Human Resources Management

The three key dimensions for workforce governance

The adoption of HR EVO allows for strategic intervention in three fundamental areas:

1. Reducing complexity

• Elimination of information silos
• Simplification of operational workflows
• Reduction of manual and redundant tasks

2. Control and transparency

• Consolidated workforce visibility
• Continuous monitoring of labor costs
• Complete process traceability

3. Decision support

• Availability of updated and consistent data
• Analysis and planning tools
• Capacity for proactive impact assessment

Reliable data to drive decisions

HR processes are often supported by disparate and layered applications (payroll, time and attendance, training), creating discontinuities that impact governance capabilities:

• Misaligned data across different areas
• Need for manual reconciliations
• Limited visibility into labor costs
• Difficulty in ensuring consistency

A single system for the entire employee lifecycle

HR EVO introduces an integrated model where all employee information is managed within a single, consistent, and shared environment.

The platform covers all major areas:

• Administration and financial management
• Time & attendance tracking and workforce management
• Development, training, and evaluation
• Digital employee self-service
• Management control and planning

Every data point is captured only once and made available to all related processes, eliminating redundancies and ensuring traceability.

Artificial Intelligence: from historical data to forecasting

The integration of advanced Artificial Intelligence systems transforms HR EVO from an administrative tool into a true decision-support engine. AI intervenes at critical management points to optimize resources:

• Predictive shift scheduling: advanced algorithms analyze staffing needs and automate the creation of department schedules, ensuring service coverage and supporting employee well-being.
• Dynamic skills mapping: leveraging AI to analyze professional profiles, identify training gaps, and plan talent development objectively.
• Predictive cost analysis: simulation tools that allow for the proactive assessment of how contractual or organizational changes will impact the budget.

All HR processes in a single information system

The platform natively integrates all the components necessary for modern workforce management:

• Administration and Payroll: salary management, regulatory and social security compliance, and institutional data flows.
• Time & Attendance and Operations: time tracking, timesheet management, shifts, overtime, and remote working.
• Organization and Development: definition of organizational charts, resource planning, training plans, and competency evaluations.
• Employee Services: self-service portal and mobile App for autonomous management of requests and documents.
• Management Control: monitoring dashboards, budgeting, and granular analysis of labor costs.

Reliability, Security, and Expertise

The microservices architecture ensures interoperability with existing ERP systems and handles high data volumes without operational interruptions.

Cloud Security: HR EVO is delivered as a SaaS solution on ACN-qualified infrastructure, ensuring disaster recovery and full protection of sensitive data.

Specialist Support: the technology is backed by over 200 professionals, offering payroll outsourcing services and certified labor consultancy.

Integrated technology and expertise

The technology is supported by over 200 professionals to deliver:

• Outsourcing services for financial workforce management
• Certified labor consultancy
• Continuous specialist support

A model that allows organizations to tackle the complexity of HR processes in a structured manner.

A solution adopted on a large scale

GPI’s experience in Digital HR is backed by numbers that demonstrate the system’s solidity:

• Approximately 700,000 employees managed every month
• Over 470 public and private entities
• Technological support provided to over 60% of the Italian National Health Service (SSN)

Choosing HR EVO means addressing process complexity in a structured way to reduce operational workload and enable fast, secure, and data-driven decision-making.