Foundation

HR Data and Systems

By Redaktion techport.ai, HR-Beratung · Last updated on 21 August 2026

Every improvement in HR work ultimately faces the same challenge: data. Workforce planning requires reliable competency data, pay transparency requires clean job and salary data, and onboarding requires a system that triggers tasks. Where this foundation is missing, every initiative becomes a project with an Excel attachment.

This area is our home turf. We come from software, we know the systems, their strengths, their gaps, and the question that must precede every system decision: Which process should it support and with what data?

Typical Problems

The same person exists in the HR system, time management, payroll, Active Directory, and learning system, each with different details.
The HR system was implemented three years ago, yet only a third of its functionalities are used.
Reporting consists of exports that someone manually collates in Excel. Every report is a project.
Working time recording has existed since the Federal Labour Court's (BAG) decision in 2022, but it is not universally or uniformly applied.
The HR inbox receives 400 emails a month. No one knows which questions are recurring.

What we do in this area

We assist with the selection and implementation of HR systems, from requirements analysis and vendor comparison to migration and training. We cleanse master data and build a robust data model. We set up People Analytics to answer questions rather than just produce dashboards. And we configure time recording and HR service desk to align with your processes and your works council.

Topics in this field

Implement legally compliant time recordingThe recording obligation has been in force since 2022; the law for electronic recording is in draft. What applies today, what is planned for 2027, how trust-based working hours remain possible, and how a system is introduced with the works council.HR Service Desk and Employee Enquiries400 emails per month and no analysis: How an HR Service Desk with ticketing, a knowledge base, self-service, and an AI assistant removes routine from the HR department and makes response times measurable.Priority topicSelecting and implementing HR softwareHow to successfully select an HR system: derive requirements from processes, make vendors comparable, involve the works council and data protection, plan migration, and secure usage.Implementing People Analytics correctlyWhy dashboards remain unused and how People Analytics works: Management questions, methodology, data sources, evaluation, communication. With data protection and co-determination.Master Data Quality and Single Source of TruthThe same person in five systems with five truths: How an HR data model is created, which system is leading, how clean-up and interfaces function, and how quality is maintained long-term.

Frequently asked questions

Should we cleanse the data first or change the system first?

The data. A system change with poor data is like moving house with all your rubbish. However, cleansing is not a year-long pre-project, but runs partly in parallel with selection, because the target structure depends on the system.

Are you tied to specific providers?

We are familiar with common systems for SMEs and provide vendor-neutral advice. Where we have partnerships, we disclose them. The selection is based on your requirements, not our portfolio.

Let's talk about your situation

In a thirty-minute first call we clarify where your biggest lever is and whether we are the right partner for it.

Book a first call Our software