Traftec paves the way for smarter roads through structured Competence Management
In 2023, Traftec, Norway's leading electrical contractor, took a significant step towards a more digitalized everyday life by entering into an agreement with 4human to implement HRM -the solution 4human HRM This collaboration marked the start of a comprehensive transformation of Traftec's HR processes.
About Traftec
Traftec is Norway's leading electrical contractor within the development, operation and maintenance of electrical infrastructure and lighting along roads and in tunnels. Traftec has experience in delivering large and complex electrical infrastructure projects both on roads and for railways, we have broad geographical coverage and projects are carried out all over the country.
Need for a structured competency overview
Traftec wanted to manage HR processes more efficiently, with better control, and to avoid paperwork moving between offices to modernize and simplify the everyday lives of employees.
Before the collaboration with 4human Traftec faced several significant challenges:
- Complexity in HR processes: Traftec's HR processes were characterized by high complexity. This made it challenging to manage the different stages of the employee journey, from recruitment, competency management, and offboarding of the employment relationship.
- Need for digitalization: The company had a great need to move from manual and paper-based processes to digital solutions that could streamline and modernize their HR work.
- Structured competency management: One of the biggest challenges was maintaining a structured overview of employee competency, especially in specialized areas such as installer competency. Department managers are responsible for ensuring that competency levels maintain the required professional standards, which requires a more systematic approach.
With a lot of manual work involved, it has been challenging to keep simplified processes on staff follow-up and conducting appraisals to guide employees through their professional development and competence building.
The area of expertise was previously underdeveloped and complex. In our high-risk industry, it is crucial that every employee, regardless of department, maintains their expertise according to the standard of the field.
I am very happy to have everything in HR gathered together. A centralized place for our employees and managers to perform tasks such as personnel follow-up, and for me to extract insights into, among other things, the organization's competency development through analysis of our HR data.
By bringing all HR processes together in 4human HRM we can work more efficiently, and focus on what really matters and that is delivering infrastructure that ensures people get there safely.
I want to read the full customer story
I want to read the full customer story
Related posts
6 tips for effective and strategic competence development
What is competence development? The right skills are essential for effective productivity and well-being in the workplace, whether it's in the office...
7 tips for good employee follow-up in a digital world
Corona has meant that more of us are working from home than ever before, and although both cabin offices and sofa offices have their advantages,...
What does the law say about overtime?
What is Overtime? Work in excess of the Working Environment Act's limits for normal working hours is considered overtime work. In other words, it is counted as overtime when...