Organisation and Position Management
Getting a headcount should not be one of the most difficult questions to answer about your business, nor should detailing costs or spend by a department, region, or group. HRDirector enables companies to accurately model their company structures as well as provide information based on an organisational dimension. HR Director gives companies the ability to accurately represent their organisations’ structure and act on relative information in a timely manner.
- Create unlimited Org levels and units within these levels (business units, departments, divisions, cost centres, etc.)
- Pre-defined position library with attributes such as occupational levels, grades, levels, codes etc
- Ability to attach employees to a position, org structure and reporting line independently
- Alternatively, to the above, if job management is in use, employees will be linked to a job number, inheriting the org structure, position and all its attributes that are linked to the job
- Ability to overwrite attributes such as grade and employment status on employee level
- Ability to inactive an org unit with an effective date to ensure it cannot be linked to a job/employee in future
- Link further requirements to a position such as skills, qualifications, training, outputs etc. which allow for skills gap analysis and training gaps to be identified
- Download a PDF format job specification
- Mass update reporting lines when a manager is terminated
- On/Off-boarding notifications to multiple departments/employees
- Mass internal transfer between org units
HRDirector enables Organisations to capture, track, and report on the current state of their business with confidence in the accuracy and relevance of their data.
Developing and defining accurate job descriptions as well as various requirements for each of the positions in the company plays an important role when measuring an employee’s performance and when the need arises to recruit for a particular position a job specification can be printed out immediately.
HRDirector gives companies the ability to store information relating to a position that includes the overall purpose of the job, what grade the job is attached to, who the position reports to, what occupational category and level the position falls under which is critical for employment equity reporting and much more.
Organisations are able to define the following detailed requirements and information for a position:
Skills Requirements – Indicate exactly what skills are required, how many years experience, what level of competency and how important the skill is for the position by indicating a weighting figure.
Qualification Requirements – Record the minimum qualification requirements.
Outputs or Tasks – Define all duties or tasks that are expected of a position so that employees are aware of what they will be measured on when it is appraisal time.
Competency Requirements – Depending on which competency framework your Organisation utilises, you are able to indicate what competencies are required for a position. This greatly assists in driving an interview in terms of what questions are asked to a candidate.
Other Requirements – Record any additional requirements that do not fall into the categories above such as the position required a driver’s license.