{"id":56332,"date":"2025-10-28T13:50:14","date_gmt":"2025-10-28T12:50:14","guid":{"rendered":"https:\/\/sovanta.com\/?p=56332"},"modified":"2025-10-28T15:47:54","modified_gmt":"2025-10-28T14:47:54","slug":"between-ambition-and-reality-whats-holding-hr-back-today","status":"publish","type":"post","link":"https:\/\/sovanta.com\/en\/between-ambition-and-reality-whats-holding-hr-back-today\/","title":{"rendered":"Between ambition and reality: What\u2019s holding HR back today"},"content":{"rendered":"\n

HR is expected to act strategically, drive transformation, attract and retain talent – all while ensuring smooth administrative operations. It\u2019s a massive balancing act between stability and innovation, one that\u2019s nearly impossible to master with outdated systems and fragmented data landscapes.
Three key challenges stand out in particular. Katharina Lindenbaum, HCM Expert at sovanta, has summarized them for us in this blog post – and explains how SAP can become the driving force of change in HR.<\/strong><\/p>\n\n\n\n

1. Fragmented system landscapes and technological legacy<\/h2>\n\n\n\n

HR departments often find themselves managing complex, grown IT environments with SAP HCM on-premise, individual cloud systems, and various isolated solutions. These systems are often poorly integrated, resulting in manual data transfers, incorrect information, and a poor User Experience – leading to inefficient and unclear processes.<\/p>\n\n\n\n

Adding to this challenge, the approaching end of maintenance for SAP HCM on-premise and the growing complexity of solutions require companies to define a clear HR IT architecture and an actionable transformation roadmap.<\/p>\n\n\n\n

2. Data chaos instead of people intelligence<\/h2>\n\n\n\n

Data is the key to strategic decision-making – especially in HR. But when information about employees, skills, potential, and development paths sits in silos, HR remains blind to the most critical questions: Where are we missing skills? Where can we develop talent further? What will our workforce look like in five years?<\/p>\n\n\n\n

3. Inefficient administration<\/h2>\n\n\n\n

HR teams are often masters at responding to countless employee requests manually and individually – instead of relying on lean, strategically designed, and digitalized processes. Many small operational tasks consume enormous resources that are then missing for strategic work. The potential of process digitalization and automation to increase efficiency is often far from fully realized.<\/p>\n\n\n\n\n

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HR needs to be rethought now<\/h3>\n

The world of HR is in upheaval. Between the shortage of skilled workers, constantly changing employee expectations, and a business environment where agility and adaptability are critical, HR departments face \u2026<\/p>\n

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The solution: SAP as the foundation \u2013 HR as a driver of change<\/h2>\n\n\n\n

SAP offers a comprehensive HR portfolio that provides the foundation to address the modern challenges of human resources. The key lies in intelligently connecting stable core processes with innovative technologies. SAP provides the technological foundation – and together with a specialized partner like sovanta<\/strong>, that foundation comes to life.<\/p>\n\n\n\n

With SAP SuccessFactors<\/strong>, H4S4<\/strong>, and the SAP Business Technology Platform (BTP)<\/strong>, SAP provides a technology platform that not only enables efficiency but, more importantly, empowers HR to truly fulfill its new strategic role.<\/p>\n\n\n\n

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The foundation: Stable and efficient core processes<\/h3>\n\n\n\n

Without clean HR core processes (e.g., master data, time management, payroll, recruiting, and talent management), every transformation remains fragile. SAP SuccessFactors<\/strong> and H4S4<\/strong> create a reliable foundation – scalable, standardized, and cloud-ready.<\/p>\n\n\n\n

The innovation layer: SAP Business Technology Platform (BTP) as an accelerator<\/h3>\n\n\n\n

SAP BTP is the key to tailoring HR processes and creating competitive advantages:<\/p>\n\n\n\n