Does your Human Resource department contribute to optimized costs and investments?
- and does your Headcounts help to align financial objectives? Employee costs are often the largest part of company expenses. Therefore executives seek to control employee costs and investments in various different ways. On the other side departmental managers hire to meet their units’ objectives.
Human Resources (HR) are in a unique position to seek and forward visibility to hiring decisions so that it can support both corporate and departmental objectives and accountabilities. Consequently executives, finance, and HR are looking for tools to manage headcount so that business unit decisions are aligned with corporate objectives.
Corporate headcount planning is dependent on many different business drivers e.g. sales and technology. HR needs to control on headcount so costs is aligned with what is required at all times due to the situation related to sales and new technology etc.
In turn headcount can be a driver for operational plans in other functions e.g. IT spending - like the number of computers or networks to purchase and deploy - is directly tied to headcount, which in turn drives IT helpdesk plans for staffing, infrastructure and training.
To achieve aligned headcount with business objectives at all time, headcount status needs to be updated periodically, providing an opportunity to revise headcount and others plans. This also makes sure, that costs are adjusted the best way possible continuously. Again this makes sure that key performance indicators, e.g. operational cost per headcount is optimized for maximum profit over time.
HR ensures compliance with corporate objectives via controlling on headcounts and corporate hiring policies. As HR update existing employee data, HR and staff managers must be aware of hiring policies. Business conditions may dictate an increase or decrease in headcount “predictions” or a shift in new-hiring policies, but no matter the situation the costs need to be controlled.
Human Resource Information Systems (HRIS) are useful for managing current and historical employee information. Many HRISystems are very useful but they need to be simple and date controlled to be able to create really value added reporting over time. Many HRIS systems do not meet this crucial requirement.
ExcelHRM.com has developed a date controlled headcount reporting tool, which calculates headcounts in any given period of time, historical, present and future, via employee hiring and resignition data. Purpose is to show development in headcounts in a given period of time or headcount on a given date.
The tool maximizes the value in company management reporting and increases effectiveness and optimizes HR- and personnel processes. The tools are easy to use and requires only ordinary employee hiring and resignition data.
Working as a Partner at Excel HRM and has been working as a HR & Operations Manager at Applus+ Denmark since November 2005 (An Agbar Group Company). Prior to this employment I worked with in the area of Human Resources in different positions as HR Manager at DLA Nordic (part of Law Company DLA Piper Group), HR Generalist at CP Kelco (Part of J.M. Huber Corporation), Assistant Professor at Copenhagen Business School, Educational Consultant at The Educational Board and Organizational- & HR Consultant at Mindpass. Educational background is Master of Science from University of Aalborg, Denmark.
