the go-live - but the project is by no means finished. Now everyday life with the new system begins and this will determine how successful the project was. It is therefore worth defining the future operating model at an early stage: Who will take on the role of key user? How will internal support be organised? Responsibility for future system customisations, updates and releases should also be clearly defined. Such considerations can easily fade into the background during the course of the project - but they are crucial for stable operations and sustainable use of the new solution. Those who plan ahead here ensure that the system is not only successfully introduced, but also used in the long term.
Conclusion & recommendations for action
Not every digital transformation runs smoothly - but that should not be a reason to give up before you have started. Digitalisation is not a sure-fire success, but neither is it a mystery. Those who start with healthy pragmatism, a clear focus and a genuine interest in people create good conditions for success. And those who don't confuse digitalisation with tools, but see it as a cultural journey, can create real added value. And sometimes the first step is simply a portion of courage.
Sources
- Müller, T., & Messmer, P. (2025). "The seven steps of failure". NZZ am Sonntag, 01.02.20252
- HR Campus AG (2025). "Employee satisfaction in Switzerland 2025". Retrieved on 02.06.2025.
Author
Stephan Bodenmann
Solutions Expert Team
Stephan Bodenmann is a Solution Expert at HR Campus. He has been helping HR Campus customers achieve greater efficiency with the help of suitable tools for almost 10 years. In his wide-ranging role in the Solutions Expert Team, he specialises in providing advice across HR topics and identifying tailor-made solutions.
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