Profile management

The employees and their skills

• Personnel file, identifier management, area to report to, title and category.
• Management of new hires and leaves, new appointments.
• Management of training and employee scorecards.
• In-house and outside training, and training dedicated to on-site implementation problems.
• Management of personnel career interests.
• Creation of a training plan. Automatic link to procedure management, automatic update by electronic signature (workflow).
• Definition and referencing of training organizations with their accreditation number.
• Training and scorecard management workflow from the initial request to the final registration in the personnel skill and training file.
• Cursus and abilities classification.
• The aim is to define personnel skill profiles.

Job profiles

• Jobs, missions and tasks. Each job is a set of activities, with related precise tasks. Each function and each task has a written description.
• The mission and task repository is a multi-assignment tool, which means that it may be linked to several base items. For example, the task called "technical results validation" may be assigned to all posts.
• Each job will be defined using the personnel profile entitled to hold it (several people), the substitute employees, and the supervisor to report to.

Attendance and absence management

• Standard business hours modelling for the site. The laboratory defines the personnel working hours.
• Attendance validation. Attendance or absence sheets are validated on a daily or weekly basis. An absence total feature will help the appropriate department generate the personnel salary.
• Attendances may be entered depending on the job or, more precisely, on the missions involved or even the tasks performed (worklist). This will give an opportunity to know who was at a certain post on a specific date.

Referral management

• Concept of general referrals commonly broken down into four main parts, ie technical, staff, products, and documentation. They are generally responsible for defining their skill area and actions involving quality in their field.
• Referrals by area. These will be the equipment or premises managers, for example. Non-compliance messages will take priority in their mailboxes.
• Employees specifically responsible for a definite task within the organization (the author of a procedure, the person responsible for the maintenance of an automaton, etc.).