Menu
An HR software architecture proposal is a plan or design that describes the basic structure and components of an holistic HR software solution. It is a detailed proposal that defines the various aspects of the software architecture to meet the needs of the HR domain.
Typically, a proposal contains a lot of information about system components, database structures, user interfaces, etc. We focus on simplicity with our kit, because we know that designing an HR software architecture is a complex task and needs to be well thought out. So come to us with an initial proposal from our toolkit and we can discuss a possible solution with you without obligation.
In addition to the technical implementation of the LMS, the offer includes 5000 English and German e-learning courses from certified providers. To help you get the most out of the system, we provide training on how to use your new LMS and best practice examples.
After the go-live date, we help you to create a sustainable learning culture in your organisation by discussing new release updates, change management and learning KPIs in monthly check-ins.
Cornerstone is a pioneer in the field of learning management. With the combination of reboot:HR, CLEVIS and Cornerstone, SMEs now have the opportunity to benefit from one of the largest learning management providers.
The learning management system enables continuous learning on any device at any time. Tailored training programmes or machine learning help to develop employees and tailor the right learning to the learner. Reports and dashboards provide an overview with practical added value.
The two terms refer to different approaches to the delivery and management of IT infrastructure and services.
In a cloud solution, IT resources are provided and managed by a provider over the internet. The benefits are scalability, flexibility and lower capital expenditure.
With on-premise solutions, these resources have to be operated and maintained on site. This gives the operator full control, but also requires them to procure and maintain the infrastructure themselves. We recommend the cloud solution to most customers, as it provides the full range of functionality with relatively little effort. However, before making a decision, a consultation should take place in order to find a customised solution that best meets the requirements.
In addition to the use of external resources such as HR and IT expertise, internal resources are also required to carry out an HR implementation project. These internal resources can include project management, change management, communication and training resources. They can all be considered critical to the project - the number required will always depend on the size and your experience with this type of project. In addition, one of the most important internal resources is the provision of one decision leader or subject matter expert to participate in numerous workshops on digitisation or business process change during the course of the project.
We have extensive experience in all of these areas and can therefore provide support or advice as an external resource.
If you do not want external support and want to cover the activities internally, a rough rule of thumb is to multiply the number of days the software vendor has quoted you as requiring by a factor of 1.5-2.0 to arrive at an estimate of the internal effort required on your part.
1. Analysis of the current situation and development of a strategy to achieve a defined target state.
2. Establish an appropriate IT infrastructure to serve as the basis for software solutions.
3. Identifying processes and procedures that are suitable for digitalisation. During this identification process, ideas can be gathered on how to optimise these processes.
4. Carry out the tendering process and select a suitable HR software.
5. Implementation of the HR software and training.
6. Operate the software solution and, if necessary, the new or changed processes.
7. Continuous improvement - digitalisation and development are continuous. It is therefore important to keep your eyes open for new trends and opportunities.
Yes, our training library contains thousands of e-learning courses that you can purchase on a subscription model at low cost and with best practice testing. We can also provide you with one of the best learning systems without any complex implementation.
Once you have selected the learning content that suits you, you can provide all your employees with an LMS with ready-made content within a few days.
This question can only be answered on a case-by-case basis. There are software vendors that are not suitable for the public sector.
On the other hand, there are many software vendors that are well suited to the public sector. Which of these is right for you needs to be assessed on a case-by-case basis.
Contact us and we will help you in an uncomplicated way.
We are happy to help you formulate suitability criteria. Examples of common eligibility criteria include
- Provision of services in German
- Recognition of German law
- Number of employees (possibly differentiated by sector)
- Turnover in the relevant sector
- References
- Insurance cover
- Profiles of project staff
We are happy to help you formulate performance criteria that work for you. Examples of broad categories of common performance criteria include
- Individual professional requirement criteria for each module, e.g. requirement descriptions or required videos/concepts for...
o Employer attractiveness / employer branding
o Staff recruitment / recruiting
o Induction / Onboarding
o Human Resource Management (incl. Goal Management)
o Learning Management System / LMS / LCMS
o Talent Management / Succession Planning
o Compensation / Payroll / Personnel Cost Planning
o Offboarding
o Master data & organisational data / self services
o Correspondence / Document Management
o Electronic Personnel File
o Users, roles, permissions
o General criteria for the future configuration of the application
o Interfaces
o Data migration requirements
o Reporting and analysis requirements
- Individual technical requirement criteria for the individual modules, e.g. requirement descriptions or required videos/concepts for...
o Operational concept / hosting
o Support concept
o Documentation
o Performance / Capacity / Volume
o Modularisation
o Release management
o Operability / Usability
o Privacy and IT security
o Integration capability of interfaces
- Individual requirement criteria for the service in terms of implementation or system configuration, e.g. requirement descriptions or required videos/concepts for...
o Consulting services
o Project management
o Training & Education
o Additional services
o Demos / Test setups
1. End the negotiation phase only when you have understood the offer 100%.
2. Document the negotiation process.
3. Take the opportunity to ask for direct contact with the people who will be accompanying you later in the project. Get to know them.
4. Try to negotiate a better price!
It is best to use the standardised EVB-IT contracts and exclude the participants' own terms and conditions.
Pay particular attention to data transfer and access, support and penalty clauses.
Both the public and private sectors face the challenges of a world of work that is constantly and rapidly changing. Digitalisation, globalisation and demographic change are key drivers of these changes. In order to operate successfully in this dynamic environment, it is essential to equip existing and future public service employees with the right skills.
One critical skill that is essential in today's world is digital competence. As digitalisation progresses, it is important that public service employees are skilled in the use of digital technologies.
Another key competence in the public service is intercultural competence. Given the increasing diversity in society, it is important that employees are able to interact sensitively with people from different cultural backgrounds and to take into account different perspectives.
In addition to these specific skills, flexibility and adaptability are of great importance. The world of work is constantly changing and public service workers need to be able to adapt to new demands, laws and policies. Flexibility enables them to adjust to new situations, acquire new skills and adapt their working methods accordingly.
By promoting and developing these skills, the public service can increase its effectiveness and efficiency and better meet the changing needs of citizens.
The needs of public sector employees are not inherently different from those of private sector employees.
Therefore, as a public sector employer, you have to compete in terms of the HR services you offer and your HR product catalogue. We are happy to support you in this, as well as in the specific issues of the public sector with regard to the particularities of employment conditions.
There are several options available to you within an operating model. We offer you the option of handling all your requirements through us as a general contractor and thus as a single point of contact for your SLAs.
Service Level Agreements are the definition of standards for collaboration. What is a critical error and what is a less critical error? What is the maximum time it can take to fix a problem? Who do I call if I have a problem? Does the person speak English?
These are just a few of the many questions asked when defining an SLA. In general, the following SLA levels can be distinguished in practice (as an example)
- 1st Level: Individual user enquiries to the relevant department (e.g. password reset, operating errors, comprehension questions, etc.).
- 2nd Level: Individual requests from departments/process owners to the responsible office (e.g. change email triggers, adjust texts in the system, change colours in the system, restructure the organisation, etc.).
- 3rd Level: Enquiries from the customer to the system manufacturer about errors in the system (e.g. a faulty software function).
- 4th Level: Enquiries from the system manufacturer, e.g. to the operator of the infrastructure (hosting provider).
Questions to consider include: Who is allowed to create and manage which categories of tickets? What is a reasonable process? Do we need a ticketing tool?
We are happy to help you with this.
Talk to us, it can be very individual. Examples can be:
- System availability guarantee >99.5% excluding maintenance times.
- For the classification of ""defects"" (= errors in the software), a three-level severity scale is used (""Level 1-3""):
o ""Major Defect"": Level 1 & 2
o ""Minor Defect"": Level 3
- Major defects
o ...are Level 1 and 2 on the three level severity scale, here the software vendor should proactively provide a status update on the processing status every 2 hours.
o For level 2 (the system is inaccessible, no login and therefore no use possible), a resolution time of max. 12 hours should be guaranteed.
o For level 3 (a single module within the system is not working at all, e.g. no reporting possible, no data update for at least 24 hours, etc.) a resolution time of max. 24 hours should be guaranteed.
- In the case of a ""minor error"" (level 3), an additional prioritisation is carried out. A three level priority scale is used (Prio 1-3)
o For Level 3 and Priority 3 there are usually no contractually guaranteed resolution times (but we can offer them).
o Level 3 and Priority 2 usually have a maximum guaranteed resolution time of 60 days (we can improve this massively for you).
o o For Level 3 and Priority 1, a maximum of 30 days resolution time is guaranteed (we can massively improve this for you).
Therefore, contact us if you need support in identifying and defining SLAs - based on our experience, we can positively influence this process for you in order to obtain a sustainably secure and reliable HR solution.
In addition to the technical implementation of the LMS, the offer includes 5000 English and German e-learning courses from certified providers. To help you get the most out of the system, we provide training on how to use your new LMS and best practice examples.After the go-live date, we help you to create a sustainable […]
And benefit from our expertise on a regular basis.
@2023 All Rights Reserved | Sitemap