The Persis HR Portal

The need to directly connect employees and management in personnel processes through powerful HR-portals can no longer be avoided. People are asking for solutions, which can improve the quality of the processes they implement, while providing a value added for all participants. For this, HR-Portals can and must delivery a significant contribution.  

Many providers of differing focus are “chumming for clients” through peddling standard examples or templates for vacations requests or seminar registration. Often solutions are created or promised that are hardly used and many budgets are still or have secretly been tapped-out. The successes with these “solutions” were often at best humble.  What has been left behind is high back-end administrative expenses and unfinished, half-backed processes. The promised reduction in work load remains absent. Why is this?

Even though other providers are concentrating on personnel processes, many projects are driven by IT and guided by solutions, which embody perspectives that are different than those of personnel specialties.  Who of us knows a personnel director with visionary ideas, who due to the necessities of his IT environment is being squeezed into standard products, which remove all room for play (because e.g. these solutions come from controlling and, at best, calculate well). Who of us hasn`t experienced such projects.

In contrast to many controlling or content orientated solutions, our portal solutions put human beings at their center. Our goal is to find and structure processes that give people the feeling they are being understood and given the opportunity to explore freedom and reach goals.  In addition to being simple to use and ready-to-hand, Persis depicts relevant tasks transparently and helps you achieve goals through limited steps.  

We then take it a step further. How? Have you ever thought through your vacation request, or has your provider’s portal ever done this for you?

• Does your system ensure the supervisor receives the request only once a replacement has given his approval?

• Does it include the replacement in the Workflow? What happens if the supervisor is on vacation?

• Will the replacement be automatically informed? Can workflows be forwarded to various employees depending on their respective role and ability to fill in? This means you must be able to tailor your absence replacement policy to fit each task.

• Have you ever imagined how you as a member of the personnel department can find out instantaneously, which workflows lands by which employees in cases where a replacement is needed?

Persis can! Indeed although simple examples suffice to illustrate how complex this can be, one still finds however companies, which are trying to program their HR Portal on their own. Experience forces us to warn against this.  Development expenditures will become prohibitively large, while a standard program always performs better.  Merely consider the follow up work related to product maintenance and further development (which the powers-that-be inside your company alone will invariably demand).

The Persis HR-Portal offers you a modern portal, which will continue to supply you well into the future.

Our HR-Portal "Persis Personnel Manager" fits optimally with numerous other modules.

Below is a small overview of the functions in the Persis HR-Portal, including numerous components for meaningful expansion:

• Employee Self Service (ESS). You may modify numerous master data files and qualify data simply and transparently.  As the customer you determine which data can be viewed or modified.  The menu structure and processing can be changed easily. And of course the competent personnel consultant can always receive information regarding the modified data.

• Manager Self Service (MSS). Here you can see the group functions, like e.g., vacation clearances, seminars, scheduling of promotional meetings, etc. These activities can also be assigned as partial tasks to e.g. assistants, who themselves can carry out vacation planning.  

• Viewing personnel data and access to the digital personnel files. View particular employee data, incl. access to current file contents, e.g. salary data or developments in salary in their most current version.

• Work safety. Here you can view your employee‘s profiles (e.g. stage helper, First Aid, etc.) and follow how the instructions are being carried out.  Your HR-Portal will automatically remind you of coming deadlines on demand.  And of course an accident notice can be directly entered in the form provided.  

• Applications. Here you receive a view of all open job descriptions, and candidates can apply online. As the requesting department, you always have access to the applications, which are forwarded to you (as digital application portfolios as well), you can also agree upon dates for meeting and view relevant statistics online.  

• Continuing education and Qualifications. In addition to your current qualification profile with all of its closed and planned measures, the employee can plan his continuing education with respect to agreed upon goals. Educational catalogues listing the content of seminars and deadlines are always available; you can make requests for particular seminars and release these over a workflow from cost center managers or other supervisors.  Moreover, management may always review their agreements with employees and follow up on their investment at any time through a transfer check.   

• Education. Do you already have interns in your department or are you an intern or trainee? Here information regarding the relocation plans for a corresponding module is available online in the HR-portal. Forget the old schedules that had to be constantly printed or sent.

• Promoting Employees, employee meetings, goal setting.  Nothing is as discouraging as a broken agreement. Who of us has experienced an annual promotion meeting, where actions are agreed upon, but by the next meeting they are no longer being carried out. This is ultimately an indictment of the entire execution process.  It doesn`t have to be like this. Practice oriented assistance for supervisors is made available in numerous manners.

• Position Management. Inform yourself at any time about occupied positions, position requirements, position planning and position processes. The entire personnel budgeting process can begin here without any additional expenses being necessary. Or are you still using Excel-lists?

• Idee management. Many people consider this a PR process. This is however not the case. In a de-central model, supervisors act as experts. Thus, Persis means that after PR is properly started by selecting the right personnel, it can be continued through correctly classifying and encouraging respective ideas. The platform alone provides additional motivation through reducing the time necessary to process ideas and thereby increasing the transparency available to follow them to fruition.

• Vacation, Presence, Telephone lists with a personal calendar. And much more. You`ve noticed that our product is very comprehensive.  And even better, due to the integrated openness of our system, you can create your own enhancements yourself.

Have we promised too much? Let us answer that question through a presentation.