From Excel Chaos to Global Growth: How Pirnar Transformed International HR with FledgeWorks
BITA BAGHERI, MARKETING ASSOCIATE AT FLEDGEWORKS
The Growth Dilemma: The “Excel Era”
Like many successful companies, company’s early growth was managed through a combination of Excel files and manual administrative tools. For a time, this worked. But as company evolved into a multi-country enterprise, the limitations of this “manual era” became a significant bottleneck.
Sanja described several critical challenges that arose before the implementation of a centralized system:
- Fragmented Data: Employee information was scattered across different locations, leading to duplicate records and outdated information. There was no “single source of truth” for the organizational structure or internal changes.
- Version Control Issues: HR contracts and documents were stored in various places, making it difficult to track versions and increasing the risk of administrative errors.
- Disconnected Employee Lifecycle: Recruitment was largely manual and not integrated with internal career opportunities. Onboarding was non-standardized, leaving new hires to rely on informal instructions or mentors to navigate their new roles.
- Operational Inefficiency: Routine tasks like leave management were handled manually, requiring HR to pull data from multiple sources just to generate a report.
- Static Performance Management: Because performance reviews were not digitalized, it was nearly impossible to track results consistently over the long term or use that data for strategic development planning.
As Sanja noted, these inefficiencies didn’t just create more work for HR—they hindered the company’s ability to support its people and plan for the future.
Implementing the Solution: Balancing Consistency and Localization
To address these challenges, company turned to FledgeWorks to implement a unified HRM system. The goal was to create a common framework that provided global consistency while allowing for the necessary local flexibility required by different legal and cultural environments.
Managing HR across borders specifically between Slovenia and Bosnia and Herzegovina introduced complexities such as different labor laws, working time regulations, and leave entitlements. The FledgeWorks implementation focused on solving these by providing:
- A Centralized Platform: Moving all data into one system with Microsoft Single Sign-On ensured that every record was up-to-date and accessible from a single point of entry.
- Digitalized Lifecycle Management: From the first touchpoint in recruitment to the final performance review, every stage of the employee journey was moved into a digital workflow.
- Automation of Core Documents: HR began using automated templates for contracts and other documentation, which significantly reduced the time spent on admin and the potential for manual errors.
The Transformation: Life After Implementation
The shift to FledgeWorks has fundamentally changed how organization operates. By digitalizing their HR processes, they achieved what Sanja describes as a “transformation in how an organization manages its people and knowledge”.
For the HR Team
The administrative burden has been drastically reduced. With automated leave management and real-time reporting, HR no longer spends hours gathering data from disparate sources. This has allowed the team to shift their focus from paperwork to strategic initiatives, such as fostering development and contributing to long-term organizational growth.
For the Employees
The employee experience has seen a major upgrade. New hires now benefit from a standardized onboarding process, providing clarity from day one. Digitalized performance reviews and transparent career development paths ensure that employees have clear expectations and visible opportunities for growth within the company.
For the Business
Organization now enjoys greater transparency regarding its organizational structure and roles. The company is better equipped for compliance, particularly regarding GDPR and data security, through improved control and traceability of access. Ultimately, the reliable data provided by the system enables better strategic decision-making and supports the company’s continued international expansion.
Conclusion: More Than Just Technology
The key takeaway from Sanja Kovač’s speech is that implementing an HRM system is not merely a technical checkbox. It is a strategic move that simplifies and connects the most important part of any business: its people.
By moving away from the “Excel era” and embracing a unified digital platform like FledgeWorks, organization has ensured that as they continue to design and manufacture world-class entrance doors, their internal “house” is just as well-built and innovative as the products they sell to the world.
As Sanja concluded, when HR processes are clear and connected, the company can finally focus on what really matters supporting people and fostering the growth of the company.
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