HR SOFTWARE FOR PERSONNEL MANAGEMENT & HUMAN RESOURCES

 

WHAT DOES PERSONNEL MANAGEMENT MEAN?

The term personnel management encompasses all aspects of employee management and employee training in a company and is therefore also often referred to as personnel development.

The goals of this personnel controlling are manifold:
From simple employee motivation to leadership training to employee retention in project management tasks, the objectives range. However, team development and executive coaching are also important aspects to ensure long-term, optimal personnel planning.

 

HR SOFTWARE (HUMAN RESOURCES SOFTWARE) - SUITABLE NOT ONLY FOR LARGE COMPANIES

Personnel development and personnel planning have long since ceased to be a challenge for large companies alone. In times of a shortage of skilled workers, "small and medium-sized enterprises" (SMEs) are also increasingly interested in long-term employee retention.

Until the 2000s, personnel management was still the domain of external management consultancies, which, in the context of corporate restructuring (change management), also took care of the optimal use of professional and social competencies in employee management.

While this early form of talent management only included a detailed appraisal interview, the requirements for sustainable personnel controlling are now much more complex, including the selection of the right test persons for executive coaching through an assessment center with the purpose of recognizing, promoting and retaining particularly talented employees (high potentials, war of talents).

With our newly developed Q-Matrix HR software, your personnel consultancy receives an effective tool that analyzes the aspects of employee management and employee motivation on several levels and helps to find high-performing and developable talents in your company and to define individual target agreements in organizational development and personnel controlling.

 

HUMAN RESOURCES MANAGEMENT (HR) AS A FACTOR IN A COMPANY'S COMPETITIVENESS.

The three pillars of optimal human resources development are:

  • Personnel development from the point of view of employee motivation and retention
  • Promotion of employees' strengths and inclinations with regard to their individual wishes
  • Personnel controlling with regard to competitiveness and company goals

Apart from the two main factors of improving the positioning on the market and the success of the company, the other objectives can be divided into two groups:

 

TARGET AGREEMENTS IN PERSONNEL MANAGEMENT FOR COMPANIES

  • Improving profitability and efficiency in the company: responding to market challenges
  • Increase employee motivation and identification with company goals, savings from management consultations
  • Increase employee qualification with regard to professional and social competence (e.g. project management, leadership training, team development)
  • Recognize and eliminate potential for improvement with regard to miscast positions
  • Retain current specialist and management staff, identify and develop specialist and management successors
  • Strengthening and developing the social components of employees (e.g. self-management, leadership, team development)

 

TARGET AGREEMENTS IN PERSONNEL MANAGEMENT FOR EMPLOYEES

  • Identifying existing deficits, tapping unused potentials
  • Internally: Reduce the risk of job loss. Externally: Improve employment opportunities on the labor market.
  • Adapting tasks and responsibilities to the employee's abilities
  • Increase standing and self-image in the company, influence organizational development
  • Identify career opportunities through further training (coaching), improve reputation and income

 

PERSONNEL DEVELOPMENT WITH Q-MATRIX

With the qualification management software Q-Matrix you have a powerful toolbox for the qualification of your employees and for sustainable personnel development at your side.

 

CATALOGS OF MEASURES, ACTIVITY PROFILES AND WORKPLACE DESCRIPTIONS

In Q-Matrix, you can create your own catalogs of measures, enter activity profiles and workplace descriptions for your company. The content you set up is made available to all authorized users of the software. The administration of profiles and measures as well as the updating of competencies are maintained directly in the system as easily as conveniently.

The evaluations and analyses of all planned and implemented measures come together in your company. In this way, you maintain an overview of the qualification activities and the success of each employee and your company at all times.

 

APPLICANT MANAGEMENT THROUGH INTELLIGENT COMPETENCE ANALYSIS TOOLS

You want or need to fill or restructure jobs in your company. This is always a tedious task with extensive documentation effort. With the applicant management of Q-Matrix you have a clear structure of all applicant information for an advertised or to be filled position in your company. Intelligent competence analysis tools help you quickly find the right person for the job. The software helps you match job profiles and job descriptions with applicant data to get a first selection of potential candidates.

At the end of the application phase, your entrepreneurial experience or even the necessary "gut feeling" will certainly be decisive for hiring.

With Q-Matrix, however, the way there is made much easier for you.

 

IDENTIFY DEVELOPMENT POTENTIAL THROUGH EFFECTIVE SKILL MANAGEMENT

By maintaining your internal workforce data in Q-Matrix, you can, of course, also find suitable employees for a vacant position in your company quickly and in a targeted manner within your own ranks. The job-specific qualifications are supplemented by personal skills and competencies of your employees, which are stored in the skill management of Q-Matrix. In a comprehensive GAP analysis, you can see at a glance the intersections of desired and actual situations, you discover development potentials and resilient reasons for or against filling a corresponding position.

 

ADDRESSING DEMOGRAPHIC CHANGE EFFECTIVELY AND OVER THE LONG TERM

Q-Matrix also takes into account the demographic change in our society and in the companies of the economy. Keep an overview of the age structures in your company or even in each department. In this way, you can counteract an aging workforce early and in a targeted manner, and plan job staffing for the long term. It may also make sense to train individual employees specifically for the relevant jobs. With the demography tools of Q-Matrix you have a useful support for your corporate and personnel development in your hands.