Commonly referred to as HRM or Human Resources Management; HR management refers to the function in an organisation that is responsible for looking after staff members at each point of their working lives.
Croner Simply Personnel is HR software that is provided on a modular basis – with modules dedicated to helping you manage employees at the different stages of their careers.
Stage 1 – Seeing the job vacancy
Unless applicants are being drawn in by employee referral, the chances are that the successful applicant will originally have seen an advertisement for the position. Our Recruitment Manager module allows vacancy details to be uploaded to your website and applicant details to be securely stored within the software.
Stage 2 – Getting appointed in the position
Automated correspondence allows you to make sure you send all the correct documentation to new starters and you can even send a letter to unsuccessful candidates.
Stage 3 – Being set-up as an employee
When a new employee arrives, you can follow a procedure that is stored within the software to ensure you don’t miss a thing; such as photocopying their ID and certificates of qualifications.
Stage 4 – Learning about the workplace/policies
Through the organisation chart, new starters can get a clear picture of your organisation and staff hierarchy from director to junior levels (who reports to who and what do their jobs entail?). Policy documents can be stored securely and HR can track which have been read to make sure that employees have seen all the necessary guidelines.
Stage 4 – Being assigned a rota
If you operate a shift work pattern then Croner Simply Personnel’s Rota & Rostering module can be of great assistance. Not only can it help you to put a new starter on a shift where there is the least amount of coverage but it can also allow you to quickly swap shifts between employees where necessary. Staff can see their own rotas by logging into Croner Simply Personnel.
Stage 5 – Receiving training/a promotion
Skill gaps can be identified by conducting a Training Needs Analysis (TNA) through the dedicated Training Manager Module. Career history details can be stored, so that you can track how employees have progressed within the organisation and see the logical next step.
Stage 6 – Having an annual appraisal or disciplinary/grievance procedure
There are pre-defined templates to assist with appraisals that allow you to assess everyone fairly, as well as seeing the differences between employee and line manager feedback. With the Timesheets and Expenses module, staff can log time spent on a task, so you can increase productivity. Should an employee go against company policies; disciplinary and grievance procedures can be recorded within the software at each stage of escalation (from written warnings to dismissal).
Stage 7 – Going on holiday or being absent from work
Staff can request their own holidays through the Employee Self Service module for line managers to approve. If a line manager is absent, then the approval can be made by another authorised member of staff. Through the Time and Attendance module, employees can clock in and out of work with an aim to reduce lateness. Unauthorised absences can be logged along with the associated reason.
Stage 8 – Leaving the organisation
It’s always difficult when someone leaves the organisation on an emotional level but also in terms of making sure that everything is processed correctly and another staff member can cover the leaver’s job role whilst a replacement is found. Employees can be marked as leavers, a set procedure followed and a suitable candidate for replacement can be detailed within the system.
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