Due to the strategic importance of human resource management, the volume of data and thus the diversity of IT systems has gradually increased in recent years. The associated complexity is also increasing, and with it the expense for routine activities, such as reporting. As a result, there is less, and less time left for what is important: the management and further development of your employees.
All tasks, procedures, and processes in the environment in which your employees and HR management operate are based on one thing: homogeneous, complete employee master data. Personnel master data is basically nothing more than descriptive, characteristic information that unmistakably identifies the employee. They rarely change and are characterised by their stability. These include, among other things, name, residential address, social insurance number, bank details, job title, contract form, working time model, date of entry, cost centre, but also files such as certificates, references, identity card and visa. The spectrum is broad and includes information from the professional and private sector, as well as data for administration, organisation, finance, IT, and other business areas. During the employee life cycle, additional basic data and files are added, such as competencies, employee reviews, qualifications, minutes of performance appraisals, surveys, additional tasks, or documents from continuing education. This gives you and your manager a comprehensive picture of each individual employee. In addition, many of these employee master data are also required for specific applications in other departments. Either for information, such as in the organisational directory of the intranet, or for operational activities.
Which also takes us a step further in terms of transactional personnel data. They arise during operational activities of the employees themselves or in their environment and change frequently. In many cases, the employee master data is decisive for the transactional data. The working time model is, for example, the calculation basis for time recording, overtime, holidays, or absences. The bank details and the base salary are the basis for calculating the monthly salary and special payments. Likewise, the residential address is relevant for the home office, and the number of children affects the employee’s health insurance contribution.
It is precisely these relationships that are the reason why homogeneous, complete personnel master data are the basis for your operational activity and the associated transactional personnel data. Because if the master database is already of poor quality, the downstream processes and procedures will be just as inaccurate, inefficient, and faulty. To counteract this, it is not necessary to completely rebuild your data landscape in the human resource management environment. Our multi-domain Organizational Data Management is precisely geared to these requirements and integrates independently of predominant tools or providers. Because effectiveness starts directly with you in personnel management, so that you work with data-driven bases for decision-making and thus have more time for your employees.
