Humanise your Human Resources Strategy

Until such a time when machines can take over your business processes, your human resources are your most important asset. Even the most impressive systems, advanced infrastructure and innovative technologies cannot match the impact on your company’s success and growth strategy which your workforce can bring. This week’s blog post reviews how and why your HR department needs to be in order.



To sustain growth, increase profitability, and maintain a competitive advantage, a company’s recruitment strategy needs to be tight. But despite the global economic downturn and expected increase in the talent pool, companies still face challenges in attracting and retaining the right people. Depending on your resource acquisition plan, you may either be experiencing an increasingly talent-scarce environment or drowning in piles of unsuitable CVs.

Common challenges faced when trying to attract the right talent:

  • No clear direction or strategy on the required talent base

  • Unsuitable candidates continue to apply for positions within your organisation

  • Suitable candidates either do not apply at all or retract during the recruitment process

  • No clear recruitment strategy in line with the company’s overall business strategy

  • Heavy financial burden associated with ongoing recruitment cycle

  • HR staff focussed on recruitment and unable to work on other important areas (employee benefit programmes, training activities etc)




When a solid recruitment strategy is in place, the next challenge lies in maintaining long-term talent. This involves a strong, holistic approach to cater for the needs of the workforce as well as the overall company strategy.

Common challenges faced in retaining talent:

  • Unhappy, unmotivated workforce

  • Little or no resources available for training and development activities

  • No human resource system in place to track and measure employees

  • Little or poor company communication with employees

  • Loss of good talent to competitors


How can SAP support these Human Resources challenges?

Leveraging Enterprise Resource Planning (ERP) software, such as SAP Business One, can have far reaching and positive results for all departments within your organisation, including human resources. Smaller organisations might mistakenly believe that they should only focus on their business operations or inventory processes when deciding to invest in an ERP. But the processes involving people are just as, if not more, important than anything else, so why should they be left out?


Examples of how SAP Business One can support your human resources:

  • Operations – Streamline your global workforce and operations to align all departments (often eliminating duplication in work) [Learn more]

  • Compliance – Adhere to an ever-increasing list of HR regulations with best practise processes and procedures [Learn more]

  • Automation – Simplify and integrate HR processes allowing HR team to focus on people management activities. Automation can include payroll, time management and employee administration [Learn more]

  • Transparency – Gain a unified view of employee data, budgets and forecasts in line with business strategy [Learn more]

  • Measure – Track and measure your workforce using latest technology and methods

  • Strategy – Align workforce with company direction to gain buy in and achieve positive change management

Starting with your people management capabilities, your business can grow into an employer of choice which attracts the best people and maintains them for the long-term. Leveraging an ERP such as SAP Business One enables you to focus on the areas needed for business growth in the knowledge that you have the right people, with the skills and tools to underpin those goals.

Contact Blue Ocean Systems today to discuss your human resources strategy.


photo credit: quinn.anya via photo pin cc

photo credit: quinn.anya via photo pin cc


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