The solution used to identify all the necessary items to “juggle” with the HR processes. Define the organizational chart, the roles, the positions and the job descriptions, the skills’ matrix.
The specific information (such as HR tools like the organizational chart) is managed in a single place of the application, to ensure the singleness of the information. It can be further used in any parts of the solution, avoiding the duplication.
The organizational chart is a basic tool in HR processes management. The Sincron solution fulfils the essential needs of using the organizational chart, including: its easy definition and updating by all responsible persons, fast access to any employee - if desired, its use in various business materials. You can choose to build it from an administrative or operational perspective.
This part of the solution provides the framework for defining and editing the organizational chart. Once created, it is accessible to all those who are entitled to use it, ensuring the uniqueness of the information. Furthermore, the information once synthesised and structured within the organizational chart, with the hierarchy already defined at the organization level, can be extracted and further used in all HR processes.
This can automate flows in any HR process - you can already set, for example, which are the skills that you plan to evaluate at a role or department level in the performance management process or a role related onboarding plan.
The organizational chart provides flexibility and improves the user experience (allows different colours, drafts, printing, adding pictures, viewing by employees) and the access is a click away.
This solution is also for managing the staffing related information or the staff situation on departments: needed versus surplus staff, you have a staffing pattern on departments (planned, updated, vacant positions, budgeted / unbudgeted positions).
Use a structured and unique framework to collect all the roles of the organization. The role-based approach combines position and job description related information.
The initial input of the HR team is to correctly and fully define all these roles, with all the information specific to each role. This includes: the necessary skills, the recruitment announcement, the department intended, the organizational level, the type of role (managerial or non-managerial), the necessary training and onboarding, the assignment of objectives, etc.
Practically, Sincron helps standardise the storage of information about the organization and provides the framework within which all information is brought together and easily accessible.
Managing all the organization roles in this complete manner gives you greater visibility on the allocation of functions across departments and on the content of each job.
The skills matrix, a tool used in the HR field, helps to define the specific skills of each role, by defining the noticeable behaviours.
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Until now, it was difficult to have access to the defining elements of the organization in a structured way. Also, in the context of staff turnover in the HR department, the way of organising the information provided by the Sincron platform facilitates the transfer of information from one HR specialist to another, without losing essential aspects to the company. The solution centralises all HR-important information, being an anchor of stability in the midst of various staff changes.
The fact that I have some already-defined and well-trained HR tools - such as the Performance Assessment Form - helps me considerably in my work as a manager. The HR tools and information about my direct subordinates are centralised and easy to access, so I can solve my management tasks more quickly.
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