your everyday business

Verismo Systems AB

§  Founded in 1996

§  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 Some 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

Matrix managers have access to everything in a Business area or Function

Line managers have access to everything in the unit (below in the organization chart)

Default Access Profiles

§  Super Administrators

§  HR Administrators

§  HR Assistants

§  Managers

§  Employees

§  Externals

Features

ü  Role-based access rights

ü  Comes from the Master Data

ü  Individual settings

ü  For line and matrix

organizations

ü  For countries and locations

Role-Based Access

Who has access to features and information in Verismo HR is role-

based and comes from the Master Data.

In this example line manager has access to dark units, matrix manager to yellow units

The Solution

Process Overview

ü  Pie chart showing overall

progress

ü  Detailed list for each slice in

the pie chart

ü  Direct links to employee,

department or other item

Automatic Messages

ü  Notifications

ü  Reminders

ü  Warnings

ü  Alerts Showing the number of employees at each step of reporting absences

Keeping Track of Progress

How managers and employees perform their tasks is displayed on

the overview page for each process.

The Solution

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

Core HR

The Induction Process

Verismo HR makes sure all employees get a good start in the company.

The default setup of the induction process

1 2 3 4 5

Prepare equipment and IT

Sign employment contract

Workplace tour

Culture and objectives

Development discussion

The employee is part of the team working towards objectives.

Tour of the office to meet colleagues and learn routines and IT systems.

Discussion of corporate culture and expectations in the role. Set objectives.

Mgr

Prepare computer, phone and user accounts for IT systems.

Review the talent profile created in recruitment. Discuss development. Mgr

Sign contract and upload to the employee’s file archive. Send the original to HR.

HR

Mgr

Mgr

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

Individual Performance Management Using Verismo HR all employees are involved in setting and evaluating objectives. To streamline the

process objectives for one year can be set while evaluating objectives for the previous year.

The default setup of the IPM process

1 2 3 4 5

Preparation to set objectives

Objectives discussion

Work with objectives

Preparation for evaluation

Evaluation discussion

Comments progress Comments progress

Confirms the agreed objectives

Prepares to set objectives

Prepares the evaluation

Confirms the agreed evaluation

Prepares to set objectives

Prepares for evaluation

Manager Process for one year Employee

Performance

Features

Individual objectives are set in

relation to business objectives.

Several types:

ü  Balanced Scorecard

ü  Objective Key Results

ü  Objective Actions Targets

Reviews and Results

ü  Scheduled reviews

ü  Shared or separate ratings

for manager and employee

ü  Outcomes from business

objectives

Individual Objectives

An employee’s objectives can in part come from the organization

through department objectives while others are created individually.

Example objective with actions, target setting and cultural values

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

your everyday business