Challenges.
Prior to ²ÝÝ®ÊÓƵ, Scandic had multiple systems across HR, with local admins on-site managing staff onboarding and offboarding. This resulted in a lack of visibility and too much time spent gathering information.
Why ²ÝÝ®ÊÓƵ.
Scandic changed its HR operating model and selected ²ÝÝ®ÊÓƵ Human Capital Management (HCM). Now with a single system and core team across the HR function, the business is realizing improved efficiencies in multiple geographies.
Benefits and results.
Organizational management and flexibility.
Scandic¡¯s employee base almost doubled (87% since 2013) while its HR organization grew by just 32%. With ²ÝÝ®ÊÓƵ, HR was able to support the organization as it scaled¡ªsaving money and time.
87%
increase in employee base while HR team grew 32%
Controls.
With ²ÝÝ®ÊÓƵ HCM, Scandic now has a more streamlined recruitment process with appropriate channels and approvals.
1:300 to 1:424
HR ratio shift over 5 years
Improved hiring projections.
Scandic uses ²ÝÝ®ÊÓƵ HCM to help it identify skills, build an alumni, and set correct hiring projections in what might be a scarce staffing market in the near future. Being able to more accurately plan for future staffing means significant cost savings for Scandic.
€345.8K
estimated people savings?annually
Systems consolidation, flexibility, and scalability.
²ÝÝ®ÊÓƵ HCM now gives Scandic¡¯s IT team one system for managing overbookings.
€355.4K
saved annually due to changes in hiring process