Statistics of the largest data collector in the company?

For many, personnel controlling is synonymous with overviews of headcount, FTE, absenteeism and wage costs. But what does this have to do with controlling? Cordially little!

The first important clarification may have to be made in advance. Personnel controlling is not only the controlling for the area of responsibility of HR but also includes controlling instruments for the management of personnel deployment for all areas of responsibility - provided by HR in cooperation with the company controlling!

Controlling should help to implement the strategy and achieve the goals - the same applies to HR controlling. Without the HR strategy, which translates the corporate strategy into the goals, role and measures of the HR area, personnel controlling cannot be imagined.

So how can you imagine this? The relevance and role of HR for the management of demographic change, for the change of the working world and competence models through digitalisation as well as the changed situation on the labour market and the attitudes of people towards work must be defined by each company individually. The well-known support of operative personnel deployment planning and organizational change is also changing rapidly. Here, HR must define its own HR Target Operating Model. This is the basis for strategic personnel planning and personnel controlling.

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Our experts for HR Controlling

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Stephan Grunwald

Senior Partner

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Markus Noçon

Senior Partner

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