HR Technology and Automation for Marketing, Advertising and Creative
Records that survive people, and approvals that do not queue.
What this looks like in marketing, advertising and creative
The parts of hr technology and automation that are specific to this sector, rather than general.
Time, Utilisation and the HR Record
Where the HR system has to speak to the timesheet.
What this coversHide
Time, Utilisation and the HR Record
Where the HR system has to speak to the timesheet.
What this coversHideAn agency's core people metric is utilisation, which lives in a timesheet or project system rather than in HR. Keeping the two disconnected means capacity planning happens on instinct.
- Single employee master feeding project and time systems
- Utilisation and billable data linked to the individual record
- Capacity and availability visible for resourcing decisions
- Freelancer and contractor records held alongside staff
- Leave visible in resourcing before it is approved
- Skill and specialism tagging for staffing decisions
- Appraisal linked to more than recorded hours
Making leave visible to resourcing before approval prevents the most common agency scheduling failure, which is a person approved for leave during a week they were already committed to a pitch.
The general method — what hr technology and automation covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr process automation page. What is above is the part that differs for marketing, advertising and creative.
Other HR topics for marketing, advertising and creative
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for marketing, advertising and creative, or another industry.