Teaming Up People and Software
Employer advantages that employees will benefit from.
HR Analytics supports strategy and goals…
of an organization through valid, fact-based decisions and objective solutions.
HR analytics helps to identify…
corporate crises and undesirable HR developments at an early stage.
HR Analytics enables…
faster and quality-assured access to data on personnel-based topics.
HR Analytics increases efficiency and effectiveness…
through sustainable cost and process optimization.
HR Analytics enables reliable forecasts…
of future developments.
HR Analytics ensures maximum transparency…
HR Analytics improves the experience…
of your employees and your recruiting staff and drives down the fluctuation rate.
HR Analytics forms the basis…
for benchmark comparisons with other companies.
HR Analytics provides insights…
into the past, the present and even the future.
Questions we answer to make HR management more sustainable.
You can combine various data sources as input for your analyses. This includes internal systems such as SAP SuccessFactors or your CRM as well as external information taken from social media channels or other media, for example.
SATISFACTION AND MOTIVATION
More than just tools
SAP and HR experts at metafinanz bring more to the table than technical skills. We know the HR processes, have many years of experience with HR projects and are certified program managers. We take an agile approach to work, constantly grow our knowledge and also cooperate with universities in order to stay up to date.
We research, you reap the reward!
Through our cooperation with universities, we are in touch with Bachelor and Master students and encourage them to explore the future of the HR world. As a result, we are always aware of the latest trends and integrate this know-how into our solutions.
The paper investigates to what extent the analysis of individual strengths of team members can support the transition from a hierarchical to an agile organization. For this purpose, a functional prototype was created for metafinanz as an analytic application using SAP Analytics Cloud (SAC). This allowed the team composition to be evaluated descriptively in terms of Gallup strengths at the team level, work area level and overarching work area level. As such, it serves as a basis for optimizing the team setup or for developing different KPIs. Potential for technical improvements were also identified, such as the automation of data loads or the usability of the dashboard itself.
Actively Shaping the Workplace of the Future after Corona Based on the Example of metafinanz Informationssysteme GmbH
The aim of this work was to develop recommendations for action on the basis of secondary research, which highlights the requirements and needs of employees as regards work structures and workplace design during and after the Corona pandemic. The past and current work situation was assessed based on a company-wide survey. The results, which revealed many positive aspects such as internal communication, will also form the basis for how to move forward after the pandemic. For instance, it became clear that many employees favor flexible working hours and work locations. Topics such as working from abroad, a 4-day week or hybrid working models can now be addressed, discussed and tested for feasibility.
How strongly do soft skills contribute to employee performance in an agile organization? Which of these skills are of foremost importance? And what practical implications does this have for topics such as employee attractiveness, employee development and recruiting? The Master’s student investigated these questions on the basis of theoretical research and qualitative
The analysis of the surveys revealed just how important a focus on employee soft skills is, especially in an agile organization like metafinanz. Furthermore, the concept of “agile P-O fit” (person-organization fit) was developed to better illustrate how skills and organizations can optimally complement one another. Based on this metric, recommendations were made as to how further studies can support this process and how specific preferred soft skills can be developed for different types of companies.
The objective of this paper was to use quantitative methods to investigate the link between agility, teamwork and job satisfaction. Furthermore, the author wanted to establish whether the connection of these variables as well as their direction and strength can be proven empirically. The study was able to demonstrate that there is a direct positive correlation between teamwork/agility and job satisfaction. This supports the theory that organizations can support agility on both a technological and social level to achieve a significant positive impact on team effectiveness.