Skip to Content

Purpose of this framework

Many technical consultants like portal consultants or identity management consultants need to analyze HR data. The reason is simple: HR data is the backbone of many processes in a company or an organization. In many cases HR experts are only assigned part-time to the projects (e.g. Identity management projects, Portal projects). Therefore there is a strong need for a toolset which enable people from outside HR to analyze HR processes. In several HR projects we have used the hire-2-retire framework in order to enable HR outsiders to conduct such an analysis. The framework could not be a substitute for a HR colleague. But it could save a lot of time as you can gather a lot of useful information already. Moreover HR consultants have used this framework too in order to structure their analysis.

Hire-2-retire pattern

The analysis should cover the complete lifecycle of an employee within an organization. All HR processes could be covered by the following analytical pattern:image

A three step approach to a successful analysis

1. Clarify the relevant events in an employee’s lifecycle with an HR expert

Before you start with the process analysis you need to find out which events in the lifecycle of an employee are relevant for you. HR experts could give you this information very quickly.

For an identity management project a list of events could look like this:

  • o Recruitment of an employee
  • o Organizational Change (Employee)
  • o Organizational Change (Org.Unit)
  • o Change of task without organizational change
  • o Termination (normal)
  • o Termination (short notice)

2. Use the framework to analyse the data

The most time-consuming step will be the process analysis. Here you can apply the analytical pattern to all the events. If the process is used across many departments or many lines of business in the organization it is essential that you include all the different actors. In the final step you have to map all the different results you get and the design out of that the common denominator.

3. Consolidate your view with the HR expert

Based on the results you got in step 2 it will be very easy for an HR expert to add the  relevant HR data and applications which are touched by the processes and also review the results.

 

Analyzing HR processes will remain not an easy task but the framework has made life easier for a lot of non-HR experts in the past. Hopefully it could help you as well.

To report this post you need to login first.

Be the first to leave a comment

You must be Logged on to comment or reply to a post.

Leave a Reply