Innovative Management: 5 Approaches to Transform Your HR Practices

The job market requires companies to find a balance between the flexibility expected by talent and adaptation to Swiss regulations. The multiplication of interfaces and the segmentation of services sometimes turn team management into a real administrative burden. Fortunately, practical techniques and innovative tools can greatly facilitate the work of managers and HR! Save time, streamline exchanges, empower employees... here are 5 innovative management techniques to gain agility without complicating your organization. 

1. Empowerment through Self-Service​

Operating in "self-service" mode is now an effective strategic lever for modernizing management and human resources management.

What is self-service in management and HR?

Concretely, it is about giving employees autonomy in accessing and managing their data, using a shared platform. HR, managers, and employees can access it at any time, without multiplying tools or lengthy email exchanges. An HR self-service offers access in just a few clicks to: 

• Employees' personal data (information, objectives, working hours, absences, leave, etc.);

• Payroll information;

• Tracking of HR requests;

• Annual reviews and feedback;

• Expense reports and professional reimbursements;

• Information relating to current legislation (employment contracts, legal texts).

Empowering access and updating of these elements frees HR departments from some of the time-consuming administrative management. They therefore free up time and gain efficiency. For managers, this model offers complete visibility over teams and eliminates many micro-management tasks. Supervisors can therefore prioritize team management and motivation.

Implement HR self-service easily without changing all your tools

To integrate an HR self-service, there is no need to change software! You can directly implement a middleware to your existing systems. 

It is with this logic that RogerHR built the Core HR module. Designed as an HR operating system, it acts as a binder by offering a single, secure interface for your various applications. It allows teams, managers, and HR direct access to all important information:

• The digital employee file: secure, it groups all useful and legal information about each employee in one place;

• A personalized HR report: based on your chosen indicators (performance, absenteeism, turnover...) to measure, evaluate, and identify risks and areas for improvement in your company;

• A company directory: detailed, it fluidifies exchanges and tracking of HR requests;

• Advanced and secure document management: hosted in Switzerland and compliant with legal requirements;

• Autonomous expense report management for employees.

Do you want to reduce the administrative burden on your managers without changing your software?

2. No-code for innovative management

The term "no-code" refers to the design of computer tools without relying on programming. In full growth, this model is a powerful asset for managerial innovation. Indeed, no-code creation allows HR and supervisors to develop their own modules. And this, without having to go through the IT department or hire developers! Concretely, creating no-code tools allows: 

• Customization: managers and HR create their own tools, according to their needs and in perfect alignment with the reality on the ground;

• Agility: tools are adapted to your existing interfaces, legal requirements, and the specificities of your company and teams;

• Time-saving: HR can thus prioritize their needs and no longer depend on IT departments;

• Cost-saving: no-code, which automates creation and updates, significantly reduces the production costs of a tool.

No-code modules allow the creation of tracking or automation tools for any processes of their choice: validation flows, tracking of HR objectives and indicators, preparing payroll variables, onboardings... In short, they offer non-technical teams total autonomy in the digitalization of their activities. No-code is therefore a wonderful tool for innovative management!

3. The "Source of Truth" culture to fluidify relations

There is nothing worse than multiplying sources of information. Multiple PDF or Excel files slow down data transmission. They prove tedious to update, which can cause errors.

Instead, create a "single source of truth"! The Single Source of Truth (or SSOT) refers to the creation of a reliable database, a unique reference for information, common to all components of the company. This allows to: 

• Centralize information: eliminate silos, duplicates, or multiple files;

• Quickly update information;

• Accelerate decision-making and improve operational efficiency;

• Avoid errors: different departments have access to the same, reliable, and up-to-date data;

• Reduce internal conflicts through better interdepartmental communication and collaboration;

• Ensure compliance with Swiss legislation.

Setting up this type of database can be tedious. Use a specialized tool to create your company's "Source of Truth"! 

4. Continuous and collaborative feedback to transform the employee experience

The annual review is a historic tool in human resources. However, it has its limits: a rigid format, distant deadlines, it benefits from being enriched with new modes of exchange. For innovative and truly effective management, opt for shorter and more frequent exchange campaigns. Use these times to explore with your employees: 

• Their performance (successes, areas for improvement);

• Internal changes (process updates, legal developments);

• The employee's development prospects.

The goal is to deploy continuous feedback, based on a crowdsourced HR data logic. Centralized within the HR operating system, employee feedback offers managers a real-time view of performance and warning signs, allowing them to adjust their decisions quickly.

On their side, employees benefit from regular feedback and can share their needs and aspirations, thereby strengthening their engagement.

This model provides managers with a reliable and updated database, essential for developing truly innovative management. To support your transition to a continuous feedback system, opt for a modular tool like Roger's core HRIS.

5. Responsible flexibility for legal compliance with agility

A crucial challenge in modern management is to find the delicate balance between the flexibility expected by employees and legal compliance requirements. In other words, HR must operate according to a logic of responsible flexibility. 

For this, RogerHR's core HRIS offers a range of tools to gain efficiency (automation, employee autonomy, multi-site schedule management), while ensuring legal compliance with current regulations, such as the LTr (Labour Law). Using a specialized tool allows your HR and managers to: 

• Manage complex schedules;

• Automate long and tedious HR processes to prioritize high-value-added tasks;

• Create modules directly integrating Swiss labor regulations.

Modernizing management does not mean changing all your processes. It is simply about reducing administrative work through innovative management tools, offering more agility to HR and managers, and basing decision-making on reliable and shared data. In addition to saving considerable time and money, these approaches greatly foster employee motivation and talent retention!