Let's look at how your organization operates.
Tell us about your organization and its priorities. We will come back to you to arrange a first conversation.
[Email address] · [Phone number]Less time on HR administration, more time for people.
Recruitment, onboarding, leave and payroll inputs often rely on email and spreadsheets. We help HR teams structure and digitize these processes.
New hire · Operations analystIllustrative example
Open positions12
Onboarding5 in progress
Leave requests8 to review
Offer
Contract
Equipment
Accounts
First day
Employment contractSigned
Laptop and accessIn progress
Welcome sessionScheduled
Photograph — HR team reviewing an onboarding plan
Human Resources today.
HR teams handle a growing volume of administrative work: recruitment, onboarding, contracts, leave, payroll inputs and compliance. In many organizations this work still runs through email and spreadsheets, which leaves little time for the work that concerns people directly.
Typical organizations
Where operations lose time and money.
01Recruitment and onboarding run through email
02Payroll inputs collected manually
03Employee records spread across files
04Few workforce indicators, such as turnover and absence
05Labour regulations to comply with
What can change, and which service delivers it.
Each opportunity is linked to the PraxyNova service that addresses it. Most organizations start with two or three.
Technology that fits the sector.
01HR information systemA single employee record, with self-service for staff.
02Recruitment and onboarding workflowsFrom job posting to first day, with each step tracked.
03Automated HR documentsContracts, certificates and letters generated from templates.
04Workforce dashboardsHeadcount, turnover, absence and hiring indicators.
A company of a few hundred employees across several sites
TodayLeave requests arrive by email, contracts are written from old documents, and payroll inputs are collected from each site in spreadsheets at the end of the month.
With connected operations
01Leave and absence requests move to a self-service portal with approval rules.
02Contracts and certificates are generated from validated templates.
03Payroll inputs are consolidated automatically, with a workforce dashboard for management.
This scenario is illustrative. It describes a typical situation in the sector, not a PraxyNova client or project.
What we would measure.
Indicators are selected with you during the Diagnose stage, and a baseline is measured before anything changes.
Time to hireDays from job opening to signed offer.
BaselineMeasured at diagnosisTargetAgreed with you
Onboarding completionShare of onboarding steps completed on time.
BaselineMeasured at diagnosisTargetAgreed with you
Turnover rateDepartures over the period, relative to average headcount.
BaselineMeasured at diagnosisTargetAgreed with you
Absence rateDays of absence relative to days worked.
BaselineMeasured at diagnosisTargetAgreed with you
HR request handling timeAverage time to process an employee request.
BaselineMeasured at diagnosisTargetAgreed with you
Payroll input correctionsCorrections needed after payroll inputs are submitted.
BaselineMeasured at diagnosisTargetAgreed with you