PeopleWorks

Many organizations have started realizing that human capital is their most valuable asset. The skills, qualifications, training levels, and productivity of a workforce can either do your business or break it. With this in mind, companies have begun to dedicate resources for recruiting, training, and maintaining teams of talented professionals for the future of their company.

Human Capital Management is one of the most critical processes in an organization. Though the general idea of HR refers to recruiting, it is much beyond it. Ideal HCM software can aid an organization in rationalizing the HR processes.

Human Capital Management (HCM)software also referred to as, Human Resource Management System (HRMS) or Human Resource Information System (HRIS), offers an array of applications for effectively automating and streamlining HR-related activities.

PeopleWorks – Powerful & Robust HCM Solution

Peopleworks is cloud-based HCM software that ensures quality and sustainable HR functions. From hire to retire, it offers a comprehensive suite of features and modules that simplify human resource operations. Be it recruitment, manpower resource planning, employee self-service portal, or leave management, Peopleworks covers all the aspects. 

This review is regarding the Peopleworks Module 2.0. With an intuitive and user-friendly interface, Module 2.0 offers configuration for each unit enveloped inside it.

Here, we will familiarize you with all the features and functionalities that Peopleworks’ Module 2.0 encompasses.

In-depth Analysis of PeopleWorks’ Module 2.0

1. Action Items

As the name suggests, all the items on which the actions are pending to be taken are listed here. Employees can view/take action accordingly.

2. Manpower Resource Planning (MRP)

MRP ensures avoiding workforce shortage in an organization. Here, the Manager / HR can do Resource Planning and Allocation on an approval basis. Eg – Recruiting managers can create a plan wherein they can mention the number of positions under different hierarchies. HR managers can download the Excel Sheet, update the requirement, upload the sheet, and submit it for approval. The HR will also have access to the screen on the MRP Dashboard. Additionally, if the manager’s requirement extends post the approved positions, then modifications can be done through the MRP dashboard.

Manpower Resource Planning (MRP)

3. Recruitment

Recruitment is a crucial element of the HR process. At the same time, it is time-consuming. With Module 2.0, companies can reduce HR’s overhead by simplifying the entire exercise. Let’s start with its Requisition Dashboard.

On the Requisition Dashboard, one can choose between the types of vacancy – whether it is regarding the replacement of an existing employee or HR needs to hire a new employee. One can also mention the bands or grade as in what level of skills they require and the budget allocated to it.

Accordingly, HR can pull out resumes from the job portals/career site / IJP. The HR also has a provision to include the required skills and experience for a particular role with the help of Job Description. The Manage Profiles Dashboard helps one to manage the profiles of all the applicable candidates.

The HR Workspace helps the HR to initiate different activities such as (offer letter initiation / BGV / Medical check-up / Police verification etc). HR Workspace will also help HR to initiate the offer letter basis approval.

4. Employee Self-Service Portal (ESS)

This module helps the employee if they want to add/edit their data in the portal on an approval basis. Even candidates will also have provision to add the certification details and update their profiles during onboarding. HR managers can also add/edit employee information on behalf of employees.

Employee Self-Service Portal (ESS)

5. Leave Management

A reliable leave management solution allows the business to operate effectively, meet employees’ needs for time off, and satisfy the company’s legal obligations. Peopleworks’ Module 2.0 poses various features under this unit.

Leave Type allows HR to create an ‘n’ a number of leave types – be it paid, unpaid, sick or medical, maternity, paternity, and many more as required.

Leave Dashboard provides an overview of the leave details (leave type, applied date, from-to-date, the total number of days, leave status – pending or approved) to employees. To use maternity/paternity leave, an employee requires an HR grant. They can also see the Leave Summary (number of leaves taken, credited, granted, applied, availed, lapsed, available, and carried over). Employees can plan their leaves with the help of their leave balances shown in the left summary.

HR has access to Credit Leave Dashboard from where he/she can credit leaves in proper employee’s dashboard. Further, the Leave Transaction feature permits HR to take out the leave details of any employee.

The Holiday Calendar Dashboard displays the list of holidays a company has declared. Companies can configure this list as per the regions or their location. For example, the companies in Kerala can declare holidays for Onam, whereas those in Gujarat can do the same for Makar Sankranti.

6. Attendance Management

The employer levies loss of Pay (LOP) for the time during which an employee has not worked specified under the employment contract. Let’s keep it simple! LOP refers to the number of days an employee is on uninformed leaves. HR can either manually download the sheet or present it to the payroll team, or an automatic workflow can be configured to send the LOP status to the payroll team. Similarly, Peopleworks 2.0 provides a loss of pay reversal (LOPR) system that allows employees to apply for LOPR directly from the portal. The LOPR request is sent to their respective managers/HRs’.

7. Shift Roster

As it is essential for HR to know the shifts of employees, Shift Roster form an integral part of the HR process.

With Shift Template Dashboard, HR can map the type of shifts – morning, evening, mid-day, and night shifts. It also integrates attendance capturing via three options – biometric (mark the attendance in the biometric machine), geo-attendance (automatic attendance captured), and desktop attendance (direct computer login).

Depending on the employees’ shifts, HR can assign employees weekly off. For example, an employee on the morning shift may get a weekly off on Saturday and Sunday, whereas an employee working in the night shift may get a week off from Saturday morning to Monday evening.

With Shift Employee Set Mapping, HR can handle shift management easily. It helps HR assign all employees to different shifts and care for shift rotation. Further, the Shift Calendar Dashboard enables HR to view which employee is assigned which shift. Suppose the employees on the morning shift are marked blue, whereas those on the night shift are marked red.

Employees can also determine their shift from Employee Shift Details. He/she can know if their shift is changing or not from this module.

8. P2C (Probation to Confirmation)

Here, the HR, RO, or managers can see which employees are in the probation period and when the probation end. If a manager wants to extend an employee’s probation period or mark his confirmation, he can do so in this module. The HR gets an email notification about the same and thus can take appropriate action. During this process, if employees have to be the assessed basis of some parameters (KRA’s if any) before confirmation, that can be managed using P2C.

9. PMS (Performance Management System)

PMS is vital for managing the performance and training needs of the employees. It contributes to the overall development of an employee and the respective organizational hierarchy.

The goal sheet enables the top management to stay updated with the employee’s performance and track the team’s progress against the set goals and targets. They can even rate the employees in a descriptive way or by quantitative measure. The managers and HR can access the Rating Scale Dashboard. The managers/HR can map goal sheets to the employees so that employees can view the goals set for them. This action is triggered in HR’s action items.

Employee Assessment Dashboard displays an employee’s job performance assessment and review. The Calendar Master offers the assessment rating frequency for different performances. One can name a calendar, write a description of what it is about, mention when it will be effective (from to dates), map Employee Set, mention the Date of Joining and define an employee's Eligibility.

10. Normalization

For a performance-driven company, employees are the focal point as they are the ones who drive the organization towards success with their performance. So, performance tracking is an essential factor for such organizations. Peopleworks introduces the Bell curve method that deploys mapping the performance appraisal of the employees by HR. Here, the managers set the employees' ratings based on their performances. These current assessment ratings are then compared with the targeted bell curve. The adjustments are made to match the annual appraisal budgets. This way, the appraisals are balanced between the top and average performers.

11. Rewards & Recognitions (R&R)

To motivate and inspire employees to work harder towards achieving the organizational goals, offering awards and recognition for their work is of prime importance. Peopleworks Module 2.0 comprises R&R, where the HR can define Reward Types. The R&R Dashboard showcases the list of employees recognized by the managers. Moreover, they can nominate employees here, and the most deserving performer earns the reward. HR can access all these activities and take necessary steps towards giving away the prizes. 

12. Compensation Planning

Compensation planning is beyond giving pay cheques or using multiple benefits to attract, engage, hire, and retain top talent. Depending on an employee’s performance ratings; HR can undertake compensation planning. The HR or the managers decide the budget for the same here.

13. Survey, Broadcast and Declaration 

Broadcast plays a vital role in the human capital management system as it aids HR in making announcements and broadcasting them to all employees in a few minutes. Furthermore, HR can also draft the messages and save them before broadcasting. HR can view the message content, the composed message's start date and end date, and its status (whether pending or sent).

From the Survey Dashboard, HR can send a survey form to the entire organization and take feedback from them on recent activities or organisational changes. 

Declaration Dashboard facilitates HR to make relevant announcements and take consent/acceptance from each individual when the employee is associated with the organization. 

14. Training

The training calendar is maintained and scheduled for the new joiners and existing employees in the training module. The new joiners require induction and orientation training, whereas the existing employees require training on internal product enhancements, new company policies, etc.  Additionally, the nomination of training can be managed by employees and managers.

15. Transfer

In case employees find the need to shift their positions, they can put a request in the Transfer module. As per the employees' skills, managers can also suggest internal movements. If HR or the respective manager finds the application appropriate, they can approve it. They can also verify if the requested position demands a vacancy or not.

16. Travel & Expense

Travel & Expense Dashboard allows the employees or managers to claim or plan the expenses. One can raise the claim request for the expenses incurred. He can also attach the documents or bills declaring the payment done to ensure reliability. One can even plan the expenses and claim for the same. For example, a manager plans to take his team for dinner. He estimates the bill amount to be 2000/-. Through Plan request, he can request the estimated amount in advance. Further, one can also choose the type of currency.

Expense Master can define the categories of the expenses applicable to the employees. Maximum eligibility can be set for each category for different employee sets. Expense Type displays the expense name (be it a hotel, cab, and so on), description of the expense type, status (whether active or not), and if the attachment is mandatory.

17. Separation

Separation Dashboard displays the details of candidates who have applied for resignation, been terminated or absconded, or died. From the Apply Resignation option, employees can submit their resignation. Separation Queue allows HR to know the status of resignation, i.e., the approval is pending with whom. Under the Separation Reason page, multiple reasons can be configured under resignation, termination and absconded categories. Moreover, the ex-employees can fetch their documents from the ex-employee portal within a specified period.

18. Ex-employee Portal

Ex-Employee Portal acts as an information exchange tool between the ex-employees and the HR department. It lets the ex-employees determine the availability of their documents. Moreover, ex-employees can acquire all the relevant documents from their previous employer through this portal.

Wrapping it up

Peopleworks 2.0 takes HCM technology to the next level. With its enhanced features, it centralizes and streamlines the HR processes. It maintains all the information about an employee’s journey in the organization, from recruitment, onboarding, development, and retention to separation. It serves enterprises and organizations with a large workforce.

This human capital management solution will make your company’s HR process seamless. For more info about Peopleworks 2.0 features, visit Peopleworks profile on SoftwareSuggest or login to the Peopleworks website.