CASE STUDY
01 Baseline Situation
About Turck
Defining processes
04 How Personio Supports Turck
Everything in the one tool
05 Why Turck Chose Personio
Structuring growth
02 Challenges 03 Requirements
Efficient control
TURCK
The Turck group of companies is a global leader in the industrial automation sector. With over 4,500 employees in more than 30 national subsidiaries and sales partners in another 60 countries, this family business always operates in close proxi- mity to its customers. Turck, a specialist for sensor, fieldbus, connection and interface technology and RFID (radio frequency identification), delivers highly efficient solutions for factory and process automation. The company’s data and communications solutions place it among the pioneers of Industry 4.0. State-of-the-art production sites in Germany, Switzerland, the USA, Mexico and China allow Turck to meet local market requirements quickly and flexibly at any time.
Personio was implemented by Hans Turck GmbH & Co. KG, the international sales and marketing headquarters of the global Turck group of compa-nies. About 350 employees and managers work with Personio at the Group’s headquarters.
BASELINE SITUATION
O1
The Turck Group has evolved into a global player over a period of more than 50 years of continuous growth – a development that has created both strategic and operative challenges for the HR departments at all of the Group’s locations. Personio was deployed at the Group’s sales and marketing headquarters in Mülheim an der Ruhr to provide strategic and ope- rative support.
The idea was to reduce or streamline repetitive transactional activities with no direct value gene- ration in order to leave more time for value-adding strategic activities. Furthermore, Personio was to improve process quality. After all, ‘if you digitalize a crap process, then you’ll only get a crap digital process’, as Daniela Leppler, Head of HR with Hans Turck GmbH & Co. KG, quotes the former CEO of Telefónica Germany.
In growing organizations, it is particularly important to establish sound HR processes, as employees and managers will reject or ignore technology if it creates more work rather than facilitate existing tasks. This can be disastrous for HR and difficult to remedy. Comprehensive information and training for the executive and managers, and the ongoing involvement of the works council therefore play an important role in laying the groundwork.
CHALLENGES
O2
• Organically grown organization• Improve process quality• Train managers
HR is tasked with strategic personnel management in order to meet its constantly evolving requirements. This means firstly to have efficient processes, and secondly to digitalize and automate these processes. However, it also means to be able to develop data-based planning and use this as a basis for decisions while at the same time keeping an eye on individual employee needs.
Again, it is essential that this process is well thought-out in advance. After all, reports can only provide a solid basis for planning if those who use them know which KPIs are useful and over what sort of time frames they are able to deliver helpful insights.
While flexibility is one thing, user friendliness can be quite another. A HR tool needs to facilitate not only the work of HR employees, but also that of managers and employees, and it should therefore be easy to use. The executive and works council emphasized the need for the tool to comply with current data protection regulations, requiring the data to be stored on servers in Germany.
Apart from reporting, it was also important to bundle numerous processes within the tool: applicant management, onboarding/offboarding, master data administration, target agreements etc. All of these processes can be customized, which constituted another decisive factor for the client. Turck, for example, keeps fine-tuning its onboarding and offboarding processes, adding and removing steps as required.
This is where workforce analytics provides crucial support. Personio was to make HR developments such as fluctuations and demographic changes instantly accessible and transparent through a range of reports in order to enable HR to report on selected KPIs and develop appropriate measures in the future.
REQUIREMENTS
O3
• Customizable processes• User friendliness• Data protection
Daniela Leppler,
Head of HR,
Hans Turck GmbH & Co. KG
We have tasked ourselves with
delivering strategic HR work.
Personio assists us in the process «
»
Mapping analogue processes to the digital world is nowhere near enough. Throughout the implemen-tation of Personio, HR kept engaging with issues such as: Are we doing the right thing? Do we have the right processes? An example from applicant management: Firstly, the manual sending of rejection emails was to be replaced by an automated process, which is easily done in Personio. However, process quality was also to be improved at the same time, meaning that there should be a) clear and b) fully transparent guidelines regarding the nature and timing of feedback provided to applicants. Personio transparently shows which applicant is at which stage of the application process at any time and therefore supersedes manual tracking, whereas the company previously used Outlook or Excel to keep track of correspondence.
Managers also appreciate that processes and re-sponsibilities are now set out more transparently, allowing them to access and even edit information at any time, depending on their access rights. Both managers and HR employees need to send and reply to fewer emails.
Heads of sales, for example, manage very large de- partments where it is easy to lose track of develop-ments among employees. Personio makes it easy for them to access the information they require, from seniority levels through to the achievement of targets, and to edit it as required. HR is also able to check the status of individual processes or employees at the click of a button.
HOW PERSONIO SUPPORTS TURCK
O4
There isn’t a day where I don’t check something or other in Personio.«
»
Daniela Leppler,
Head of HR,
Hans Turck GmbH & Co. KG
Schedule a 30-minute online demonstration now
personio.com
Find out more about Personio if you would like to automate your processes.
When a new HR management took over about 18 months ago, one of the priorities was to implement a new tool urgently. While HR had previously focused on recruitment solutions, the new Head of HR wanted a tool that also allows master data management and many other sub-areas to be digitalized. The decision for Personio was easy, as the tool not only combines all of these functionalities but is also customizable and user-friendly.
HR, and with it the entire organization, only benefit from a tool if both managers and employees understand it and are happy to work with it. This is why HR carefully considered and diligently communicated who was to receive what sort of training and what employees could expect: This data was to be entered by employees, that data was to be maintained by HR; there will be these levels of access rights; these are the reminders people will receive, etc. The system was introduced successfully, and the feedback has been very positive since.
WHY TURCK CHOSE PERSONIO
O5
Daniela Leppler,
Head of HR,
Hans Turck GmbH & Co. KG
We’ve seen a quantum leap in the quality of some HR
processes already «
»
