VOLT COMPETENCY: From Hire to Retire

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VOLT Competency contains the following sub-systems:

  • Training management
    • Define/Manage training centers and trainers.
    • Define/Manage courses and competencies they give.
    • Define/Manage certification exams and the training courses associated to them.
    • Define/Manage training budget.
    • Manage employee training needs, seminars they give, conferences they attended and any academic achievement they achieved.
    • Automatic update of employee record with the competencies, Education and certifications they achieved.
  • Career Paths
    • Define the various careers that form a career path.
    • What is required for an employee to move from point to point on the career path.
  • Succession planning
    • Choosing a job title to find best fit for.
    • Looking across the organization for candidates who can do this job based on their experience, education, certification and competencies.
    • Selecting and employee and perform gap analysis to find what training this employee require to take the selected position.
  • Performance management
    • Define performance levels.
    • Define recommendations.
    • Performance definitions and what actions to take based on each level.
    • Define organizational goals and objectives, the weight they form on employee evaluation and the weight of each goal.
    • Define employee’s goals and objectives and the weight of each goal and the due date.
    • Perform appraisals and submit recommendations, this can be done by different people using different evaluation forms.
    • Compare employee evaluation with previous years.
  • Hiring management
    • Define number of positions for each job title.
    • Show job vacancies in the organization and allow planning the time to fill these vacancies.
    • Define hiring budget.
    • Creating review forms for the various positions or group of positions.
    • Create recruitment exams and grades.
    • Allow posting vacancies to the internet for external people to see, and on the intranet for internal employees to see.
    • Filling candidate forms can be done by HR officer, employees logged into the system, or external users from outside the organization through the internet.
    • Review candidate forms and CV, categorize them and choose best position to interview them for.
    • Scheduling interviews and choosing when and who will do it, suggesting the job or jobs to interview the candidate for, the review form to use and send notification to the interviewer and candidate.
    • Interviewer can see all candidate data and CV, fill in the review form, see the results from the exam and issue recommendation.
    • Give offers to candidates.
    • Hire candidates and this will create their employees data directly from the candidate form.
    • Plan cost of raises and bonuses and tie it to employee performance.
    • Plan recruitment cost.
    • Plan training cost.
    • Plan promotions.
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