Human resources, a valuable resource that needs managing.
Services that take into account the social dimension and allow to manage social relationships.
Manage human capital
Do not neglect the human and follow the teams, staff, an essential and valuable resource to the success of the company.
Avoid discrimination and excesses of some supervisors, too large differences between individuals and entities, too great frustrations for people. Gives some ways of expression and of appeal to employees, and empower both staff and hierarchy.
Use a tool that will naturally impose a level of structure and objective dialogue between the hierarchy and the employee, homogeneous enterprise-wide.
In responsibility of the Human Resources, ensure compliance with operational rules and best practices, ensure equity and social climate. Drive, optimize human capital of the company.
Detect the capabilities, skills, weaknesses and training needs, ideas, desires, frustrations, sources of potential conflicts.
The company’s performance through the performance of departments, entities, teams and individuals.
Set business objectives, entities, teams and individuals objectives, define criteria and measure. Finally, think, communicate, thank, punish. All on a formal basis, with rules defined, known and understood by all.
Use a tool that will naturally support the business strategy and will impose operational and structured approach throughout the organization down to the collaborator.
For line managers, they empower and have a tool to motivate individuals and teams.
For the Directorate of Human Resources she has a tool for controlling the performance it can bind to the conduct of its pay policy and the management of the payroll of the company.
Managing the variable portion of pay
Individual contributions to performance, that is to say the achievement of personal, group, business, often means assigning a variable portion, a profit-sharing, bonuses.
Manage your payroll, implement your pay and employee motivation policy. Use a system that provides a direct reading to everyone, transparency, and that is based on objective criteria and formalized performance measures, leaving little room for subjectivity and unfairness. Finally, optimize employee and managers motivation.
Use a tool that will naturally involve the employee of the company since the definition of objectives to his pay and thus improve very much social relations. Develop team spirit, stimulate the management, empower everyone, including the social partners. No more sterile conflicts, no more discussions impossible due to different approaches and foundations, this because of the absence of a formalism, allowing all (re-) interpretations ...
Manage individual measures
Attract, retain, but also encourage talent through a policy of pay and promotion, appropriate and effective career. Respond to a wide variety of situations, regardless of market and internal constraints, especially financial, while ensuring the overall consistency and retain some equity.
From executives to single employee through the management, manage premiums, bonuses, stock options, career development while managing and controlling your payroll and maintaining overall coherence reflecting wage policy. Use a system that provides a clear and complete view to the management and employee, which displays all parameters, emoluments and their changes over time. A tool allowing great flexibility at the individual level inside a framework that avoid inequity. Finally, win loyalty and maximize employee motivation.
Use a tool that will naturally assist and empower the management, which leaves it as to the board with wide latitude to manage many possibilities in very personalized individual cases. More naturally expand your HR policy in line with your business strategic plan. Control the limits and proper enforcement. Manage your payroll, avoid excess and potential sources of social conflict ...