MindKey HCM automates the HR processes that involve Michael.
Michael occasionally has hiring needs in his department, and he can easily make certain that the job description communicates the right requirements to help ensure that only the right candidates are considered.
As with most managers, Michael is measured on the performance of his department and employees. Michael sets realistic performance goals for his employees, and supports achievement by ensuring that competency development goals and activities directly align with and support targets for his department.
In addition to annual performance reviews, Michael is responsible for quarterly employee development discussions. He is proactive, and uses his performance dashboards to regularly monitor performance in his department. He enters details about what to discuss, provides preparatory materials, and books appointments directly in Microsoft Office Outlook calendars. Automated system workflows keep Michael and his employee engaged throughout the process by prompting them when it’s their turn to take action.
His employees are free to browse the company's catalogue of training courses, and submit requests to participate in the courses that they think are appropriate. Another system workflow notifies Michael of the request, and provides details about why the course is important to the employee. He can then either approve or reject the request, and provide details to support his decision.
Michael uses an intuitive graphic to quickly see competency profiles for his employees and his department. He can also compare and analyze competency gaps to identify just how well his employees stack up against their current job requirements.
