noventum consulting has been a partner of the Swabian software producer Persis since 01.01.2017. The modular HR software from Persis supports the personnel management of more than 500 medium-sized companies and groups from the DACH region. The HRM team of noventum, as a reliable and competent HR management consultant, supports clients in the implementation, adaptation and expansion of their Persis solution. Noventum Persis is a sales partner for Hessen, Rheinland-Pfalz and Saarland.
Steady growth and mergers present human resource departments with enormous challenges. On the path from "administrating" to proactive consulting in terms of human resource management, the requirements posed to modern human resource management processes as well as analysis and planning functionalities are growing. As such, AGRAVIS - with the help of noventum consulting - initially started to look for an HRM standard solution with the objective of being able to take care of a large share of current and expected future requirements. Once the fitting solution was found with PERSIS, additional requirements were implemented, for instance with the "digital personnel file", the "employee life-cycle" process, and the integration of processes that are usually foreign to HR. Today, the AGRAVIS human resource department works with a modern solution for the quite often automated mapping of the human resource management processes.
Employees who ride a bicycle to work all year long take – on average – 36 % fewer sick days than colleagues who take this ride with the car. That is the result of a new study by EcoLibro GmbH in which approx. 2,200 employees from all over Germany were interviewed. At the same time, these employees were 10 % more satisfied, as determined by a WHO catalogue of questions.
In companies, the HR indicators gain more and more importance as a strategic instrument. As such, meaningful strategic indicators are presented to executive management in an appealing fashion. In this, indicator reports are not to be considered compliance documents but rather an organisational communication tool. Only when the recipient received an informative and coherent document can strategic measures be derived therefrom and/or objectives pursued.
The competitiveness of companies will, in the future, depend even much more on the ability to attract, keep and promote high-performing employees. Employer attractiveness therefore gains decisive importance. The HR manager who wants to coordinate all measures for controlling employer attractiveness therefore becomes one of the most important “strategists” in the 21st century company. Additionally, what is expected from HR managers in the near future is that they, with the help of integrated HR processes and IT systems, will be technologically and organisationally able to provide optimal support to demanding executives.