It allows to give greater reliability to the personnel selection process, streamlining the operation and facilitating decision-making, contemplating a competency evaluation system, adding value to the operation and generating results of easy interpretation, serving as an excellent guide in the selection of staff by competencies, managing to integrate an electronic file per employee with all their information.

Helps to develop and manage the training and development processes of human capital, detecting the needs and development and training programs based on real and significant skills for the position, obtaining the administration of the training program for life and career plans, plans succession and replacement templates.

Facilitates the comprehensive evaluation of the organization through:

a) Performance evaluation

Facilitates the performance evaluation processes of the organization's personnel, allowing to set goals, designing evaluation periods, making objective performance measurements, administering the bonus systems / compensation and aligning the efforts of the staff to the strategic vision of the organization. The proposed performance evaluation methodology considers the language of competencies and is compatible with the BSC (balanced scorecard) system.

b) Diagnosis of work environment

It facilitates the process of diagnosing work environment and organizational culture and allows to know the situation that prevails within the organization, based on the perception and opinion of the personnel who work in it.

The climate measurement system evaluates four fundamental dimensions:

• Satisfaction in the organization
• Work environment (updated with the COVID-19 questionnaire)
• Organizational systems
• Work conditions

c) Analysis of staff turnover

Allows analysis of causes in order to correct problems due to high levels of turnover, it also works as a preventive diagnosis of future problems with the working environment.

Facilitates the development and administration of the organization's tabs. The elaboration of tabs guarantees the internal and external equity of the organization salaries, as well as the possibility of implementing plans to encourage and motivate staff in this area.

• Facilitates the process of applying diagnostic tools:
  
  • Questionnaire to identify psychosocial risk factors in the workplace.
  • Questionnaire to identify psychosocial risk factors and evaluate the organizational environment in the workplace. This evaluation allows us to know the situation that prevails within the organization based on the perception and opinion of the personnel who work in it.
  
  CONTENT
  
  • Electronic application of questionnaires for evaluation. The system automatically generates questionnaires, considering the filter parameters established in NOM-035. The application of the questionnaires can be manual or electronic.
  
  The program will present three types of queries:
  
  • Risk level
  • Distribution of results
  • Results matrix
  
  Contains filters to analyze the results of a specific group in the organization. Facilitates the development of work programs to address the detected areas of opportunity
  

Job application

Allows the capture of data by the candidate even remotely. The suggested format is editable, being able to be customized depending on the requirements of each organization, it works as an electronic personnel portfolio, updating this portfolio is automatic and facilitates all kinds of searches with the information entered into the system. See filters for schooling, age, sex, area of ​​interest, etc.

Personnel inventory

It is an electronic file that allows attaching all kinds of worker documents, allows the personalization of fields and facilitates navigation in the electronic history of the organization's personnel. Contains information on income, evaluations, salaries, positions, training, etc.

Job profiles and descriptions

It allows the capture of job descriptions and profiles based on the pre-established generic competences and the technical or institutional competencies that have been generated and entered into the system.

It allows the design and capture of technical or specific and cultural or institutional competences so that the job profiles are designed based on the concept of job competency.

Automatically generates general organization charts, by area or by department.

Dictionary of competences

Preset generic skills, their factors, descriptors and levels. The catalog is editable, in such a way that if the organization wishes to use its own dictionary of competences, it will be able to partially or totally edit this catalog.