HRMS to manage the company's most valuable resources!!
Modern business requirements demand an integrated functioning system - in addition to HRM administrative functions and networked business functions.
The HRMS software platform in your organization means a new management quality, which you will soon get to know. It allows you to centralize all HRM processes, connected to the employee database and display all relevant data, the so-called. 360 degree view.
A special advantage - with the HRMS system, in addition to the usual HRM functionalities, you get integrated business functions: management of goals and performance, calculation of performance, planning process, knowledge base, educational platform...
The HRMS solution is based on Odoo technology, a globally distributed digital platform, which integrates almost all company processes: project, sales, financial, documentation, knowledge base, production, maintenance processes...
Employee database
Register of all relevant data on employees
HRMS systematization of workplaces - precisely specifies all organizational units and workplaces, while monitoring the history of the allocation of workers by organizational units and workplaces;
It enables the management of master data on employees, employment contracts, length of service, completed employee training, licenses and certificates (announcement of expiration), performance evaluations, awards, incentives, disciplinary violations and measures taken....
Absence management
It enables the automation of planning, application and approval processes, distributed by modules::
- Leave planning: annual leave, holidays, official leaves;
- Electronic application of absence and approval of superiors;
- Online monitoring (in real time) of the remaining number of days - automatic update of the number of used and remaining days;
- Absence calendar: vacations, sick leave, official, etc.
- Report system
- Integrations: Time records (option), Payroll, PEM
Work hours records and access control!
Defining an unlimited number of work schemes (standard schemes, flexible working hours, shifts...). Automatic calculation of working hours (attendance, breaks, official absences, etc.) for each employee. User-level access control, location...
Recruitment process management
Recruitment includes digitally transformed processes: finding, selecting, interviewing, hiring new employees and closing ads (contracts with agencies). Also generating the necessary data to activate further processes in the legal sector. It enables electronic recording of data on potential candidates and their processing, which facilitates the selection process.
It can be integrated with the subsystem for human resources planning or the following processes can be processed within this subsystem: proposing requirements and coordination with the job planning process and determination of criteria for a new position, including engagement of intermediaries (agencies);
HROnboardingprocess
The HR onboarding process is extremely important for the company because it represents a key step in the integration of new employees into the company's culture, processes and working methods. The process, also known as "organizational socialization," aims to provide new employees with the necessary information, skills, and resources to effectively perform their tasks and quickly become productive team members.
Onboarding process key benefits::
- It helps employees to understand basic rules, legal procedures and work guidelines.
- It provides clear insight into the job description, responsibilities and organizational structure.
- Gradually includes new employees in the company culture, introducing them to the written and unwritten rules of operation.
- It encourages the connection of new employees with colleagues, superiors and associates
A well-designed onboarding process can significantly reduce employee turnover and increase their job satisfaction. Research shows that companies that do not implement onboarding in an adequate way have higher labor costs, and may also have problems with retaining innovative people and talents.
Onboarding does not start on the first working day, but before the employee arrives at the company, with the aim of making his first day as pleasant and productive as possible.
This is precisely why onboarding is not only important for welcome and adapting new employees, but also for the long-term success and competitiveness of the company!!
Eduplatforma (uskoro)EduPlatforma.me
Uskoro kao HRMS podrška.
KNOWLEDGE has always brought an advantage - in the future it will be greater!
The emergence of AI software technologies, especially the latest wave popularized by ChatGPT, will have a serious impact, leading to radical changes in some professions and industries...
Therefore, those who ignore these technological changes seriously risk being replaced. It also happened to large companies, such as the well-known corporations KODAK, NOKIA...
The distant and recent past has shown us unequivocally the consequences of ignoring or delaying the process of change. That is, progress at almost all social levels could be measured by the degree of adoption of innovations. Decisions to change have always been based on knowledge, circumstances and determination to make changes.
The need for knowledge is increasing, but so are its sources. In order to better manage this process, we recommend that you view the contents of our educational platform.
Goal management and human resource planning
Targeted management represents a special dimension in the function of improving management and company performance, based on the implementation of world-famous methodologies.
Targeted management aims to create a human resources development strategy that includes current and long-term HR needs, in terms of the number of employees and the development of their skills, aligned with the company's development strategy.
The usual systematization of workplaces is not sufficient for the management function, because usually there are general goals, without corresponding measuring elements. Human resources planning usually implies so-called cascade goals, from superiors to individual goals, but modern HRM practice (business) increasingly prefers a two-way planning model (example of OKR methods, etc.)
This system enables goal-based management and monitoring of the company's business performance. That is, monitoring the realization of goals based on set company, team and individual goals. Then the process of periodic evaluation of the results, supported by an integrated model for the calculation of distribution results (bonuses).
The advantages of using this system are better understanding of goals, better coordination and integration, but also the principle of rewarding and motivating employees. As a result, productive work, with more satisfaction, fewer changes in teams, thus creating conditions for longer-term cooperation!