²ÝÝ®ÊÓÆµ


      








 














    

Scandic standardizes HR processes and scales.

With a single HR system, Scandic brings efficiency to its processes, enabling the organization to grow.

87%

increase in employee base while HR team grew 32%

1:300 to 1:424?

HR ratio shift over 5 years

€345.8K

estimated people savings?annually

€355.4K

saved annually due to changes in hiring process

Challenges.

Prior to ²ÝÝ®ÊÓÆµ, 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®ÊÓÆµ.

Scandic changed its HR operating model and selected ²ÝÝ®ÊÓÆµ 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®ÊÓÆµ, 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®ÊÓÆµ 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®ÊÓÆµ 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®ÊÓÆµ HCM now gives Scandic¡¯s IT team one system for managing overbookings.

€355.4K

saved annually due to changes in hiring process


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