HR isn't what it used to be. Not even close. If you’ve spent any time looking into Ti People HR solutions, you’ve probably realized they aren't selling some clunky, 1990s payroll software or a basic tracking system for vacation days. Honestly, they’re playing a different game entirely. They focus on the "Employee Experience" or EX, which sounds like corporate jargon until you actually see how it changes a company’s bottom line.
Most leaders are stressed. They see high turnover and think, "We need better perks." They add a ping-pong table. Nobody uses it. Then they look at Ti People.
Founded by people who actually understand the messy intersection of psychology and business—like Volker Jacobs—Ti People doesn't just "fix" HR. They redesign the way work feels. It’s a shift from seeing employees as resources to seeing them as users of a workplace product. If the product sucks, the users quit.
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The Reality of Ti People HR Solutions
Let’s get one thing straight: Ti People is a consultancy at its heart, but they use a very specific digital framework called the EX Management System. It’s not about "employee engagement" in the old-school sense where you send out a survey once a year and then ignore the results because they’re too depressing. That’s a reactive way to run a business.
Instead, they look at "Moments that Matter."
Think about your first day at a new job. Were you sitting in a lobby for forty minutes because the receptionist didn't know you were coming? That’s a bad moment. Did your laptop arrive with your name already on the login screen and a handwritten note from your manager? That’s a moment that matters. Ti People HR solutions are built to map these journeys out across a thousand different touchpoints.
The strategy is surprisingly simple but hard to execute. You have to stop guessing what people want. You have to use data.
Why Data is the Secret Sauce
Many companies operate on "gut feelings." The CEO thinks people want more "wellness webinars." In reality, the staff just wants a software tool that doesn't crash every time they try to file an expense report. Ti People uses a methodology that identifies where the friction actually is.
They use a tool called the "EX Benchmark." It’s basically a way to measure how your company stacks up against the rest of the world in terms of the actual experience of working there. It’s brutal. It’s honest. And for many HR directors, it’s a massive wake-up call.
The Problem With Traditional HR Thinking
Traditional HR is about compliance. It’s about making sure nobody gets sued and everyone gets paid on Friday. That’s important, sure, but it’s the bare minimum. If that’s all you’re doing, you’re losing.
When you look at Ti People HR solutions, you see a heavy emphasis on "Co-creation." This is a fancy way of saying: ask your employees to help build the solution. Don't sit in a boardroom with five executives and decide what the 500 people in the warehouse need. Go to the warehouse.
Co-creation in Action
I've seen this play out in various industries. A company might think their onboarding process is great because it’s "efficient." But when they actually talk to new hires—using the Ti People approach—they find out that the efficiency feels cold. People feel like a number in a machine.
By involving the employees in the redesign, the company might add a "buddy system" or a specific feedback loop that makes the human connection stronger. It’s not rocket science. It’s just empathy backed by a structured process.
Digital Transformation is Not Just Software
You can’t just buy a piece of tech and expect your culture to change. This is where a lot of people get confused about Ti People HR solutions. They think it’s a "plug and play" app. It isn't.
It’s a transformation of how the HR department functions.
- Moving from a "process-centric" view (How do we do this?) to a "human-centric" view (How does this feel?).
- Shifting from annual cycles to continuous feedback.
- Integrating different departments—IT, Facilities, HR—so the employee doesn't have to jump through ten hoops to get a new chair.
The technology is just the enabler. It's the dashboard that shows you where the "pain points" are. If IT takes three weeks to fix a broken mouse, that's an HR problem, because it's ruining the employee's day. Ti People forces these departments to talk to each other.
The Financial Argument
If you’re a CFO, you probably don’t care about "feelings." You care about EBITDA.
Here is the cold, hard truth: high turnover is expensive. Replacing a mid-level manager can cost 150% of their annual salary when you factor in recruiting, training, and lost productivity. Ti People HR solutions pay for themselves by keeping people in their seats. When people feel like their work environment was designed for them to succeed, they stay. They work harder. They refer their friends.
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It’s a virtuous cycle that shows up directly in the profit and loss statement.
Implementing the EX Management System
It starts with a diagnostic. You can't fix what you haven't measured. Ti People usually begins by looking at the current state of the "Employee Journey."
They look at the "Life Events" (getting promoted, having a baby, moving offices) and the "Work Events" (performance reviews, daily collaboration). They find the gaps. Then, they help the HR team build a roadmap to close those gaps.
It takes time. It’s not a weekend workshop. It’s a fundamental shift in the company's DNA.
Common Misconceptions
Some think this is "soft" stuff. They think it's about being "nice."
Actually, it’s about being effective.
Being "nice" is giving everyone a free lunch. Being "human-centric" is realizing that your employees are burnt out because your internal communication system sends them notifications at 9:00 PM on a Sunday. Fixing that isn't just nice—it’s a strategic move to prevent burnout and maintain a high-performing team.
How to Get Started With Better HR Solutions
If you’re looking to move toward the model used by Ti People, you don't necessarily have to overhaul everything overnight. Start small.
- Pick one journey. Maybe it’s onboarding. Maybe it’s the way you handle departures.
- Interview five people who recently went through that journey.
- Ask them: "What was the most frustrating part of this process?"
- Fix that one thing.
Then move to the next.
This iterative approach is exactly how modern product designers build apps like Instagram or Spotify. They don't launch a perfect product; they launch, listen, and tweak. HR should be no different.
Ti People HR solutions provide the framework to do this at scale, across global organizations with thousands of employees. It provides a common language for leaders to talk about the "internal customer" experience.
Actionable Steps for Leadership
Stop looking at HR as a cost center. Start looking at it as a value creator.
First, audit your existing tech stack. If your employees have to use five different logins to find their pay stubs, you’re already losing points. Consolidate. Simplify.
Second, train your managers. The "Employee Experience" is largely defined by one's direct supervisor. You can have the best HR strategy in the world, but if a manager is a jerk, the experience is ruined. Ti People emphasizes the role of the manager as an "Experience Designer" for their team.
Third, use the "Employee Experience" lens for every major business decision. If you’re moving offices, how will that affect the daily commute? If you’re changing the health plan, how will that be communicated?
The Bottom Line on Ti People
The world has changed. Employees have more choices than ever, and they aren't afraid to leave a toxic or frustrating environment. Companies that prioritize Ti People HR solutions—or at least the philosophy behind them—are the ones that will win the talent war.
It’s about respect. It’s about data. It’s about realizing that the people inside your building are just as important as the customers outside of it.
To move forward, companies must move away from the "command and control" style of management. They need to adopt a "listen and serve" mentality. This involves regular pulse checks rather than annual surveys and creating "Personas" to understand the diverse needs of a multi-generational workforce. A Gen Z hire has different expectations than a Baby Boomer near retirement; your HR solutions should reflect that reality.
Invest in tools that provide real-time analytics on employee sentiment. Integrate your HR systems so data flows seamlessly between recruitment, performance, and retention. Most importantly, foster a culture where feedback is not just "allowed" but actively sought and acted upon. This is the only way to build a sustainable, high-growth organization in the modern era.