FAQs

FAQs – important questions on the topic of "Strategy Consulting"

Below you will find questions frequently asked by customers and prospective customers regarding our strategy consulting.

Should you have a question that has not been answered here, please send us an email at strategieberatung@hrforce.at. We will answer them promptly!

  1. Question 1

    Why did HRFORCE decide to add all-inclusive strategy consuliting to the SAP ERP HCM Portfolio?

    HR Force recognised the signs of the time and brought a team of experts on the topic of strategy consulting on board.
    HR Force is, therefore, not only in the position to successfully support you in the implementation of SAP ERP HCM, but also, if required, to analyse, design, improve and systematically map out the HRM processes as a whole.

  2. Question 2

    What differentiates HRFORCE from other HCM consulting companies?

    All from a single source.
    HR Force not only delivers the successful implementation of the HR-processes in SAP ERP HCM, but also a comprehensive Know-How of the all-inclusive HR-business processes with practical relevance.
    For HR Force, professional IT-design, project and change management are a given.
    In addition, HR Force demonstrates how quantifiable results can be achieved in HR-Management in terms of company objectives.

  3. Question 3

    When is the right time to think about all-inclusive HR-strategy geared towards company objectives?

    It ALWAYS makes sense to rethink your own HRM-Strategy.
    Regardless of whether you are just in the start-up phase or an already well-established, large company, whether you want to open new markets or expand the existing field of business!

  4. Question 4

    Must I already have implemented SAP ERP HCM, in order to make use of the strategy consulting at HR Force?

    NO. HR Force supports you in the revision of your HR-business processes regardless of whether you have implemented SAP ERP HCM, want to implement it, would like to revert to another ERP-System, or are not even thinking about an IT solution for your HR-business processes at the moment.

  5. Question 5

    How does the "Performance Orientated Reward System" differentiate from traditional bonus payments for employees?

    The „Performance Orientated Reward System“ is:
    ECONOMICAL, as the bonus is only granted from additional income
    CUSTOMER oriented because the objectives agreed with employees are directly linked to improved customer service
    FAIR and TRANSPARENT, as the bonus is adjusted individually to the performance and activities of the employee
    MOTIVATIONAL, as the amount of the bonus is linked directly to the employee’s own performance and they receive ongoing feedback about it.