Each company had established their own catalog of document templates for the different type of events. Mainly the HR department is focusing to fulfill any legal requirement including any internal regulation.
As stated some weeks ago, the electronic signature is a revolution which is currently not fully covered via German law. Companies are often asked to take a (small) legal risk to successfully enhance HR document processes.
Why does HR spend effort and resources to create and sign documents?
Innovative (German) companies often get rid of those documents which are connected to positive life cycle events to gain efficiencies. Having self-service portal available for the end user, no concrete reason for a document itself needed. Prior to decommission of any document the related process should be redesigned accordingly. A main and major change would be the general precondition would be that both parties mutually agree on the change itself. There should be no open question related to the planned changes.
Regarding the document scope, not every document can be replaced or deleted. Probably a simple transformation of the document into an email is already sufficient.
There are still legal grey zones which are often related to non-positive events such as involuntary termination or severance agreements. To gain process efficiencies, HR decision maker would need to evaluate the benefits for document (re-)arrangement.
You are looking for an innovative and simple document review?
I offer an individual workshop focusing on different document types and clusters in combination with the required signature level. I will help you to establish a framework for legal assessment including a matrix to draw the potential efficiency areas.
Interested? Please contact me: oliver@hr-digital-now.de
