HR management tools: running your HR management more effectively
Recruitment, talent management, skills, training, payroll, employee engagement: HR teams now rely on a wide range of tools to manage their activities and inform their decisions.
However, an HR management tool only creates value if it meets specific needs, fits into existing processes and provides reliable data.
Alixio Group supports companies in developing their HR tools, processes and practices, from defining the need through to day-to-day management and, where relevant, outsourcing certain activities.
What are the main HR management tools?
HR tools cover the entire employee journey and serve different purposes: recruiting, onboarding, developing skills, handling employee administration, measuring engagement and analysing workforce data.
Depending on the company’s needs, they can cover:
- recruitment and applicant management;
- talent and internal mobility tracking;
- skills management and workforce planning;
- training and learning management systems (LMS);
- payroll and HR administration;
- workplace wellbeing, engagement and organisational climate;
- HR dashboards and indicators.
The aim is therefore not to pile up solutions, but to build a coherent environment that brings together tools, processes, data and HR practices.
Manage recruitment and talent more effectively
Recruitment tools help structure sourcing, applicant tracking, candidate assessment and the onboarding of new recruits.
They can also help HR teams keep better track of available skills, internal mobility and future needs. Alixio Group can support companies on these issues through:
- recruiting managers, professionals, experts and senior executives;
- direct approach and candidate assessment;
- reducing hiring risk and supporting decision-making;
- assessment centres;
- accelerated recruitment;
- RPO (Recruitment Process Outsourcing), when the company wants to outsource all or part of its recruitment process.
The aim is to align the tools with a recruitment setup capable of meeting the volumes, deadlines and profiles sought.
Develop and manage skills
HR tools also play a central role in managing jobs, skills and training.
They can help map the skills available, identify gaps, track learning and career paths, and manage the skills development plan.
Alixio Group’s teams support you on every aspect of skills management:
- workforce and skills planning;
- identifying critical jobs and skills;
- upskilling and reskilling plans;
- professional mobility;
- skills development plans;
- training paths.
The tools then help link skills development to the organisation’s future needs.
Digitalise and simplify training management
Training involves a great many tasks: requests, enrolments, joining instructions, administrative follow-up, funding, regulatory obligations, relations with training providers and reporting.
Alixio Group helps companies simplify this work and bring processes, data and tools into line.
Depending on the need, this can involve:
- structuring or upgrading training management tools;
- setting up or upgrading an LMS;
- digitalising learning paths;
- structuring administrative follow-up;
- producing indicators and dashboards;
- supporting teams as they adopt new ways of working.
This approach can be complemented by outsourcing training administration, when the company wants to delegate all or part of its day-to-day management, in particular apprenticeship management and the payment of training invoices.
Simplify payroll and HR administration
HR administration and payroll also rely on processes and data that must be reliable, secure and properly integrated with the company’s tools.
Depending on the organisation, the tools can help to:
- make employee data more reliable;
- structure administrative processes;
- simplify the management of starters and leavers;
- secure the exchange of payroll data;
- keep track of administrative obligations;
- improve the quality and traceability of HR information.
When a company wants to reduce its administrative workload or make its operations more robust, Alixio Group can also take on all or part of its payroll and HR administration.
Measure workplace wellbeing and employee engagement
HR tools can also give a clearer picture of the employee experience and help spot the warning signs that may affect engagement, organisational climate or working conditions.
Surveys, pulse surveys, assessments and dashboards can help track:
- employee engagement;
- organisational climate;
- quality of working life;
- psychosocial risks;
- absenteeism;
- perceptions of management or of organisational change.
This data comes into its own when it is used to build action plans and track their progress.
Alixio Group supports companies with workplace wellbeing initiatives, organisational climate assessments, the prevention of psychosocial risks and support for organisational change.
Use HR data to make better decisions
Whatever the area, having a tool is not enough. You also need to know which data to use and how to turn it into meaningful indicators.
We help HR teams answer practical questions:
- Which data should be tracked?
- Which indicators are genuinely useful?
- Who produces and checks the information?
- Which processes can be simplified?
- Which dashboards should be made available to HR, managers or senior management?
The aim is to move from simply storing data to using it to manage HR.
Save time without losing control
HR tools should help teams spend less time on repetitive tasks, make their processes more reliable and focus on higher-value work.
Depending on the issues at stake, this can combine:
- process optimisation;
- automating certain tasks;
- upgrading tools;
- structuring data;
- user support;
- outsourcing certain HR activities.
Alixio Group can therefore work both on designing the set-up and on running it day to day.
How we support you
Scope the needs
Analyse how tools are used, existing processes, the tools in place and the expectations of HR teams, managers and employees.
Structure the processes
Clarify roles, the data required, the management stages and how the different tools interact.
Develop the tools
Adapt recruitment, skills, training, payroll or reporting solutions to the organisation's real needs.
Piloter les données RH
Définir les indicateurs et tableaux de bord utiles pour suivre l’activité et éclairer les décisions.
Steer HR data
Define the indicators and dashboards needed to monitor activity and inform decisions.
Support adoption
Help teams take up the tools and develop their practices over time.
Outsource where necessary
Take on all or part of certain HR activities to keep them running smoothly and free up time for internal teams.
Upgrade your HR tools and management
Want to simplify your processes, make better use of your data or upgrade your recruitment, skills, training, payroll or wellbeing tools?
Q&A: HR management tools
What are the main HR management tools?
They can cover recruitment, talent management, skills, workforce planning, training, payroll, HR administration, workplace wellbeing, employee engagement and HR reporting.
How do you choose an HR management tool?
Start from how it will be used: the processes to manage, the users, the data required, the indicators expected and how it will interact with the solutions already in place. The choice of technology comes afterwards.
What is the difference between an HR tool and an HRIS?
An HRIS (Human Resources Information System) generally brings several HR management modules together in a single environment. An HR tool can meet a more targeted need, such as recruitment, training, payroll, skills or workplace wellbeing.
What is the difference between a training management tool and an LMS?
A training management tool is mainly used to handle administrative processes: enrolments, joining instructions, budgets, obligations and reporting. An LMS focuses more on delivering, organising and tracking learning paths and content.
Can you outsource certain activities linked to HR tools?
Yes. Depending on the need, a company can outsource all or part of its recruitment, payroll, HR administration, training administration, apprenticeship management and the payment of training invoices, while keeping strategic oversight in-house.
How do you measure the effectiveness of an HR tool?
Look beyond its usage rate: data quality, time spent on administration, process reliability, quality of service, reporting capability and how the information is used in HR decisions.
