In a constantly evolving competitive environment, companies are looking for effective solutions to manage their human capital. Core HR, or centralized human resources management, offers a strategic response to this challenge.
Expected Benefits of Core HR
Centralization, Consistency, and Data Accessibility
The centralization of HR data into a single system provides companies with a single source of truth for all employee-related information. This improves the accessibility and reliability of data stored on employees and distributed across all satellite information systems that consume it regularly. Core HR’s inherent data consistency engines also reduce entry errors. Critical information such as employee files, payroll details, benefits, and performance reviews are accessible in real time, facilitating decision-making processes.
Improved Compliance and Security
Human resources regulations often vary from country to country and evolve regularly. Certain sectors are seeing their HR regulatory environment tighten (defense, energy, banking). A Core HR system helps maintain compliance with local and international laws by integrating automated legal updates. Furthermore, sensitive data is protected by robust security protocols, reducing the risk of data breaches and ensuring the confidentiality of employee information.
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Operational Efficiency
Automating routine HR processes, such as recruitment, training, and talent management campaigns, reduces the administrative workload for HR teams.
As a result, they can focus on higher value-added tasks, such as developing talent in alignment with strategy or improving the employee experience. This increased efficiency contributes to significant cost savings.
Improved Employee Experience
Combined with Core HR, an employee portal offers a user-friendly interface for managing personal information, viewing payslips, requesting leave, and tracking performance. This autonomy strengthens employee engagement and satisfaction, fostering a positive and productive work environment, while reducing manual interactions with the HR team.
Analysis and Strategic Decision-Making
Finally, when analysis tools are integrated with Core HR, it is possible to provide detailed reports and predictive analytics on various aspects of human resources (staff turnover, absenteeism, and performance). This information allows HR managers and supervisors to make more informed decisions to manage operational teams.
Limitations and Implementation
A Core HR project may encounter obstacles such as resistance to change and the complexity of integration with existing systems. Additionally, initial costs can be high, requiring a significant investment in time and resources.
For a successful implementation, it is crucial to plan carefully, involve all stakeholders, and clearly communicate the expected benefits. Change management support and adequate user training are also essential to ensure smooth and effective adoption.
Key Figures
Rated Excellent by Décideurs Magazine
Althéa is rated Excellent in the HR Transformation Consulting and Change Management category.
Core HR solution selection projects
A key player in solution selection projects for the digitalization of the HR function.
deployment time
to deploy a Core HR solution for more than 100,000 employees across 14 countries.
References
For a major international bank
Core HR solution selection
To support its HR function transformation plan, the bank required a solution allowing it to share comprehensive information on its employees and their lifecycle within the company (affiliation, reporting lines, organizational movements) across more than 30 business lines and 60 countries, while securing a single point of truth for this data which feeds other internal systems.
While the three major vendors on the market are able to meet requirements in a standard way, Althéa brings methodological innovation by focusing efforts on edge cases, highly adapted to the client context, to define the most functionally appropriate and ROI-relevant solution (both for the solution and the project).
For a leader in the luxury industry
33,000 employees – Project Management Assistance / PMO / Business Process Owner / Support Lead / Data Migration Lead / HR Analytics / Change Management
As part of the SAP SuccessFactors solution rollout, Althéa is supporting Louis Vuitton in the global deployment of its solution across all its international subsidiaries.
Within the framework of the CORE HR deployment project, we provide end-to-end expertise to secure functional relevance, guarantee team buy-in, and validate the relevance of the content offered to local teams.
For an international engineering consultancy (Oracle HCM) / For a leader in specialized retail (Workday) / For a major player in construction (SAP SuccessFactors)
16,000 / 110,000 / 60,000 employees
The experience acquired by Althéa through its projects allows its clients to benefit from its methodological contributions to secure the success of Core HR projects (functional, budget, schedule) beyond the technology deployed.
Our deep knowledge of HR business practices allows us to support operational staff in understanding the gains provided by the solutions and the desired simplification of processes, without compromising HR efficiency.
In parallel, we provide IT functions with security related to the ability to anticipate, data migration methods from legacy systems, and risk analysis throughout the project.
Challenges
Simplifying and Harmonizing HR Processes
Propose the same HR process for all countries and all Business Lines without ignoring local or business-specific requirements.
Building and Maintaining Long-Term HR Data Capital
Create a point of truth for HR data within the organization to automatically feed the systems that consume it.
Refocusing HR Teams on Business Support
Simplify and automate administrative management tasks in favor of strategic support for business lines in talent management.
Contacts
Frequently Asked Questions About Core HR
How can the transition from a legacy HR system to a new Core HR system be managed?
The transition from a legacy HR system to a new Core HR software constitutes a major challenge for the company. A crucial step is the migration of employee data, with a centralized common core grouping key information such as employment contracts, compensation, and benefits. This unified database must integrate local specificities while ensuring a global view of the workforce.
Core HR then facilitates the automation of HR processes, from recruitment to offboarding, including time and absence management. However, these workflow changes involve in-depth training so that HR teams, managers, and employees fully adopt the new tool. A change management plan is indispensable, with training sessions adapted to each profile and on-the-ground support from business experts. Establishing a common framework and dedicated internal communication also helps unite contributors around the project.
How can integration with existing systems, such as payroll, ERP and business tools, be managed?
Integrating Core HR with existing systems is a significant technical challenge. The first step consists of establishing a complete mapping of local HRIS and existing business tools. This overview allows for the identification of necessary interface points and the harmonization of management processes.
The Core system must interface specifically with payroll management, ERP, and talent management tools. This integration requires the implementation of robust connectors and APIs allowing for fluid communication between different platforms. The challenge is to maintain a single database while allowing satellite systems to continue functioning effectively.
Digital transformation also involves reflection on process optimization. Integration should allow for significant time savings in the collection and processing of employee data, while guaranteeing information consistency across all systems.
How can TCO, Total Cost of Ownership, be calculated?
Calculating the Total Cost of Ownership of a Core HR system must take into account all direct and indirect costs over the complete lifecycle of the solution.
This analysis begins with software acquisition and implementation costs, including licenses, technical infrastructure, and associated service fees.
Operational costs must be evaluated over several years, including maintenance, updates, user support, and necessary evolutions to adapt to regulatory changes. Costs related to continuous team training and process optimization must also be integrated.
TCO must also include hidden costs such as the impact on productivity during the transition phase, mobilized internal resources, and any necessary customizations. Particular attention must be paid to integration costs with existing systems and change management.
How can AI be integrated into Core HR?
Integrating artificial intelligence into Core HR opens new opportunities to optimize human resources management. AI can improve the employee experience by automating repetitive administrative tasks and facilitating access to relevant information via intelligent chatbots.
In the context of onboarding and career management, AI enables predictive analysis of professional paths and better alignment between skills and positions. It also contributes to workforce planning optimization by anticipating staffing needs and facilitating talent detection. AI algorithms can also enhance HR reporting by providing advanced analysis of collected data. This data-driven approach allows leaders to manage their HR policy more effectively and anticipate personnel management trends.
