Purpose / goals
The goal of this process is to recruit, develop, and retain qualified and motivated employees in line with the organization's strategic goals and legal requirements.
Purpose:
- Cover personnel needs with suitable candidates in a timely manner
- Ensure fair, transparent, and legally compliant employment practices
- Promote competence development, performance, and employee engagement
- Ensure smooth onboarding and offboarding of employees
Process steps
| Step | Description |
|---|---|
| 1. Personnel planning | Determination of current and future staffing needs based on business goals and capacity. |
| 2. Recruiting and selection | Job advertisement, screening, interviews, and selection of candidates according to defined criteria. |
| 3. Contracting and onboarding | Preparation of employment contracts, provision of equipment and access, and structured induction of new employees. |
| 4. Personnel administration | Maintenance of personnel files, working time, absences, payroll data, and data protection compliance. |
| 5. Competence management and training | Identification of training needs, planning and documentation of training, and evaluation of effectiveness. |
| 6. Performance and development | Regular appraisal interviews, goal setting, feedback, and career development planning. |
| 7. Employee relations and engagement | Handling of employee concerns, health and wellbeing measures, and recognition. |
| 8. Offboarding | Handling of resignations and terminations, handover of tasks, return of assets, exit interviews, and removal of access. |
| 9. Review and improvement | Evaluation of HR key figures and derivation of improvements. |
Performance indicators
- Time to fill open positions
- Turnover rate and reasons for resignation
- Employee satisfaction (e.g., via eNPS or engagement scores)
- Training participation and completion rate
- Absence rate
- Completion rate of appraisal interviews
Risks
- Unfilled key positions → delivery bottlenecks
- Inadequate selection → poor fit and higher turnover
- Missing or outdated competence records → non-conformities in audits
- Violation of labor law or data protection requirements → legal and financial consequences
- Insufficient onboarding → slow productivity and early resignations
- Loss of knowledge during offboarding → operational gaps
