The Challenge: According to McKinsey, 60% of HR resources are tied up in manual tasks, leaving only 10% for strategic work. PwC reports that 67% of companies struggle with inconsistent HR data. The problem isn’t a lack of tools – it’s a lack of connectivity.
The reality in many companies:
Modern HR software is in place – recruiting tools, payroll systems, learning platforms, performance management. All digital. All state-of-the-art.
And yet, HR teams struggle every day with:
The reason: These systems run side by side, not in sync. They’ve created digital islands not seamless processes.
What individual tools promise: "We digitalize your entire recruiting process!"
What’s Missing in Practice:
The real challenge: system fragmentation
Most companies rely on a variety of specialized HR systems. Each one optimized for a specific task. But together, they often form a disconnected patchwork.
A typical example: A new employee passes through multiple systems during onboarding – from the digital personnel file to IT user management and training platforms.
The result: Media disruptions, waiting times, and duplicate data entries.
What Does That Mean in Concrete Terms?
Instead of constantly introducing new systems, you intelligently connect the ones you already have. A central process platform coordinates all HR workflows across systems:
1. Seamless Data Flows
2. Intelligent Workflow Control
3. Transparency and Control
Smart Onboarding: From Patchwork to End-to-End
The Challenge:
The Orchestrated Solution:
The Result: Faster onboarding, fewer delays, and noticeably higher satisfaction among new employees.
Skill Management: From Spreadsheets to Strategic Asset
The Challenge:
The Orchestrated Solution:
The Result: Greater internal mobility and more effective, strategic talent development.
Compliance Management: From Manual to Automated
The Challenge:
The Orchestrated Solution:
The Result: Reliable compliance with significantly less effort and reduced risk.
Phase 1: Assessment and Prioritization
Phase 2: Pilot Project
Phase 3: Gradual Expansion
1. Process Before Technology: Even the best technology won’t deliver results if the underlying processes aren’t well defined. Start by designing the ideal process, then plan the technical implementation.
2. Leverage Existing Systems: Replacing functioning HR tools isn’t practical or necessary. The key is to connect and orchestrate what’s already in place.
3. Change Management from Day One: Successful transformation requires employee buy-in. Involve teams early, communicate clearly, and deliver visible quick wins.
4.Take an Iterative Approach: Don’t aim for a complete overhaul all at once. Implement changes step by step and apply lessons from each phase to the next.
| For HR Leaders | For IT | For Executive Management |
| More time for strategic work: Less manual coordination | No system sprawl: Clear integration architecture | HR as a business enabler: Faster, more agile processes |
| Informed decision-making: With unified data across systems |
Less maintenance effort: Centralized process logic instead of scattered workarounds | Compliance assurance: Transparent, documented workflows |
| Higher process quality: Standardized, error-free operations | Future-proofing: New systems can be easily integrated | Scalability: HR processes that grow with the business |
“Our system landscape is too complex for orchestration.”
The Reality: The more complex your IT landscape, the more value a central process platform delivers. Instead of adding complexity, orchestration creates a unifying layer that intelligently connects existing systems.
The Path Forward: Start with a focused, manageable process, such as onboarding. Early successes provide the foundation for scalable transformation.
“That would turn into a multi-year IT mega project.”
The Reality: Modern low-code platforms have changed the rules. What once took months can now be delivered in weeks. Processes are modeled rather than programmed, and changes can be implemented quickly.
The Path Forward: Begin with a proof of concept in just a few weeks. Initial productive processes go live within 2–3 months. This is agile transformation, not a years-long IT undertaking.
“Our departments won’t abandon the systems they trust.”
The Reality: They don’t need to. Process orchestration doesn’t require replacing effective systems. On the contrary, it enhances the value of existing tools through intelligent integration.
The Path Forward: Demonstrate how orchestration strengthens departmental systems: By reducing manual input, enabling automatic handoffs, and improving analytics, all while preserving the familiar user environment.
According to Kienbaum, 78% of companies cite talent acquisition as their top challenge. At the same time, the DGFP reports that 54% of HR leaders find their current software lacks scalability.
The solution is not more isolated systems – it's intelligent orchestration. Organizations that embrace this approach lay the foundation for:
The era of fragmented HR systems is coming to an end. The future belongs to connected, intelligent processes.