Digitalization brings many changes for HR organizations. Organizations have new, additional needs for their HR departments, driven by the progressing digitalization in all areas of work triggered and the changing work environment. To be able to use the resources currently tied up by administrative processes for these new tasks, the opportunities offered by digitalization must be used in the right place within the HR-Organization itself.

A procedure was defined to enable a statement to be made about the potential for digitalization projects. To accomplish this, the digitalization potential for each process was evaluated by measuring the possible effects of improvements, their importance to the organization and assessing the automation potential in the context of further digitalization. For selected processes, a detailed assessment was carried out in which customer needs, strategy conformity and specific high-level requirements and concrete suggestions for improvements from within the HR organization were collected.

The result of this work is an assessment of the digitalization potential of all identified processes. The highest potential for effective digitalization was identified in the further development of the hiring process, the processing of employment grade changes, the management of temporary employment contracts and the management of HR master data. The further digitalization of these administrative processes is anchored in and demanded by various strategies of the canton. For the topics mentioned above, standard quality criteria in administrative processes such as effort incurred, processing time and reliability are the right metrics. To meet the requirements of modern HR beyond the pure quality of administrative processes, factors such as user experience and user satisfaction should also be considered during implementation. High-level solution approaches and goals for digitalization projects in these processes were identified based on the requirements and summarized in a suggested course of action.