Manage your employee’s entire evolution, from recruitment to retirement

Easily identify and manage the organization’s structure and its existing roles. These are the base elements that will help other HR processes in the company and will enable workflow automation.

The company’s organizational chart

Can be easily defined and updated by those responsible and accessed by any member of the organization, as required.

Catalog of roles in the organization

Here all the roles in the organization are collected and defined, along with all the information specific to each role, such as: necessary skills, recruitment ad, targeted department, organizational level, role type (managerial or non-managerial), required training and integration, etc.

Information is thus standardized and visibility over assigning positions per department and per each role’s content is increased.

Mapping the competency matrix

Helps define the competencies specific to each role by defining all visible behaviors.

The system manages the history of all candidates, from the time the applications are received, placement in projects, evolution, evaluation, until the integration stage. It also preserves the history of both valuable candidates, who have participated in other projects and for which there are partial evaluations, and of the ones deemed inadequate, so that on further applications the recruiter knows not to waste time with an inappropriate candidate’s CV.

Management of the flow of approvals that gives a clear and real-time image of all requests and recruitment needs on the entire organization’s level.

Integrated management of recruitment resources:

• The system unifies information from multiple sources (social recruiting, personal career online pages, career portals, job boards, mobile sourcing, specialist forums, etc.) and allows the monitoring of results.
• Through extended sourcing, social recruiting, automations, access flexibility and enhanced data security, the suite helps cover recruitment needs faster and cheaper than traditional means.

Advanced reporting is made on project, department, division and organization levels.

Automation of the recruitment process by distributing ads on the main social media platforms: LinkedIn, Facebook, professional discussion groups and forums, the Career page, blogs or any other platforms.

Integration management increases the odds of quickly integrating a new employee by building a sense of belonging.

This component manages the relation with the candidate in the “gray period”, when he accepted the offer, but hasn’t signed the contract yet.

Automation of processes

When the percentage of information in the Integration Form reaches 100%, the contract is automatically generated based on contract templates. Also, the organizational chart is automatically populated taking into account the information in the integration sheet related to the internal organizational structure.

Management of integration activities

Centralizes all activities related to human resources integration, providing a clear image of all the people that are being hired: how many have a late employment date, what is the percentage of necessary information/documents needed for signing the contract.

Administrative management

The system provides the employee’s digital file at all times and allows easy management of all employee-related data: personal data; contractual information; employee documents (diplomas, certifications, etc.); vacations; information during the recruitment process, the performance evaluation process or the training process.

Multi-company administrative management

Contracts from multiple companies can be managed within a single group-level suite, and a list of companies can be built, each with a designated person to sign contracts and with the required contract templates, with all required characteristics for each entity.

Personnel management

This is where all personnel management activities are centralized, on organization or company group levels.

The system ensures organizational transparency by cascading the company’s general goal for all employees, so that everyone has clear and aligned goals, at a department and company level, along with performance evaluation in a transparent and objective manner.

Goal alignment

Sets individual business goals, correlated with the job description, along general organizational and departmental goals. Further, each employee’s individual goals can be aligned with the organizational ones, based on how they are cascaded on hierarchical and departmental levels.

Automation of feedback collection

The HR solution allows the use of various feedback methodologies, including Feedback 360. Thus, you can gather answers from all parties involved, while ensuring confidentiality and helping to increase honesty and response rates in the feedback processes.

Performance management

Helps you keep, motivate and help employees with their personal development process. Moreover, you can easily identify People with Potential (HiPo) – key talents in the organization, using reports specific to the company’s performance management process.

Aligning competencies

Sets the relevant competencies for each position, sets competencies and abilities on an individual level and monitors their evolution for each employee, based on the performance management calendar.

Increases the transparency of the evaluation process and the employee’s trust in it. Also, you have the opportunity to actively involve managers in setting and monitoring the goals of people in the teams they lead.

Management of the evaluation process

Helps you easily manage the evaluation process on an organizational level, precisely following the flows and specific criteria of employee evaluation.

The automation of the human resource evaluation process makes it flexible, easier to manage and monitor, providing top management with an overview and detailed information at the individual, department, team or location level, thus helping with objective decision making.

This function saves HR specialists’ time when it comes to procedure distribution, internal communication, integration and offers self-service tools for employees. Additionally, it helps with harmonizing the flow of ideas and needs between employees and the organization, offering:

Effective management of communications with employees

The HR solution helps you announce any event, free position, opportunity, birthday, etc. and provide your employees with a single point where they can follow their: goals, evaluations, training programs, approvals, vacations, pay slips, etc.

The entire suite of HR documents can be managed through the employee portal.

Support for the integration process

The “who is who” section in the employee portal is one of the most effective tools for welcoming and integrating new employees Employee profile information is introduced into the system by the HR department to maintain a certain standard and provide relevant corporate data.

Approaching employees

The company’s organizational chart provides useful information about people and their role in teams, departments, divisions and has the role of creating a complete and transparent image of the organization.

Keep a close relationship with people, proving that they truly are a strategic resource for the company and they are treated and appreciated as such.

Support for internal recruitment

Promote new growth opportunities straight from the employee portal. This is the official internal recruitment channel of the organization, and it can support an entire bonus system for employees who help in recruiting through referrals.

Through this component, the system manages the organization’s training activities, thus facilitating the process of learning and improving performance.

Feedback on programs

Trainers and employees have the opportunity to evaluate courses and give feedback, and the integration of the suite with the Intranet increases the process’ transparency within the organization.

Management of training programs

Easily manages employee participation in training, long-term aggregated reports or on a company level, and legally binding training records.

Management of training activities

Centralizes the whole training activity at an organizational level, highlighting the initial requirements, the actual calendar of approved and budgeted courses and the actual courses.

The suite quantifies results, shows the current status of each process, and automates training program enrolling and approval flows.

Automation of HR processes

By integrating the training needs stemming from the evaluation and personal development processes, but also the ones from the integration stage.

Optimizing the flow of approvals

To get timely approvals and signatures from decision-makers, required for the employee enrolment in training programs.