HR Manage is a generic Human Resource Information Management System that can be customised to meet your needs. It consists of modules related to specialist functions in a HR department. These modules include Employee Data Management, Employment History, Job Profiling, Training Management, Certification, Performance Management, Employment Equity, Disciplinary Actions, etc.
Move beyond data capturing and reporting. HR Manage version 3 unlocks the strategic functions of a HR department by helping you to analyse the return on investment of your human capital development program.
Comply with SETA ETQA regulations. HR Manage was developed against the backdrop of the NQF and other Labour Legislation requirements. With clients such as Makro, Builders Warehouse, The Spar Group Ltd and many more, HR Manage version 3 reflects the best practices of leading South African corporations in both the private and public sector.
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Managing Human Capital in the knowledge economy requires the rethinking of traditional HR processes. The shift towards Human Capital Management demands instantaneous accurate information.
Because Human Capital investment and measuring the return on investment are becoming vitally important, HR practitioners have to have reliable systems with up to date information. Where this is not the case, highly skilled HR practitioners are using valuable time to try and compile reports from multiple sources that should be done by a straight forward HR System. The further negative side to not using a proper system is that high level interpretation of trends and formulation of future strategy are often neglected due to the high demand for basic data processing and reporting.
The solution to this challenge is a HR Information Technology System that is user friendly, yet able to support the real complexity of the transforming South African HR environment. Such a system has been developed by People Resolutions and is used by some of the leading companies in South Africa for the last 7 years. It is a relational database making use of SQL and developed with Dot-Net technology. The system supports a range of HR processes including the following:
The system has different modules that can either be implemented as one integrated system or any combination of modules can be selected and customised. There will be no third party limitation on any system changes since the supplier also owns the source code.
HR Manage can interface with almost any payroll so that employees in HR Manage are updated monthly, weekly or sometimes even automatically overnight from payroll. Alternatively the system can run as a stand-alone option where changes to biographic details can be maintained separately (e.g. Surnames change, job titles change etc.) Note: The data can only be imported from the payroll into HR Manage (one way traffic only). No data from HR Manage can be saved back into the payroll.
Normally no salary information will be imported and stored on the HR Management System.
During each update of data from the Payroll the system will check the current Job Title of the employee. If the Job Title on the file that must be imported differs from the data in the HR Management database the system will automatically save the current Job Title in the Employment History and save the new Job Title as the current one. This methodology allows users to keep track of all Promotions etc. that must be reported as part of the Employment Equity Report.
Job Titles play an important function in the database. Any Job Title gets linked to various sets of related data (e.g. Occupational Group, Occupational Level, OFO Code, Core or Support Function). These links are required for reporting and maintaining records. Because Job Titles are linked to a range of other fields in the database each Job Title change provides important information with regards to HR functions and reports.
All the records from terminated employees will be kept in the database for future referral. With the use of “filters” the data from terminated employees can be included or excluded depending on the purpose of the report.
The system will automatically update the organisational hierarchy on the web page allocated for this display. The only maintenance required is that when an employee is captured on the system the employee must be linked to the relevant manager.
The following diagram gives an overview of different data tables that can be viewed at different stages of the business process. The data is sorted in “libraries” so that housekeeping is made easy.
Updating training records can be done in batches. No need to change records one by one.
Training can be set up with “expiry dates” (e.g. First Aid courses) so that people who are due for re-training will be “flagged”. Advanced grouping of training can take place. E.g. if the Induction Program includes Occupational Health and Safety but on the other hand Health and Safety is also a “stand alone” module the system has different ways of linking the two so that duplication can be avoided. This module has very advanced features required to manage Learnerships and adheres to requirements so that the client can be registered as an accredited training provider with the various SETA’s and data can be transferred to different SETA ETQA databases.
For more information, go to the Training Administration product page.
This module integrates with the Training Administration Module and allows a company to print a certificate based on in-house training successfully completed. The certificate can be setup to print completely from the system with certificate numbers generated to print on blank paper or it can just fill in the details on a pre-printed certificate. Multiple certificate formats / layouts are supported, each with their own certificate number range.
Certificates can be requested by a user for a Training Record that has been completed and signed off. Based on company policy, the certificate request can then go through an electronic approval process or be approved and printed directly.
The latest changes to the Employment Equity reports have all been incorporated in HR Manage. All the data required for producing the report is kept in the HR Manage database with the ability to view the profile of the company at any point in time. EE targets can be linked to specific Job Titles, race and gender profiles so that progress reports can be produced at any point in time to compare current profile against the target profile.
For more information, go to the Employment Equity product page.
Bursary applications, allocations, progress made during studies, pay-back arrangements etc can be tracked and reported.
HR Manage has an extensive module for setting up and managing individual performance agreements. The logic used in this module can be extended to other HR processes where the tracking of progress is important and regular progress reports required e.g. internships, apprenticeships and the mentoring of protégés.
This module runs on the Web. Any user will be able to log on and see the current “status” of his performance rating. A manager can log on and do performance rating of his subordinates on the web. All the results can be printed in various reports showing the real-time status of a company wide Performance Review. The HR dept can set policy and procedure in place while enforcing the sequence of tasks (e.g. a performance agreement must first be “signed off” before performance ratings can be captured.)
This module can also be set up to support the principles of the Balanced Scorecard (Norton & Kaplan) where individual performance targets are related to organisational strategic objectives.
For more information and screen prints, visit the Performance Management System page.
The system has the functionality to set up different types of Profiles that can be linked to a Job title. Each Job Profile can be set-up for a different function e.g. a Performance Agreement or a Competence Profile or a Job Description giving an overview of areas of responsibility. This type of document will normally be used to clarify someone’s role in the organisation or for advertising vacancies. These Job Descriptions can be viewed via the Web.
For more information and screen prints, visit the Job Profiling System page.
The system has 3 types of reports. The first type includes reports that are pre-designed by the supplier and the end-user can make use of a “report wizard” where the date range, branch, division, location etc can be changed each time the report is produced. The report template will however stay the same. (E.g. the reports for SETA’s). These reports can be saved as PDF files or as rich text format. (Rich text format can be read with MS Word)
The second type of report is produced in Excel. Data can be viewed in any of the data tables with search-and-find options. Once the appropriate information is extracted in a data table, the entire table can be exported into Excel by the press of a button with a what-you-see-is-what-you-get functionality.
The third type of report allows the end user to extract any data from the database and produce it in an Excel Spreadsheet. The difference between this method and the second type above is that the end-user is not restricted to only export data that can be seen in the data table, but all the data that lies in the “back ground” of the database as well.
The system is flexible enough to allow us to develop custom reports for a company. Those reports can be custom branded and will only be available for users from that company.
For more information and screen prints, visit the Reporting & Exporting page.
HR Manage can help you to keep track of all the categories of leave and the balance each person has at any given time. The leave history is easy to view and the projected balances can be displayed while an application is processed. Approval of leave can go through all the necessary stages. Different levels of approval can be set up to meet specific organisational needs.
This module has a range of generic functions as well as customisable features. The program can take a complex number of variables like public holidays and other rules for work over weekends into account when processing number of leave days.
A leave balance and history of leave granted over a selected period can be printed per Individual, per department or per branch. This can be sent as a report to various users.
HR Manage is designed on a unique easy-to-use, yet very powerful user interface. The look-and-feel for the different modules are standard with features such as a very advanced Filter Engine, customizable column layout for listed records which can export to Excel with the press of a button. The system allows for multiple copies of the same window to be open (each with a different applied filter). HR Manage 3.5 boasts with a new powerful modern user interface (Office 2007 style) that is easy to use with a lot of shortcuts to get quick results.
HR Manage has its own user accounts management which means that the program administrator can set up access for other users in HR Manage without having to log a call with their IT department. The user can also choose to link his HR Manage username to his Windows username to enable password-less access. The program is very secure and access can be set up for specific features within the various modules as well as access to employees within specific branches / departments / divisions / job grades.
HR Manage is a generic human resource system that can be customised to meet the client's needs. The system is extremely customisable and most fundamental changes can be done by the program administrator. In addition to current functionality, we are also willing to develop new functionality based on client requests.
Some of the features that can be customised include:
HR Manage version 3.5 and the web based modules were developed on Visual Studio 2008 and the Microsoft .NET Framework 3.5 by Microsoft Certified Professionals. The data is stored in a Microsoft SQL Server database. Any 3rd party tools and components used in the development are from market leading providers.
Version 3.5 was developed using advanced compression and caching techniques to optimise performance for use over WANs and the internet. The user interface has been simplified even further and calls to the server have been minimized.
HR Manage is developed based on best practices found in a wide range of industries and national government departments. Developed specifically for the South African needs.
Continuous development is being done on HR Manage to ensure that we stay up to date with the latest technologies, requirements and laws (E.g. New SETA & EE reports). The new developments also include customer requests which contributes towards to the collective skills and knowledge behind the system.
This results in updates, bug fixes, new features and modules being available on a monthly basis. Maintenance clients are updated on a regular basis or as new features are required.
If you would like us to do a formal presentation at your premises and work out a quote, please complete the Presentation Request Form.