In the age of digital transformation, HR strategies, Software and Services need to be harmonised. We had a background discussion with Marek Dutkiewicz, founder of HR Campus, about what a suitable solution can look like to ensure the company's success.
Digital transformation is much more than just faster computers and bulky software - that was yesterday. Today, it's about a new approach. What do you think this looks like?
More and faster computing power has become the norm today, but true digitisation goes much deeper. People often mistakenly only think of intelligent software and tools. However, behind this are processes, corporate cultures and people. Processes need to be streamlined, ballast needs to be removed so that the actual goals, such as speed and agility, can be achieved. You also have to manage employees differently, because Digitization and the associated changes in collaboration often lead to uncertainty.
Can you be more specific about this?
It's not just about digitising manual processes and introducing software en masse. The mentality of employees and the work culture must change. You need the right mindset and open-minded managers who can guide you safely through the digital world. This is what HR managers are confronted with during the digital transformation.
What is the difference between large and small Customers?
Many topics such as salaries, pension funds and onboarding are identical for companies of all sizes. The challenges also overlap. Providers are particularly challenged here. We have to reorganise ourselves so that small companies can also get solutions that are just as good as the big players. Fortunately, this is technically possible today, but it is still a real challenge for providers to scale their offerings so that they are attractive to all companies.
How is this strategically organised?
Today, SME managers no longer issue countless tenders for IT topics in the HR area as they did a few years ago. This takes a lot of time, is old-fashioned and generally does not lead to the desired goal. Today, you choose a provider that offers you the right solution for your business requirements. This solution must be scalable. Let me put it in a nutshell: SMEs are looking for a provider that provides them with holistic support and plans together with them, taking the internal environment into account. The provider must ensure that the elements of Technology, Processes and Culture communicate with each other.
Does that require a relationship of trust?
Absolutely. The best way to achieve this is still a personal dialogue. Find out whether the provider can give you business advice. Can he look beyond the horizon with you and does he have a certified portfolio? Check their references and ask whether they are capable of realising projects. Does he also offer Services and can he draw up an IT Roadmap for you? The provider must be able to dream with you.
Can you give me business advice, can you look beyond your own horizon with me, do you have a certified portfolio, are you able to realise the projects, do you offer Services and do you have good references?
Implementation itself is much faster today, but you need advice in advance and more time for Services afterwards. Is this thesis correct?
You are right. An SME no longer needs a system landscape, it doesn't need its own IT. Technology today comes out of the socket. The technological leaps mean that HR projects can be realised much more quickly. This means you no longer have to deal with Operations and maintenance of the Software. This is a great added value for SMEs.
How are the HR solutions linked to ERP or CRM frameworks?
As an HR provider, we offer all topics from the cloud. This includes HR administration, Recruitment, onboarding, certificates and document management. Of course, this also includes integration into all peripheral systems, such as financial accounting.
Nevertheless, I would like to ask about the price-performance ratio for SMEs.
Firstly, it should be emphasised that in recent years, for the first time in IT history, costs have fallen massively. Today, you pay around six Swiss francs per employee per month for a Payroll solution on a cloud platform. That has never been so favourable. You have neither internal IT costs nor operating costs for servers and don't have to worry about security issues. SMEs can definitely afford it today.
And there is no longer any fear of contact?
No. SMEs are jumping on the bandwagon in droves, across all sectors. We now serve banks, hospitals and small industrial companies. HR always works horizontally. It doesn't matter who comes from where.
But is there a lower limit?
As HR Campus, we support companies with around 60 employees or more.
Many company managers still have difficulties or even fears, as established business models are being scrutinised or even the "fourth industrial revolution" is being painted on the wall. How do you see yourself vis-à-vis SME customers: as a salesperson, a coach or a technician?
We see ourselves as a partner who often develops into a coach. A salesperson wants to sell something and then is no longer interested in the well-being of the Customer. But they have to be satisfied. If the customers are happy, we have few problems.
Let's move on to the topic of Services..
This is a very important topic. It used to be the case that companies only asked for Software and Technology. Today, they are looking for a provider that can also provide day-to-day support, i.e. business services. If you have a provider that takes care of your payroll accounting, you also minimise your risk. The responsibility no longer lies with a single person, as it used to. It is actually a mixture of a cloud solution and services. The demand for such combinations is increasing.