Innovative Management: 5 Approaches to Transform Your HR Practices

The labor market requires companies to strike a balance between the flexibility expected by talent and adaptation to Swiss regulations. The multiplication of interfaces and the segmentation of services sometimes make team management a real administrative burden. Fortunately, concrete techniques and innovative tools can greatly facilitate the work of managers and HR! Saving time, streamlining communication, empowering employees… here are 5 innovative management techniques to gain agility without making your organization more complex. 

1. Empowerment through Self-Service​

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

What is self-service in management and HR?

Concretely, it means giving employees autonomy to access and manage their data, using a shared platform. HR, managers and employees can access it at any time, without multiplying support channels or endless email exchanges. An HR self-service offers access in just a few clicks to: 

• Employee personal data (information, goals, working hours, absences, leave…);

• Payroll information;

• Tracking HR requests;

• Annual reviews and feedback;

• Expense claims and business reimbursements;

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

Empowering access to and updating of these elements frees HR departments from part 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.

Setting up HR self-service easily without changing all your tools

To integrate HR self-service, there is no need to change software! You can directly implement a middleware (or intermediary software layer) into your existing systems. 

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

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

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

• A company directory : detailed, it streamlines communication and HR request tracking;

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

• Self-service expense management for employees.

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 IT tools without resorting to programming. Rapidly growing, this model is a powerful asset for managerial innovation. Indeed, no-code creation enables HR and managers to develop their own modules. And all this without having to go through the IT department or hire developers! Concretely, creating no-code tools makes it possible: 

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

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

• Time savings : HR can thus prioritize their needs and are no longer dependent on IT services;

• Cost savings : no-code, which automates creation and updates, makes it possible to significantly reduce the production costs of a tool.

No-code modules make it possible to create tracking or automation tools for any processes of their choice: approval workflows, tracking objectives and HR indicators, preparing payroll variables, onboarding… In short, they offer non-technical teams total autonomy in digitizing their activities. No-code is therefore a fantastic tool for innovative management!

3. The culture of the “Single Source of Truth” to streamline relationships

Nothing is worse than multiplying information sources. Multiple PDF or Excel files slow down data transmission. They are cumbersome 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 makes it possible to: 

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

• Update information quickly;

• Accelerate decision-making and improve operational efficiency;

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

• Reduce internal conflicts through better communication and cross-department collaboration;

• Ensure compliance with Swiss legislation.

Setting up this type of database can be tedious. Use a specialized tool to create the “source of truth” for your company!  

4. Continuous and collaborative feedback to transform the employee experience

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

• Their performance (successes, areas for improvement);

• Internal changes (process updates, legal developments);

• The employee’s growth prospects.

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

For their part, employees benefit from regular feedback and can raise their needs and aspirations, thereby strengthening their engagement.

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

5. Responsible flexibility for legal compliance with agility

A crucial challenge of modern management is finding 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. 

To do this, RogerHR’s HRIS core offers a range of tools to gain efficiency (automation, employee autonomy, multi-site scheduling management), while ensuring legal compliance with the regulations in force, such as the LTr (Labor Law). Using a specialized tool allows your HR and managers to: 

• Manage complex schedules;

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

• Create modules that directly incorporate labor regulations in Switzerland.

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