Everything from One Source
With reboot:HR as a expert in software selection and our partner CLEVIS as a specialist in consulting and software support, we accelerate your HR to a new level.
reboot:HR focuses on companies and public institutions based in the D/A/CH region. It has years of experience and a proven track record in HR digitisation.
HR Consulting
HR Digitalisation
Business Transformation
HR Strategy
HR Software Support
CLEVIS Consult is your partner for a modern HR. They have in-depth experience in restructuring, customizing, digitising and positioning your HR.
reboot:HR
reboot:HR has an extensive partner network with a wide variety of HR software providers. Our experience in the digital HR ecosystem makes us experts in identifying the most suitable software solution for you.
CLEVIS Consult
CLEVIS transforms your HR and improves the modernity, agility, and sustainability of it. Their experienced consultants will be professionally at your side.
Together we acclerate your HR
With our services we can help you navigate through the ever-changing Human Resources
Your Questions
Our Answers
Everything you need to know, in a nutshell.
In the public sector, there are a number of specific aspects that need to be taken into account when digitising personnel administration. The most important aspects to consider are: Collective bargaining and service law, complex organisational structures, different employee groups (e.g. civil servants vs. employees), compliance requirements and interaction with other IT systems and infrastructure. These can all be challenges to digitisation, but they are not barriers. We have run a number of HR digitisation projects for the public sector and know the ins and outs. Contact us for a detailed presentation of a possible approach for your HR department.
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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.
Our blog
Everything you need to know about HR software selection
The selection of HR software is an important, partially lengthy as well as costly decision for every company. Our blog features tips and tricks as well as other useful information on how to choose the optimal HR software for you to help you make an informed software selection decision.
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