Diving deep into existing systems to uncover the truth
Machine builder Marelec stood at a tipping point. For years, their methodology was based on engineering-to-order: every machine was only designed after the order was placed. This led to long lead times and a high dependency on undocumented knowledge.
The ambition was to evolve toward an assemble-to-order model, where machines can be delivered faster by pre-building components. To make this transformation possible, the reliability of the data and systems first had to be investigated. Humaniti was brought in to determine how existing systems could support this new way of working.
Data analysis as a foundation: master data, transactional data, and system capabilities
Our mission began with a full analysis of the existing system. We examined the availability and consistency of both master data and transactional data. This was crucial to determine which parts and assemblies could be standardized for the new assemble-to-order model.
Additionally, we explored whether Marelec could utilize the current system in different ways. In close consultation with the software vendor, we analyzed alternative workflows and configurations. The central question was: can we simulate the future way of working in the current system, even before a new platform or ERP is purchased?
The core of the change: from engineering-to-order to assemble-to-order
Over the years, Marelec realized that their custom machines could be reduced to a series of reusable building blocks. This meant they no longer had to engineer every device entirely from scratch. Humaniti investigated how the current system could support this new reality.
The goal for Marelec was ambitious and clear:
Our analysis demonstrated whether the system possessed the necessary data and flexibility to make this shift possible and which adjustments were essential.
Prototyping with PowerBI: creating insight before new systems arrive
One of the most important results of our assignment was a PowerBI-driven analysis layer that served as a prototyping tool for future processes. This tool brought together three crucial data streams:
By combining this information, we could simulate a Material Requirements Planning (MRP) before a new system was even operational. The tool provided insight into scenarios such as:
When a part was at risk of not being available on time, the system flagged it red in the timeline, allowing users to see immediately when orders needed to be placed.
Defining clear master data
In addition to the insight tool, Humaniti helped Marelec set up their master data structure. This created a solid foundation for future digitalization projects, such as an ERP renewal or MRP implementation.
We mapped out, among other things:
This ensured the organization had a complete overview of their supply chain data for the first time and knew exactly how it needed to be reworked for the systems of tomorrow.
From data to advice: what was possible in the old system?
Following the analysis, it became clear that the existing system was capable of more than suspected. Together with the vendor, we investigated alternative work methods that could partially prepare the company for assemble-to-order. These insights were bundled and transferred to the implementation partner, who could proceed smoothly thanks to the clarity of the preparatory work.
Although Humaniti did not remain involved in the final implementation, our role was crucial: we provided the analytical foundation and the prototyping insights for the strategic decisions that followed.
A clear basis for a future transformation
After completing the data analysis, Humaniti was engaged for additional business analysis before the implementation started. Thanks to the data analysis, prototyping, and business analysis, the implementation partner could perform their work more efficiently.
Delivered deliverables:
At Humaniti, we always start from one question: what is the right choice for your organisation?
We are completely independent.
We do not sell software, we do not represent vendors and we have no hidden agenda.
That means our advice is not driven by tools or partnerships, but by what truly works for your organisation.
Sometimes that means new technology.
Sometimes it does not.
Our role is to help you make clear choices, so that your digital trajectory starts from insight rather than assumptions.
Technology is not a goal in itself. It is a means.
Every organisation works differently, has different processes and different ambitions. That is why we do not believe in one platform or one "best solution".
Humaniti works technology-agnostically. That means we look at what your organisation needs, and only then at possible solutions.
Through our network of experts, we guide trajectories around, among others:
Our focus is not on the tool, but on the way your organisation operates. Technology should support your way of working, not the other way around.
Digital projects rarely fail because of technology.
They fail because people are not on board.
That is why at Humaniti we always look at the human side of change.
New systems only have value when people understand them, use them and are able to work better because of them. That is why we pay just as much attention to processes, collaboration and adoption as we do to technology.
The goal is not just a good system.
The goal is an organisation that truly works better because of it.
Senior expertise is scarce. At the same time, there is a wealth of young talent eager to learn.
At Humaniti, we combine both.
Experienced experts work together with young professionals in a mentor-mentee model. The senior consultant brings experience and direction. The mentee supports, learns and brings fresh energy.
For clients, this means:
For the team, it means continuous knowledge sharing and growth. This is how we build expertise in a way that is sustainable for everyone.
Humaniti operates as a community of independent consultants.
Rather than a traditional consultancy firm with fixed teams, we bring experienced professionals together around one shared mission: helping organisations make their digital trajectory clear and achievable.
Every expert in our community is carefully selected. Not only on knowledge, but also on ways of working.
This model gives us three major advantages:
The right expertise
For every challenge, we can involve the right specialist.
Broad experience
Our consultants bring insights from a wide range of sectors and organisations.
Flexibility
We build teams tailored to the trajectory, not according to a fixed internal organisational chart.
This is how we combine the best of two worlds: the quality of experienced independent experts and the structure of one cohesive organisation.
Many digital trajectories start with technology.
But without a clear direction, it becomes difficult to make good choices.
Organisations then often run into the same problems:
The result?
A great deal of energy, but little real progress.
A digital transformation only works when there is first clarity about where the organisation wants to go. Only then does it make sense to look at processes, systems or vendors.
That is why successful trajectories always start with one question: what do we actually want to improve or change as an organisation?
Digital change is rarely about systems alone. It is mostly about how people work.
New processes, different tools or adjusted responsibilities can create uncertainty. Employees ask themselves:
When those questions remain unanswered, resistance arises. Not out of unwillingness, but because people do not understand what is expected of them.
That is why involvement from the very beginning is crucial. When employees understand why the change is necessary, the likelihood that they will genuinely embrace it grows significantly.
Digital trajectories demand time, attention and often additional expertise.
Many organisations run into the same reality:
The risk is that projects are only half completed or keep dragging on.
Successful organisations approach this differently. They focus first on initiatives that truly have impact, and build further step by step. This keeps projects achievable and ensures the organisation can keep pace.
Digital change requires clear direction. When leadership is not actively involved, doubt about priorities quickly arises.
Teams then receive conflicting signals:
Strong involvement from leadership provides clarity, priority and momentum. Without that support, it becomes difficult to truly drive change through.
In many organisations, departments largely operate alongside one another.
Each department has its own priorities, processes and systems. That works as long as everyone stays within their own domain.
But digital initiatives often touch multiple teams at the same time. When departments do not collaborate sufficiently, problems quickly arise:
A successful digital approach therefore requires collaboration across departments and shared ownership of the change.
Digital transformation is sometimes presented as a quick fix. New technology would immediately make processes more efficient.
In practice, it works differently.
New systems take time to implement, processes need to be adjusted and employees need to learn how to work with them. When expectations are set too high or the timeline is too aggressive, frustrations quickly arise.
Realistic planning and clear priorities ensure that changes can land sustainably within the organisation.
Digital trajectories often require knowledge that is not always available internally.
Think for example of expertise around:
When that knowledge is missing, bottlenecks quickly arise. Projects slow down or decisions are postponed because nobody feels comfortable making them.
Many organisations address this by bringing in temporary expertise or by selectively strengthening internal teams.