2 modules
Sales, patient care, and service all in one solution.
HR and Personnel
We streamline HR data and processes, from self-service and absences to training, competencies, and evaluations. This reduces manual work for HR and gives employees faster access to information and tasks they can handle on their own.
.avif)
HR decisions require shared data on employment, competencies, and development.
5 min
preparation of a competency report
month → week
strategic human resources planning
2 months
Development of an HR Solution
✦
Distinguishing Features
Where Disparate HR Data Increases Turnover, Risk, and Labor Costs
No single version of the data
Employee data, contracts, absences, and qualifications are stored in several files. HR wastes time reconciling data, and reports quickly become outdated.
Evaluations do not lead to decisions
The cycle of goals and evaluations operates in documents that lack common criteria. Managers put off performance reviews, and HR fails to identify retention risks or development gaps.
Development does not address the gaps
Training sessions are scheduled based on registrations, not on required competencies. The budget does not address critical gaps in roles, projects, and succession planning.
The HR report is being prepared too late
Headcount, turnover, and absences are aggregated manually at the end of the period. Management receives the results without breakdowns by cause or segment and without the ability to respond quickly.
✦
What's Changing
From employee records to lifecycle-based decisions
The update links basic HR data to goals, evaluations, competencies, development, and employment history. Each KPI has a definition, an owner, and an access level.
Employee data, contracts, qualifications, and absences are duplicated across the system, files, and documents, so every change requires manual reconciliation.
Each master record has an owner, a history, and quality rules, and any changes are fed into the agreed-upon processes and reporting.
Goals and evaluations are documented in separate documents, without a shared timeline, completion criteria, or link to a development decision.
The cycle of goals and evaluations includes deadlines, roles, criteria, and an outcome that triggers a development plan, a role change, or a retention measure.
Competency lists are not linked to roles or the staffing plan, so training programs do not show which business risks they actually mitigate.
Job profiles identify the required competencies, and any gaps lead to training, mobility, recruitment, or a succession plan.
Reports on headcount, turnover, absenteeism, and employee development are created in different spreadsheets, with varying definitions and no controls over access to personal data.
Power BI maintains a common KPI model, displays trends by authorized segments, and restricts access based on the recipient's role.
✦
Technologies
Technology streamlines data management, employee development, and resource decisions
Each layer has a specific role: records form a reliable foundation, Soft HR drives development, and Power BI aligns people’s performance with business needs.
Business Central (ERP)
Dynamics 365 Business Central is an ERP system for finance, sales, purchasing, inventory, and manufacturing. We help you migrate data, integrate processes, and gain real-time control over cash, inventory, and margins.
Soft HR
This solution supports employee performance evaluations, competency development, goals, and talent management processes all within a single platform. We help streamline performance evaluation cycles, engage managers, and leverage HR data to plan for team development.
Power BI
Microsoft Power BI transforms data from multiple systems into reports, models, and KPIs, all accessible in one place. We help build business analytics that streamline reporting and support decisions based on reliable data.
✦
Services
From an Employee Data Model to Measurable Retention and Development
We streamline the hire-to-retire process, the scope of data, roles, and KPIs. We divide the implementation into core HR, soft HR, analytics, and manager onboarding.
System Audits and Optimization
We assess how current systems, licenses, integrations, and security measures work, and identify where unnecessary costs or risks arise. Based on this, we recommend what to simplify, improve, or redesign.
Implementations and Migrations
We carry out new implementations, migrations, and remediation projects, organizing data, processes, and integrations before the solution goes live. We manage the project from analysis and configuration through testing, production launch, and stabilization.
Business Process Automation
We automate repetitive tasks, workflows, and processes across systems using Power Automate, RPA, and workflow tools. This enables teams to reduce manual work and handle routine operations more quickly.
Change Management
We help organizations prepare for change by communicating its purpose, engaging users, and supporting the adoption of new tools. As a result, implementation doesn’t end with the launch of the system, but translates into a real change in the way the organization works.
✦
Case Study
Workforce planning reduced from months to weeks
Data collection was slowing down resource planning and career coaching. After integrating HR data with Power BI , the company accelerated the development of scenarios, competency reports, and consultants’ work.
INDUSTRY
HR Services
REGION
France / 10,000+ employees
PRODUCTS
Power Apps · Power BI · Azure
✦
How We Work
First, decisions and data. Then, the process, implementation, and adoption by managers.
Life Cycle Audit and KPIs
We map the hire-to-retire process, decisions, data, roles, access, and KPI definitions. We identify the greatest risks of turnover, gaps, or manual work.
Core and HR Implementation
We organize employee records, absences, goals, evaluations, and competencies. We migrate data, test permissions, and launch the first cycle.
Analytics and Optimization
We measure retention, absenteeism, growth, mobility, and process timeliness. We develop the model based on decision-making, adoption, and data quality.
✦
Numbers, not slides
What Works for Clients Who Have Placed Their Entire Company's Trust in Us
Five end-to-end projects from various industries. The same Microsoft tools, different results—because the initial questions were different.
.avif)
20–30%
Less time spent searching for information every day.
–40%
Less time needed to verify customer data in public records.
.avif)
2× faster
Operations and processes completed in half the previous time.
✦
LET'S TALK
Let's see what we can improve in your business
A brief conversation is all it takes to understand the challenge, evaluate possible approaches, and identify solutions that make real sense for your organization.
