Mr. Hasenfratz, MBA – IMC, is a globally recognized expert in Human Resources with an impressive career spanning over 25 years, starting with specializing in SAP-HR and process management. His extensive experience has established him as a distinguished business consultant, having successfully led international projects in Switzerland, Germany, Great Britain, Netherlands, France, Portugal, Poland, and the USA. This diverse exposure has afforded him a profound understanding of intercultural dynamics and the complexities of international project settings, serving clients ranging from medium-sized enterprises to global industry leaders.
As a project manager, Mr. Hasenfratz excels in stakeholder management, risk analysis, and subcontractor management. Demonstrating a unique ability to navigate the intricacies of near- and offshore projects with specific collaboration needs. His strategic leadership has been instrumental in the success of a wide array of projects, showcasing his proficiency in project management methodologies.
Throughout his career, Mr. Hasenfratz has played pivotal roles in the HR environment, particularly within the HCM industry. His contributions include redesigning operational processes, serving as a consultant for payroll implementation and data migration projects in Great Britain and Switzerland. His expertise extends to HR project leadership for the integration of newly acquired companies in the USA, the design of support center structures in France, and the implementation of payroll, compensation, and benefit systems for international agrochemical companies.
In addition to his SAP R/3 experience, Mr. Hasenfratz has a robust background in SuccessFactors, where he served as a program manager for the implementation of SuccessFactors Employee Central (EC) and Recruitment RM. His role as a data governance lead involved implementing new key performance indicators and analytics.
Mr. Hasenfratz’s market segment experience is extensive, spanning industries such as banking, biomedical technology, energy, environmental services, food, logistics, machine industry, optical industry, pharmaceuticals, plumbing technology, public sector, services, travel, and watchmaking.
In the professional services area, Mr. Hasenfratz’s expertise encompasses various SAP modules, reengineering in HR, HR training, travel expenses projects, organizational management implementation, compensation and payroll management, authority concept design, and interface implementation between PeopleSoft and SAP payroll, to name a few.
Mr. Hasenfratz’s multifaceted expertise, international experience, and strategic acumen make him a sought-after professional in the field of Human Resources and business consulting, contributing significantly to the success and efficiency of organizations across diverse industries. He is also a well-known speaker on HR subjects at several conferences.
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Appleton Greene corporate training programs are all process-driven. They are used as vehicles to implement tangible business processes within clients’ organizations, together with training, support and facilitation during the use of these processes. Corporate training programs are therefore implemented over a sustainable period of time, that is to say, between 1 year (incorporating 12 monthly workshops), and 4 years (incorporating 48 monthly workshops). Your program information guide will specify how long each program takes to complete. Each monthly workshop takes 6 hours to implement and can be undertaken either on the client’s premises, an Appleton Greene serviced office, or online via the internet. This enables clients to implement each part of their business process, before moving onto the next stage of the program and enables employees to plan their study time around their current work commitments. The result is far greater program benefit, over a more sustainable period of time and a significantly improved return on investment.
Appleton Greene uses standard and bespoke corporate training programs as vessels to transfer business process improvement knowledge into the heart of our clients’ organizations. Each individual program focuses upon the implementation of a specific business process, which enables clients to easily quantify their return on investment. There are hundreds of established Appleton Greene corporate training products now available to clients within customer services, e-business, finance, globalization, human resources, information technology, legal, management, marketing and production. It does not matter whether a client’s employees are located within one office, or an unlimited number of international offices, we can still bring them together to learn and implement specific business processes collectively. Our approach to global localization enables us to provide clients with a truly international service with that all important personal touch. Appleton Greene corporate training programs can be provided virtually or locally and they are all unique in that they individually focus upon a specific business function. All (CLP) programs are implemented over a sustainable period of time, usually between 1-4 years, incorporating 12-48 monthly workshops and professional support is consistently provided during this time by qualified learning providers and where appropriate, by Accredited Consultants.
HCM Digital Adoption
In today’s rapidly evolving business landscape, the digital transformation of Human Capital Management (HCM) processes has become more crucial than ever before. Companies are increasingly recognizing the need to streamline their HR processes to ensure efficiency, compliance, and employee satisfaction. Having spent over 25 years as an International Management consultant in the HR environment, I have observed a common pitfall in many organizations – the tendency to focus on isolated components of the HR process rather than considering the entire end-to-end workflow. This fragmented approach often leads to suboptimal outcomes, leaving critical gaps in the overall process.
What are common pain points in HCM digital adoption:
Data Duplication: Eliminating Inconsistencies and Confusion
● One of the significant challenges in HCM digital adoption is data duplication. With multiple entry points for employee data, organizations can face inconsistencies and confusion, leading to errors in records. This can impact HR processes such as payroll, onboarding, and performance management.
Inefficient Workflows: Streamlining HR Processes for Efficiency
● Another pain point in HCM digital adoption is the presence of manual and disconnected workflows. The lack of integration between HR systems can result in inefficiencies in HR processes such as onboarding, payroll, and performance management.
Poor Data Accuracy: Ensuring Reliable and Up-to-date Information
● Maintaining data accuracy is crucial for effective decision-making. However, with data stored in silos, organizations can face challenges in ensuring the accuracy and timeliness of information. Outdated or incorrect data can lead to poor decision-making and hinder organizational growth.
Limited Reporting Capabilities: Gaining Insights for Strategic Decision-making
● The inability to consolidate data from different HR functions can hamper the generation of comprehensive reports. Without a holistic view of HR data, organizations may struggle to derive meaningful insights for strategic decision-making.
Time-Consuming Manual Processes: Automating Tasks for Efficiency
● Manual processes such as data entry, approvals, and updates can consume valuable time and resources. Without seamless integration between HR systems, organizations may struggle with inefficient and time-consuming tasks.
Compliance Risks: Mitigating Legal and Regulatory Challenges
● Inconsistent data and the lack of integration between HR systems can expose organizations to compliance risks. Compliance with legal and regulatory requirements is crucial for organizations to avoid penalties and maintain their reputation.
Employee Frustration: Enhancing User Experience for Better Engagement
● Disconnected systems can result in a poor user experience for employees, leading to frustration and reduced engagement commitment. Employees may find it challenging to navigate multiple platforms for their HR-related tasks, resulting in decreased productivity and satisfaction.
Difficulty in Tracking Employee Lifecycle: Ensuring Comprehensive HR Management
● The absence of integration between HR systems can make it challenging to track the complete employee lifecycle. From recruitment and onboarding to development and offboarding, organizations need a holistic view of employee information.
Increased IT Complexity: Simplifying System Management
● Managing multiple standalone HR systems can increase IT complexity and require additional resources for maintenance, updates, and troubleshooting.
In conclusion, HCM digital adoption comes with its fair share of challenges. However, organizations can overcome these pain points by implementing integrated HCM solutions that address data duplication, streamline workflows, ensure data accuracy, enhance reporting capabilities, automate manual processes, mitigate compliance risks, improve user experience, track the complete employee lifecycle, derive strategic insights, and simplify system management.