Verismo HR

your everyday business

Verismo Systems AB

§  Founded in 2001

§  First Verismo HR implementation 2005

§  2010 Verismo HR

§  2013 Verismo HR OY

§  Sales and partners in Sweden, Finland, Poland and Slovakia

Core HR §  HR Master Data §  Organization Management §  Holiday & Absence §  Induction & Exit §  HR Reports

The Verismo HR Solution Selected Modules

Performance §  Business Objectives §  Objective Cascading §  Individual Objectives §  Development Plan §  Self-Evaluation

Talent §  Talent Review §  Talent Profile §  Competencies §  Gap Analysis §  Talent Pools

Compensation §  Salary Review §  Bonus and Incentives §  Compensation Models §  Pay Components §  Benefits

Succession §  Succession Models §  Succession Planning §  Successor Management §  Career Paths §  Career Planning

Training §  Plan Courses §  Handle Applications §  Development and Career §  Rate Participants §  Get Feedback

Recruitment §  Create Ads §  Evaluate Applications §  Select Candidates §  Integrated with Induction §  Application Pool

Technical Information •  User Interface

•  Self-service

•  Languages and currencies

•  Role-Based Access

•  Tasks and Processes

•  Customer Flexibility

•  Security and Integrations

The Solution Technical information

Great User Interface

Verismo HR is easy to learn and a pleasure to work with. With logical and consistent user interface it is

easy to learn and requires very little user support. All pages share the same basic layout.

Main menu

Breadcrumbs

Overview connected to the content

Main area for content

Quick search

Menu related to the content

General menu with links

The Solution

Bold is selected

Quick link to your profile

Core HR The Basis of Everything

Key Features •  All information in one place

•  Visualize the organization

•  Manage the full employee life-cycle

•  Track absences

•  Get updated HR reports

Job Description

Roles are selected in the position

of employees forming the basis

for the individual job description.

Features

ü  Updated automatically after

changes to role description

ü  Available for all employees

ü  Can contain local

requirements and additions

Job Catalogue

Job families, roles and jobs form the job catalogue. It can consist of

several levels and be made available to all employees, with sensitive

information hidden.

Job catalogue overview and a list of roles

Core HR

Managing Roles Roles are managed in the job

catalogue, organized in job families.

Role Information

ü  Organizational access rights

ü  Type

ü  Role purpose

ü  Accountabilities

ü  Knowledge

ü  Competency requirements

ü  Grades

ü  Pay Levels Text

Core HR

Overview of a role

Organization Types

ü  Line

ü  Matrix

ü  Legal

ü  Geographical

Features

ü  Easy navigation

ü  Organization chart

ü  Reporting chart

ü  Matrix overview

ü  Display reporting lines

ü  Organization list

Visualize the Organization

Any type of organization can be supported using combinations of

organization and unit types. Employees can belong to both line and

matrix reporting structures.

Organization chart for the line organization

Core HR

Display Any Report For

ü  Country or Location

ü  Business Area

ü  Department

ü  Job Family or Role

ü  Key and High Potential

Example Reports

ü  Headcount

ü  Demographic

ü  Absence

ü  Seniority and Experience

ü  Geographical

Get Updated HR Reports

Reports can be displayed for the selected part of the organization

including all or selected employee groups like managers, high

potentials and key employees.

Gender and age distribution report

Core HR

Powerpoint

Excel

Performance Achieving Common Goals

Key Features •  Implement strategies

•  Align meaningful goals

•  Focus on essentials

•  Measure results

•  See different perspectives

Setting Objectives

Objectives are set with the level

above as reference. This also

applies to individual employees.

Benefits

ü  Aligning objectives to the

same goals

ü  Provides context and

purpose

ü  Allows employees to see the

bigger picture

Objective cascade using balanced scorecard

Performance

Cascading Objectives

Setting and cascading objectives makes sure the whole organization

is geared towards the same overall goals.

Setting Objectives

Objectives can be set

independently or in relation to the

level above (cascading).

Objectives Types

ü  Default templates included

ü  Others can be created

ü  Department objectives can

include actions and results

ü  Can be reviewed just like

individual objectives.

Business Objectives

Objectives are set for each department in relation to the overall goals

of the organization.

A simple department objective also displaying the objective of the level above

Performance

Key Benefits

ü  Combine perspectives

ü  Create a clear picture

ü  Define development needs

ü  Measure progress

ü  Identify blind spots

Features

ü  Extensive reports

ü  Only for selected roles or

individuals

ü  Upward feedback or the

whole work circle

ü  Many types of relationships

See Different Perspectives Use 360 evaluations to help employees see different perspectives

and establish more productive working relationships.

Performance

Manager

Direct reports

Role colleague Peer in team

Administrator

Talent What Everyone Needs

Key Features •  Shape the future leadership

•  Identify and develop the right people

•  Increase internal promotion

•  Find and promote competence

•  Get people in the right place

•  Grow key competencies to ensure reserves

Three Levels

1.  Categories

2.  Competencies

3.  Skills

Features

ü  Organize competencies

ü  Define key competencies

ü  Overview catalogue

Competency Catalogue

Set up the competency catalogue and set competency requirements

for roles to lead development efforts in the right direction.

Competencies organized in categories, some are key competencies

Talent

Overview

The employee’s competencies

are compared to the

requirements of roles.

Uses

ü  Current role

ü  Successors

ü  Career steps

ü  Recruitment

Gap Analysis

Shows how well employees fit their current and future roles.

Gap analysis in the current role

Talent

Compensation What Everyone Wants

Key Features •  Take control of costs

•  Pay for the right thing

•  Harmonize compensation

•  Save time in administration

•  Compare cost and performance

Compensation

The cost for the company can be displayed by year with projections

for the future.

Compensation models with different content assigned to employees

Base salary

Pay component

Short-term incentive

Long-term incentive

Non-cost benefit

Regular benefit

Compensation

2010 2012 2011 2013 2014

Display For

ü  Country

ü  Location

ü  Business area

ü  Business unit

ü  Department

Benefits Get control of who has what benefits

and the effect on total cost of

compensation. Benefits include any

compensation in kind, for example

car, phone or cleaning services.

Availability

ü  In selected countries

ü  To selected employee levels

ü  Local values by country

ü  Individual values

Compensation

Overview

Managers make salary increase

proposals for their direct reports.

The proposals are then approved

by the second level managers.

Availability

ü  Delegate proposals

ü  Approvals by senior manager

ü  Supervision by HR

ü  Overall approval by country

before payout

ü  Automatic transfer to bank

Salary Review

Delegate and supervise the salary review process. Involve managers

in compensation as well as performance.

Manager making salary increase proposals for their direct reports

Compensation

Available Reports

ü  Progress of proposals and

approvals

ü  Salary increase in total

ü  Salary increases by country

and division

ü  Salary increases by job

family, role and employee

level

ü  As tables and bar charts or

pie charts

Salary Review Reports

Supervise the progress of proposals and approvals. Get the latest

numbers in real time from a number of reports.

Salary increase report for one country

Compensation

your everyday business