Human Resources Management Systems

FlexTime can new offer two systems for managing activity for the Human Resources  function:- 

• VT HRM: Top of the range web based solution to dectralise HR processes
• VT HR:  The System to fit even the most modest budget    -  More Here    

VT HRM :

Thanks to this Workflow solution, VT HRM - Human Resource Management from FlexTime, it enables you to decentralise the management of HR processes such as employee assessment, salary revision plans, performance assessment, management of requests for training and registrations, management of employee requests etc.Managing human resources well, is a key to increasing market competitiveness and reaching company objectives.
 
VT HRM - Human Resource Management System is placed in this context as the right tool to provide the human resource department and management with the information needed to support decisions; the solution from FlexTime enables you to:

• determine critical areas in terms of duties and know-how;
• streamline recruitment processes;
• make information immediately available over the Web with
• different access levels according to user profile;
• plan the appropriate training programmes;
• define incentive plans and salary policies;
• distinguish high potential resources;

VT HRM  - Human Resource Management System  is the ideal solution for Organisations that need a tool to manage:

• the system directory;
• company organisation;
• recruitment;
• positions and duties;
• assessment;
• training;
• salary policies;
• objectives;
• administration processes;
• reports and statistics.

System Directory

The archives available to users define “subjects”, indicating the variousrelationships each one has with the company.

The architecture of the database puts the subject (such as employees, candidates, trainers, interns, etc.) at the centre of the information system making them available to other application areas according to the relationship with the organisation.
 
Organisation

This module enables you to define organisational units and consequently hierarchical functions and you can associate company personnel to various units.

At any given time the system enables you see where resources are located, who they answer to, which position they cover, the required and actual workforce, long-term replacements and other information useful to the entire organisation.

Recruitment Information from each CV is entered on line using a form available over the Web, where the candidate connects and provides all the informationdeemed useful for the company (personal details, professional experience, educational experience, etc.).

Working constantly with management, the human resource department is able to determine staffing requirements and can then start recruitment campaigns defining any acquisition channels and use thesolution’s search engine to select the candidate that is most suitable for the campaign in question.

After contacting and calling the candidate, the system keeps track of all the steps relating to each candidate (interviews, tests, outcome, etc.) until hiring with all the relative procedures required.

Positions and duties

VT HRM - Human Resource Management System enables you to define and monitor position profiles and the relative duties following the development of the company and its strategies.

Every position can be defined indicating

• the professional role, fundamental duties and prerequisites required (minimum requirements and ideal)
• average market salary (to study market positioning), weight, points, objectives and general characteristics.

Management of positions and duties plays a central role in the system and are useful to define any training requirements, to study shifts in the position profile covered or that may be covered, for any replacements necessary, for the assessment process and for salary reports.

The features of the “Assessment” module enable the company to draft several questionnaires with periodic reporting systems or on an individual basis.Assessment questionnaires are automatically generated by the system starting from the position profile, when dealing with duties, or defined and created by the company, when dealing with performance assessment, training courses, and expiry date of a temporary contract or a trial period.

The system provides support to the human resource department in monitoring the entire process and it sends reminders to assessors who have not yet sent assessment sheets.

HUMAN RESOURCES

Training The “Training” module is able to adapt to the different needs of the company from simply managing course outcome and participants to detailed management of registrations decentralised to management.  The study of training needs can be the result of studies on skill gaps or training requests received from management. 

Main Features are:

• a catalogue of training activities and management of costs and invoices related to training;
• management of training rooms, material and equipment;
• forecast of costs, training hours and sessions to organize;
• defining the training programme;
• attendance records of training activities;

Salary policies and incentive programmes

This module enables you to manage the entire process of salary revision plans that companies regularly implement.

Managers can provide salary proposals in terms of percentage increase, amount or new annual value and/or lump sums for bonuses and/or indicate a promotion (passing from one position or level/category).At the end of the process the human resource department can collect all the amounts proposed and check the total amount of the salary revision, define payment methods and scheduling and make information available to management.

The salary policy module is also a fundamental tool for the human resource department to make comparisons with market trends and to check internal fairness; with the graphical diagram “point clouds" it is possible to track averages, medians, regression curves and shifts.

Management of objectives

An assessment of mid-term objectives is provided as well as a total assessment at the end of the term (normally at 6 months and 12 months).During the employee assessment interview the manager checks whether objectives have been met and may assign new ones for the following year.

At the end of the process the human resource department can define the total amount of bonuses to pay and the method of payment.

Administration processes

The workflow engine enables you to design and define processes according to company needs and trigger applications, document generation and e-mail sending, print-outs, etc. and keeping track of all the active procedures and the state of every procedure.

The application environment of the tool to manage human resources concerns processes for hiring, terminations, transfers and every other type of administration process the company should define.
 

Statistics and reporting – Data Warehouse Advanced reporting and statistics features enable you to monitor the overall workforce, turnover, transfers, promotions, salaries (average, total, increments, shifts), training activities (training hours, participants, costs, etc.) and recruitment services (applications received and filed, recruitment campaigns, costs incurred, personnel hired).