Understanding the HR Core, the fundamental pillar of human resources management

In the professional world, decision-making is increasingly influenced by data... and that's just as well! Managers and supervisors no longer proceed on the basis of intuition, but steer their activities by truly taking reality into account.

This precious data is not just for sales and marketing departments. It's also important for human resources to know who their employees really are, and how to develop them to meet the company's ambitions.

But how can such information be accessed easily? With the Core HR approach.

What is it and what are its advantages? Find out in this article 🔎.

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Core HR: definition

What is Core HR?

Core HR is a database containing all the information on a company's employees for administrative purposes. It is therefore often a module, integrated into a more global software package (HRIS, HCM, etc.), used to manage, archive and consult this data.

The data in question is commonly subdivided into two categories:

• company data:
  • processes,
  • hierarchical and organizational structure,
  • internal policies,
  • benefits, etc,
• those associated with employees:
  • administrative information,
  • employment contracts and amendments,
  • remuneration,
  • pay slips,
  • job descriptions,
  • CVS,
  • diplomas and training history,
  • skills repositories,
  • time sheets,
  • leave and absence requests,
  • schedules, etc.

☝️ But more than just a set of data, the HR Core also includes :

• analysis and reporting tools, enabling managers to better visualize information, and thus take the right decisions quickly ;
• a self-service HR portal through which employees can access their data and make modifications as required (report a change of address, for example).

💡 Worth knowing: Core RH is based on the more general concept of Core Model. Similar to a standardized framework, it is used to determine the procedures, data and best practices needed to standardize operations.

What is it used for?

Core HR was originally conceived for groups with several entities, some of which are located abroad. In such a context, it simply serves to unify data and processes within a single platform.

However, this database has gradually won over companies with less complex structures, who are keen to streamline their operations. All the more so in a context where software and applications are multiplying, but not all the information they contain communicates with each other.

Core HR therefore helps to harmonize HR management, so that human resources become more relevant and efficient, and employees can develop their potential.

Who is the HR Core aimed at?

The HR department is, of course, the primary target of Core RH. It has to be said that this tool greatly simplifies their day-to-day tasks, and makes it possible to set up an effective employee career path!

However, other departments also need to manipulate or consult this database. These include the IT team, responsible for implementing the HR Core, integrating it with the company's other systems and ensuring data security.

The sales and marketing teams also see the HR Core as a valuable aid. In fact, by consulting certain information, such as those relating to headcount or skills, they have a better grasp of the resources available to effectively plan strategic actions.

Why set up an HR Core? The 5 main benefits

# 1 Better decision-making

The HR function is becoming increasingly strategic.

Having easy access to reliable, up-to-date information means becoming more reactive (or even proactive) and relevant in decision-making.

👉 For example, is your company about to launch a decisive new project? Thanks to Core HR, you can accurately measure resource requirements, by analyzing data relating to headcount and skills.

That's why Core RH provides reporting tools, helping human resources to monitor their key indicators.

# 2 Developing talent

At a time when employee retention has become a major issue, Core RH plays a crucial role in talent development and career management.

Thanks to this database, human resources track the development of each employee's skills and identify any gaps, with the aim of drawing up truly personalized development plans.

# 3 Promoting the employee experience

While Core HR helps employees to progress within the company, they also appreciate this tool on a day-to-day basis... quite simply because it makes their lives easier!

We're thinking in particular of the advantages associated with the self-service employee portal.

Employees like to use this feature to declare their vacations, and thus obtain quicker approvals from their managers. They can also use it to consult their files and documents, such as pay slips or employment contracts.

# 4 Gaining productivity in HR tasks

Beyond the purely strategic benefits, the HR Core also (and above all!) saves HR employees a great deal of time. Gone are the long hours spent collecting and searching for information. Everything - data and dematerialized documents- is centralized in one place!

At the same time, Core systems automate many operations, particularly data entry and modification.

Ultimately, by reducing the administrative burden, HR can concentrate more on their core business, and put people back at the center of their concerns.

# 5 Securing employee data

Finally, the HR Core secures employee data. A major advantage at a time when legislation is becoming increasingly strict about the confidentiality of personal information!

More specifically, Core HR :

• features robust security protocols, in particular data encryption ;
• is backed up regularly, to prevent the loss of valuable information;
• includes rights and access management functions (who can consult what, and when?).

How to implement the HR Core in your company? 4 key points to bear in mind

Know the prerequisites for implementing Core

For your Core HR project to work, you need to obtain the approval of all the stakeholders involved, starting with General Management. Without this, it's impossible to perfectly align HR strategy with the company's overall objectives... and of course to obtain the financial support needed to develop the scheme 🤑.

However, this project also concerns employees. Implementing such a tool will inevitably change day-to-day processes. It is therefore important to provide employees with the level of knowledge they need to make the most of Core RH, and to support them through this change. Why not consider a little training?

Choosing the HR Core architecture: top-down or bottom-up model?

Here's a point that needs your full attention 🧐.

Deploying your HR Core correctly requires an understanding of the two possible models, top-down or bottom-up, in order to identify the one that best suits your organization.

Top-down model

Here, the common HR Core feeds the local tools.

This approach is best suited to companies wishing to homogenize their processes and represent all employees in a similar way within the tool.

On the other hand, deployment of this model has a more significant impact on the overall HRIS architecture, and often involves adjustments to existing processes.

Bottom-up model

In this case, data from local HRIS systems flows upwards to the general HR Core. As a result, this model is best suited to groups wishing to leave autonomy to their various subsidiaries.

Often easier to implement, the main challenge of this architecture lies in establishing a common database.

Adopt a "glocal" approach

Enabling global management of human resources while taking into account the local particularities of each entity (differences in employment law, for example)... this is the main challenge of the HR Core!

This major challenge has given rise to a new concept: the "glocal" approach. But how do we meet the challenge?

In addition to adapting company policies accordingly, you need to find a tool that is flexible enough to integrate all these specificities. In other words, opt for a Core HR system with configuration features that don't compromise the integrity of the overall solution.

Opt for the right software

As a general rule, Core HR is included in more comprehensive software packages, often :

• HRIS, designed to centralize and automate human resources operations;
• HCM (Human Capital Management), which focuses more on human capital management and talent development.
  👉 For example, Cegid Talentsoft is an open platform designed for small and medium-sized businesses and large groups. Its unified, adaptable HR Core not only improves the management and analysis of employee data (whatever the structure of thestructure), but it also equips employees and managers alike with dedicated portals, so that everyone has easy access to key information.

💡 In all cases, choosing the right tool requires :

• accurately defining your company's unique needs, considering the particularities of each entity ;
• assessing its compatibility with existing systems, so as not to impede the smooth flow of data ;
• involve all stakeholders in the project, from HR managers to management and employees. Don't forget that the solution you select needs to gain collective support if it is to be properly deployed and operated!

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Core HR in a nutshell

Companies of all sizes have a lot to gain from Core HR. And for good reason: adopting a data-driven vision means not only greater efficiency in the execution of day-to-day tasks, but also more intelligent strategic management.

Of course, such an approach is inextricably linked to the use of software. Whether you choose HRIS or HCM, you need to assess your needs and the way you structure your activities beforehand. This will help you decide whether to opt for a top-down or bottom-up architecture.

Finally, let's not forget the key role played by employees in the success of the HR Core, which contributes to improving their experience, and therefore their commitment to the company! That's why it's so important to get them excited about this new tool, which will support them in their professional development.