Key Benefits

• Summarize organizational performance and competency levels and identify deficiencies in key areas
• Measure the performance of each department and set up short-term and long-term objectives
• Create a detailed career path for each individual, at each level (hourly and salaried), within the organization
• Closely follow up on each individual’s career evolution
• Evaluate cross-functional capabilities within a group or a department. Enhance productivity and also facilitate middle management to effectively “rotate” personnel based on their expertise
• Measure individual capabilities and compare them with the job requirements, thereby assisting the personnel to focus on their deficiencies
• Make accurate decisions for defining training requirements and send the right individuals to the right training sessions. Reduce the cost of redundant training and trainings that don’t necessarily aid people to function better in their jobs
• Prioritize training among personnel. Easily determine the order in which personnel need to be trained by comparing their skill sets
• Easily identify missing skill sets within an area (assembly, maintenance etc) due to absenteeism (or personnel changing jobs) and find the most skilled replacement from within the entire plant or organization
• HR and internal recruitment departments can clearly filter out the right personnel for job announcements based on the job requirements
• Personnel can follow their evolution within the organization using the “Professional Assessment” report. This report provides a detailed view into their competency levels as they relate to their job requirements
• Includes simple and advanced search features, standard performance reports and other reports to evaluate competencies on individual, group, department, and plant levels

Key Features

• Integrates into HR systems to import all the relevant personnel data, hence reducing administrative tasks such as: redefining hierarchy, creating personnel records, creating and assigning job functions etc.
• Allows assigning functional elements (groups and subgroups) to each department (such as manufacturing, Production, Maintenance, IT etc). For each job function within a department, targets can be assigned to each functional criterion. For example (Within Manufacturing Engineering, Industrial design could be a functional element and depending on the job function, the requirements could vary)
• Point based system to clearly quantify and evaluate competencies of personnel as they apply to each functional element. (Configurable to be either numeric or alphabetic (1 – 10 or A – Z). Current implementation uses this schema (on a scale of 0-4):
  • Lvl 0: Not Trained / Not Informed (0)
  • Lvl 1: Has been informed of the task (1)
  • Lvl 2: Can perform the task with aid (2)
  • Lvl 3: Can perform the task without aid – certified (3)
  • Lvl 4: Can train others to perform this task (4)
• Allows users to create workgroups to clearly identify personnel in each zone, cost center etc.
• Allows users to create and associate functional elements as they relate to each job classification. Also provides features to associate these elements to job functions within a job classification and create targets for each element
• Facilitates inter-departmental hiring by providing detailed “Professional Assessment” reports
• Allows integration into training systems to create “pointed” training catalogs for the entire plant
• Allows creation and management of On the Job Trainings (OJTs) wherever applicable