The 11-point plan for the ICV Expert Work Group HR Controlling

1. Personnel planning and personnel management
   HR controlling supports the analysis of current and future personnel requirements. It helps to determine the optimal workforce to achieve company goals.
2. Personnel cost controlling
   Monitoring personnel costs to ensure they are in line with company objectives. This also includes the analysis of personnel costs in relation to productivity.
3. Reporting and HR analytics
   Preparation of reports and analyzes for management in order to make informed decisions in the area of human resources.
4. ESG
   Measurement of your own processes and your own internal management.
5. Indicators and performance indicators (KPIs)
   Defining and monitoring indicators that measure the performance and efficiency of HR processes and measures. These include, for example, the fluctuation rate, employee satisfaction or the costs per employee.
6. Employee development and qualification / talent management
   Evaluating and planning training and development activities to ensure that employees have the necessary skills and qualifications to carry out their tasks effectively.
7. Benchmarking
   Comparing HR performance indicators to industry standards or competitors' performance to identify strengths and weaknesses.
8. Recruiting Controlling
   Analysis of the effectiveness of recruiting measures, including the cost per new hire, the time to fill open positions and the quality of the employees hired.
9. Talent Management
   Identification of key people in the company and implementation of measures for long-term retention and development of talent.
10. Working time and attendance management
    Monitoring work hours, absenteeism and attendance to increase productivity and efficiency.
11. Diversity Management
    Promoting diversity and equal opportunities in the company and monitoring corresponding key figures.