A multi-tier based competency management system that enables the organization to define the desired competencies model that is used to defined competencies using up to 9 tiers, from general to specific occupation and job competencies. The competencies once defined are used to conduct Job Competencies Analysis to identify the competencies required for each job. Employees are then assessed on their competencies relevant to the job assigned, and actions can be taken to improve competencies through training, job coaching, on the job training, or assignment to other job for learning purpose. The competencies management is seamlessly integrated with career planning, training management, performance appraisal, and succession planning.
iTrain is a comprehensive training management system that is totally integrated with other related products such as iPerformance, iContract, iCareer, iSuccession, iCompetency. The basis for the iTrain abstraction Model is that an employee is trained to develop certain lacking skills or knowledge which are required to conduct a specific job, either already assigned to the employee or to be assigned to him/her in the future. The training business process workflow that is supported by iTrain is based on the Gap Analysis Model, whereby an employee is assigned or to be assigned to a job, the job requires specific skills and knowledge proficiency level. The employee is assessed to determine his/her skills and knowledge proficiency level as they pertain to the job. The employee skills and knowledge level are compared to the job requirements, then the Gap is determined. Once the Gap is determined, then we know what training courses that the employee needs to take in order to meet the job’s skills and knowledge requirements. Once the training courses required by the employee are defined, then we develop the Training Plan for the employee in view of his time availability. The training courses are then scheduled, and the employee registers in the training, after which a post training assessment of the employee is conducted, and a Gap is derived again, and the training plan is updated.
The training evaluation module is designed to allow the user to define its own set of sections, question subjects within each section and any number of questions within these question subjects. This framework is entirely configurable and all content can be setup as per the user’s need. These sections, question subjects and questions will be used to evaluate the training, the trainer, the training institute, the trainee and any other issue to be evaluated. Users can provide their feedback through self-service and can do so either using open text feedback, multiple-choice / radio buttons or by scoring the questions.
A 360-degree based performance evaluation system with user defined performance appraisal/ evaluation dimensions and associated elements/factors. The Performance Appraisal system is goal based, where the first dimension in the appraisal process is the employee performance plan for the year, where the specific goals are defined which need to be achieved by the employee. The goals are aligned with the organization annual plan, and the employee is assessed on the achievements against the goals as defined in his/her performance plan. Additional performance appraisals dimensions and associated factors such as competencies, Hay factors, and/or internal factors can be defined as well. Based on the employee performance plan/goals, and additional dimensions and factors, the system automatically generates performance evaluation forms with multiple evaluation dimensions and elements and factors where each evaluation block/section with associated factors can be assigned to a different employee/supervisor for assessment and recommendations.
Interact HRMS Career Planning supports a 5-Step career planning model including Self-assessment, Direction, Gap Analysis, Planning, and Implementation. The career plan goals are linked to specific training programs/courses which are implemented and assessed through the training management system. Employees are assessed based on accomplishments and achievements again pre-agreed on goals defined the Employee Performance Plan. Additional dimensions can be added to the performance appraisal including competencies, Hay Classification factors, or other appraisal elements/factors unique to the organization.
Interact HRMS Succession Planning tracks and marks those critical jobs/positions which require succession due to retirement, termination, or other termination actions, and devise effective action for identifying internal employees or external applicants who can be prepared for succession. For internal employees, career plans can be setup to prepare the employees for assignment to the positions/jobs that are upcoming for succession. Seamlessly integrated with competencies management, career planning, performance appraisal, and training and development.
In addition to the regular performance review process which falls under performance planning, employees and supervisors can also follow a progress reporting process whereby employees provide regular updates throughout the year. The progress reporting is done within a framework which allows the user to define a list of Progress Activity Types, Piecework Units and Piecework Units of Measure. Within this framework, employees can report progress on any activity, and indicate what has been achieved for each Piecework Unit type based on its Unit of Measure.
Employees can report daily, weekly, monthly or any time they feel it is useful to do so against a specific action plan and these reports can be linked with specific clients, projects or organization units. The entire framework is flexible whereby e.g. salespeople can report on sales, consultants can report on projects and billable hours, and hourly employees on the shopfloor can report on items produced or piecework completed.
Progress reports are available for the supervisor to see and for anyone else who should be authorized to have access.