For many companies, HR software is merely a tool for filing a few documents here and approving a holiday request there. Yet the right tool, used in the right way, can not only improve processes but also enable new forms of collaboration or even bring about a cultural shift.
Angela Krüger has been heading up Human Resources and Organisational Development at Meisinger, a long-established medical technology company based in Neuss, for over two decades. Founded in 1888 and now in its fifth generation of family ownership, Meisinger is one of the leading international suppliers in the dental sector.
The company manufactures high-precision instruments for dentists and dental technicians, operates in over 100 countries and generates around 85 per cent of its turnover from exports. In addition to its core business in the dental sector, Meisinger is also successful in related medical and industrial applications and operates subsidiaries in the USA, France and Asia.
Interaction has almost quadrupled
Angela Krüger originally simply wanted a modern tool for managing training courses, skills and feedback processes, areas where no digital solutions had previously existed. During her subsequent search, a seemingly minor feature proved to be the deciding factor in her choice of the right provider: Rexx Systems’ interactive employee portal. “A supposed add-on – but for us, it was a game-changer,” says Krüger.
Whilst other HR tools are often designed purely for administrative purposes, the portal provided easy access for all staff from the outset via a smartphone app, including those without a PC workstation. Initially, use of the tool was entirely voluntary.
“Today, employees log into the system voluntarily every day because they can not only submit requests there, but also find out about news, post updates and respond to them. This allows them to truly feel like an active part of the company.”
Compared to 2020, activity on the internal portals has almost quadrupled, with a 363 per cent increase. As a result, employees now use the tool not only to access work-related information, but simply because they don’t want to miss out on any exciting news.
75 per cent less time spent on job advertisements
The impact is particularly noticeable in the area of workflows: from invitations to medical examinations, through certificates and probationary period reviews, to automatic reminders for training courses, countless processes now run via customisable Rexx workflows.
“What used to get lost in emails or on paper forms now has a clear structure. This not only saves time, but also creates transparency.”
Angela Krüger, Head of HR and Organisational Development at Hager & Meisinger GmbH.
The time required for a recruitment process has been cut at least in half. The time needed to create and maintain job descriptions has fallen by as much as 75 per cent.
Another key factor for Angela Krüger is the ability to map 360-degree feedback and digital strengths reviews within Rexx Systems. Instead of traditional performance appraisals, Meisinger relies on team-based feedback and development. An approach that focuses on employees’ strengths and seeks to build on them further. “At some point, I realised: I can train people – but I’ll never turn someone who’s passionate about technology into someone who prefers to look after people.”
Through skill management combined with automatically assigned training courses, Meisinger also gains capacity equivalent to around one full-time employee per year – solely for the planning, organisation and evaluation of training courses and induction programmes.
Digitalisation with a delicate touch
Whether it’s time tracking via an app and QR code or integrating production staff without regular access to a computer – according to Krüger, the system’s success also lies in its careful rollout: “We didn’t force anything on anyone. It was only when the staff themselves realised that they were missing out on lively exchanges with one another – just like on a social network – if they didn’t check the system, that the momentum really took off.”
Today, virtually everything runs via Rexx Systems: requests, workflows, training, time tracking. The decision to do without further external tools, such as for time management, was a conscious one. “Of course, there are more specialised systems. But what use is a Mercedes if nobody wants to drive it? The key factor was: people know the system, feel confident using it and actually use it.”
A system that grows with you
Krüger is openly enthusiastic and even sees the fact that it takes a little time to get to grips with Rexx as an advantage: “Rexx isn’t a plug-and-play system. It requires commitment. But that is precisely its strength. Anyone who takes the time to learn it can create an endless variety of designs with it.” Her clear recommendation: appoint a system administrator internally who can familiarise themselves with the tool. Because Rexx Systems thrives on active design.
Digitalisation as a cultural opportunity
Meisinger didn’t simply introduce an HR system. The company has made Rexx Systems the catalyst for a comprehensive transformation. What began as a training tool is now a central element of Meisinger’s internal organisation.
There are many aspirations for the future – these include significant further developments in the learning management system, ranging from the integration of e-learning modules without expiry dates for long-term use, right through to AI integration. The imminent launch of the pay planning and pay review modules is next on the agenda. Furthermore, straightforward multilingual support is crucial for Meisinger’s international future, to ensure that subsidiaries worldwide can be efficiently integrated. And Angela Krüger? She remains an ambassador for a system that demonstrates just how much is possible – if you use it properly.
