An HR process can be redesigned in 6-10 weeks: diagnosis, design, prototype, test, rollout. The approach applies to reviews, onboarding, leave management or any other flow. The key: involve real users from the design phase.
Step-by-step #
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Scope it #
Which process, which goals (reduce time, lower errors, improve satisfaction). Quantified target KPIs.
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Map current state #
All steps, who does what, duration, tools, dependencies. Workshops with operators.
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Identify irritants #
Useless steps, duplicates, waits, re-keying. Top 5 “this wastes my time”.
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Design the future #
Target process: fewer steps, automation, self-service, parallelism. Clear flowchart.
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Prototype and test #
Pilot on 1-2 teams for 4 weeks. Measure gaps, adjust, generalise.
Top processes to redesign #
| Process | Typical gain |
|---|---|
| Onboarding | -30% prep time |
| Annual review | -50% HR time, +20% satisfaction |
| Leave management | -70% approval time |
| Expense reports | -60% total time |
| Recruitment | -25% time-to-hire |
FAQ #
Redesign or just optimise?
If > 30% of the process changes, it’s a redesign. Otherwise continuous improvement.
Always digitise?
Not systematically. Sometimes simplification (e.g. remove 3 approvals) is enough.
And if resistance is strong?
Pilot on volunteers. Success speaks for itself.
How much?
Per complexity: €5-15k for a simple process, €30-50k for a major cross-functional one.
