Human Resource Management and Analytics:

• Know your employees and the experience that they have.
• Describe your organization and each one of its positions and groups of positions.
• Draft your own reports and statistics by means of the Analytics of Human Resources.
• Establish hierarchical relationships and functions.
• Yellow pages: directory of employees with search engine of experts.
• Manage differentially your expatriates.
• Add document attachments to employee files or positions.
• Integration with other HR management systems. ERPs, payroll systems, etc.

Performance Management:

• Improve the performance of your employees by establishing individual and group objectives.
• Link performance to the variable remuneration of the employees you wish.
• Ensure the alignment of individual objectives with corporate objectives.
• Measure what your employees achieve and how they achieve it, establishing objectives and skills linked to it.
• Analyse your employees’ performance.
• Establish workflow dynamics

Compensation Management:

• Analyze individual remuneration: obtain the pay mix of each employee (variable salary base, social benefits, additional bonuses, stock options, key assignation, etc)
• Manage special remuneration and expatriation expenses.
• Analysis of internal fairness: comparison with other employees.
• Analysis of external competitiveness: comparison with the market.
• Processes of salary review: with recommendations of the system (array of merits) and approval workflows.
• Identify areas in risk with remunerations less than the market, analyze the remuneration of employees with greater performance or potential Integration with payroll systems.

Skills and Competency Management:

• Identify the principal strengths and areas of improvement of your employees with respect to their current post and other possible posts according to their career plan or the succession plan.
• Find ideal employees in order to fill certain positions on the basis of their experience, skills and knowledge.
• Rapidly identify strengths and areas of improvement for groups (departments, etc)
• Incorporate your own catalogue of skills and your own positions types, evaluation scales, etc.
• Easily compare your employees among themselves and against a position type; spidergram etc.

360º Feedback:

• Construct your own evaluation forms and invite internal evaluators (supervisors, collaborators, etc) and external evaluators (clients, suppliers, consultants, etc) in a totally anonymous manner.
• Personalize workflow for each group to evaluate with automatic notices.
• Obtain individual reports on strengths and needs to develop.
• Compare the self-perception of the employee with the perception of others.
• Launch and manage coaching processes.

Career and Succession Planning:

• Identify key positions and employees with great potential with detailed monitoring.
• Identify candidates in the short, medium and long term for key positions and perform detailed monitoring for each one of them.
• Identify individual actions of professional development in the short, medium and long term for your employees according to your career plan or your candidacies and perform monitoring.
• Compare the recommendations for professional development that supervisors make for your collaborators with their expectations of them.
• Produce succession scenes capable of visualizing in real time the effect of changes in the structure of the organization.
• Identify your employees with a high exit risk.
• Comparative analysis: potential vs. performance, performance vs. exit risk etc.

Learning Management:

• Establish an action plan with specific actions (training, turnover of positions, coaching, mentoring etc) in order to resolve the improvement needs of individual and groups.
• System for learning management, with workflow of course registrations (both onsite and online-elearning), waiting lists, cost control, evaluation of training actions, awarding of certificates, etc.
• Request from the system automatic learning recommendations in order to resolve the needs of improvement identified in function with the catalogue of available courses.
• Permit Human Resources to supervise the entire process in order to intervene when necessary.
• New "Learning Gateway" functionality, allowing the publication and access to e-learning content.
• Localization for the Tripartite Foundation.

Organisational Charting

• Facilitate your Managers instantaneous access to key information of your collaborators (remuneration, potential, evaluation, etc)
• Visualize in real time and according to the structure of the organization all the information available on employees and positions.
• Establish different organizational scenarios in the future.
• Produce a succession plan in an organizational chart, identifying key positions.