Case Study:

Digital Transformation in Multi-Country HR Management at Pirnar d.o.o.

Presentation of the Client

Pirnar d.o.o. is a leading Slovenian manufacturer of premium entrance doors with a rich 50-year tradition of innovation and craftsmanship. The company has established a significant international presence, operating in more than 30 markets worldwide and employing over 450 people. While the headquarters are in Slovenia, a critical portion of production and workforce management takes place in Bosnia and Herzegovina. As the company scaled, managing this cross-border workforce required a shift from manual administrative practices to a more efficient, transparent digital framework.

Challenges

Prior to modernizing its HR infrastructure, Pirnar relied on a combination of Excel files and manual administrative tools. While this approach functioned during the company’s early stages, it became an operational bottleneck as the organization grew. Several key challenges emerged:

  • Fragmented Data and Records: Employee information was scattered across different locations, leading to duplicate entries and outdated records. There was no “single source of truth” for the organizational structure, job positions, or internal changes.
  • Administrative Burden and Error Risks: HR contracts and documents were stored in various places, making version control difficult and time-consuming. This manual preparation of documents increased the risk of administrative errors.
  • Non-Standardized Employee Lifecycle: Recruitment was largely manual and disconnected from internal opportunities. Onboarding lacked a standardized process, leaving new hires to rely on informal instructions or mentors to understand their roles.
  • Inefficient Operational Processes: Routine tasks such as leave management were handled manually, requiring HR to pull data from multiple disparate sources to generate necessary reports.
  • Lack of Development Tracking: Performance reviews were not digitalized, which made it nearly impossible to track results consistently or use that data for long-term development and career planning.
  • Compliance and Security Gaps: Managing data across two countries through manual files created challenges regarding data security, traceability of access, and GDPR compliance.

FledgeWorks Solution

To address these inefficiencies, organization implemented FledgeWorks as a unified HRM system to balance global consistency with necessary local compliance. The implementation provided:

  1. A Centralized HR Platform: All employee data was migrated to a single system featuring Microsoft Single Sign-On, ensuring that all records are up-to-date and accessible from one secure point.
  1. Digitalized Lifecycle Management: Every stage of the employee journey—from recruitment and onboarding to performance reviews—was integrated into a digital workflow.
  1. Document and Process Automation: The system introduced automated templates for contracts and HR documents, alongside automated leave management and real-time reporting capabilities.
  1. Local and Global Integration: The platform allowed for the necessary localization required by the different labor laws and working time regulations of Slovenia and Bosnia and Herzegovina while maintaining a unified organizational framework.

Results and Impact

The transition to FledgeWorks represented a fundamental transformation in how the organization manages its people and collective knowledge. The results of this digitalization include:

  • Strategic HR Focus: By drastically reducing the manual administrative workload, the HR team shifted its focus from paperwork to strategic initiatives, such as fostering employee development and contributing to long-term company growth.
  • Operational Transparency: The company now benefits from a transparent organizational structure with clearly defined roles and real-time visibility into workforce data.
  • Enhanced Employee Experience: Employees now experience a standardized onboarding process and have clear expectations through digitalized performance management and transparent career growth opportunities.
  • Increased Accuracy and Compliance: Automation has led to fewer errors in documentation and improved data security and GDPR compliance through better control and traceability of access.
  • Data-Driven Growth: Reliable HR data now supports better strategic decision-making, providing the scalability needed as organization continues to enter new international markets.

Conclusion

Ultimately, by connecting and simplifying HR processes, the organization has created a sustainable environment where the focus remains on supporting its people and fostering innovation.

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