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HRM Components - Duty / Skill Manager
- Job Manager
- Position Manager
- Payroll Builder
- Payroll Calculator
The above define your corporate hierarchy in terms of job titles linked to functional units. For each job title, a number of positions can be created and either filled or announced. Each Job Title is given a set of duties and these require a set of skills to be ensured in the employee. Linking duties and skills allows the best assurance of proper staff positioning and better assessment.Salary scales, rules, salary components, and conditional compensation or benefits are defined in the payroll builder. The payroll calculator can then accurately determine and generate your payroll for this data. - Schedule Planner
- Roster Builder / Scheduler
- Attendance Register
- Attendance Analyzer
Staff positions are assigned to stations and shifts generated easily to cover recurrent schedules or handle specific situations. The schedule planner and roster builder generate shift rosters (if applicable), attendance sheets, time cards, and work hour statistics for your functional units, jobs, staff, etc. Using this data, the attendance register can check employees in and out of work. The Analyzer reports accurately on staff punctuality, work hours, overtime, etc. - Recruitment Process Manager
- Assessment Builder
- Performance Monitor
- Assessment Analyzer
The above handle the recruitment and hiring processes. Vacancies in positions are requested, approved, and announced. Applicants are entered through the contact directory. Applicants are short-listed according to scores on their skill-duty matching. Short-listed candidates are then interviewed (simple, staged, or via panel) and contracts are awarded to selected applicants. Job descriptions are detailed and include duties, skills, compensation, benefits, performance assessment criteria, penalties, leave, expenses, etc. Having all this built into the system guarantees better staff compliance, firmer control, and higher productivity. Assessment is carried out in the system by predefined calculations and supervisor-entered scoring. This is reflected on the employee and reported to higher positions as requested. The transparency of the system ensures that employees are judged adequately and defensibly. Performance trends are viewable by analysis of past scores. - Leave Process Manager
- HR Event Manager
- HR Issue Manager
- HR Expense Manager
The above handle everyday processes such as request of leave, loan, or transfer. Reporting on absenteeism, complaints, or problems is also enabled. Expenses incurred by travel, relocation, or petty cash expenses by staff member can also be tracked as required. Overall cost of your staff is vital. Your salaries are not the only figure to consider. You need to take into consideration the cost of your benefits, transportation, leave, and other expenses. You need to identify cost per department, office, job title, duty, or skill. This is vital to take informed decisions on your future HR policies.
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