Verismo HR is a Swedish talent management solution. The target customers are companies with 1 000-10 000 employees. Core HR, Performance, Compensation and Talent Review are some of the modules that make up the system. Verismo HR is in constant development with 360 as the newest release.

1. your everyday business

2. Verismo Systems AB
§ Founded in 2001
§ First Verismo HR
implementation 2005
§ 2010 Verismo HR
§ 2013 Verismo HR OY
§ Sales and partners in Sweden,
Finland, Poland and Slovakia

3. The Verismo HR Solution
Core HR
§ HR Master Data
§ Organization Management
§ Holiday & Absence
§ Induction & Exit
§ HR Reports
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

4. The Solution
Technical information
Technical Information
• User Interface
• Self-service
• Languages and currencies
• Role-Based Access
• Tasks and Processes
• Customer Flexibility
• Security and Integrations

5. The Solution
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
Quick search
Menu related to
the content
General menu
with links
Main area for
content
Bold is selected
Quick link to
your profile

6. 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

7. 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

8. Managing Roles
Roles are managed in the job
catalogue, organized in job families.
Role Information
ü Organizational access rights
ü Type
ü Role purpose
ü Accountabilities
ü Knowledge
ü Competency requirements
ü Grades
ü Pay Levels
Text
Core HR
Overview of a role

9. Organization Types
ü Line
ü Matrix
ü Legal
ü Geographical
Features
ü Easy navigation
ü Organization chart
ü Reporting chart
ü Matrix overview
ü Display reporting lines
ü Organization list
Visualize the Organization
Any type of organization can be supported using combinations of
organization and unit types. Employees can belong to both line and
matrix reporting structures.
Organization chart for the line organization
Core HR

10. 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

11. Performance
Achieving Common Goals
Key Features
• Implement strategies
• Align meaningful goals
• Focus on essentials
• Measure results
• See different perspectives

12. 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.

13. 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

14. 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
Role colleague Peer in team
Direct reports
Administrator

15. Talent
What Everyone Needs
Key Features
• Shape the future leadership
• Identify and develop the right people
• Increase internal promotion
• Find and promote competence
• Get people in the right place
• Grow key competencies to ensure reserves

16. Three Levels
1. Categories
2. Competencies
3. Skills
Features
ü Organize competencies
ü Define key competencies
ü Overview catalogue
Competency Catalogue
Set up the competency catalogue and set competency requirements
for roles to lead development efforts in the right direction.
Competencies organized in categories, some are key competencies
Talent

17. Overview
The employee’s competencies
are compared to the
requirements of roles.
Uses
ü Current role
ü Successors
ü Career steps
ü Recruitment
Gap Analysis
Shows how well employees fit their current and future roles.
Gap analysis in the current role
Talent

18. Compensation
What Everyone Wants
Key Features
• Take control of costs
• Pay for the right thing
• Harmonize compensation
• Save time in administration
• Compare cost and performance

19. Compensation
The cost for the company can be displayed by year with projections
for the future.
Compensation models with different content assigned to employees
Compensation
Base salary
Pay component
Short-term incentive
Long-term incentive
Non-cost benefit
Regular benefit
2010 2011 2012 2013 2014
Display For
ü Country
ü Location
ü Business area
ü Business unit
ü Department

20. Compensation
Benefits
Get control of who has what benefits
and the effect on total cost of
compensation. Benefits include any
compensation in kind, for example
car, phone or cleaning services.
Availability
ü In selected countries
ü To selected employee levels
ü Local values by country
ü Individual values

21. Overview
Managers make salary increase
proposals for their direct reports.
The proposals are then approved
by the second level managers.
Availability
ü Delegate proposals
ü Approvals by senior manager
ü Supervision by HR
ü Overall approval by country
before payout
ü Automatic transfer to bank
Salary Review
Delegate and supervise the salary review process. Involve managers
in compensation as well as performance.
Manager making salary increase proposals for their direct reports
Compensation

22. Available Reports
ü Progress of proposals and
approvals
ü Salary increase in total
ü Salary increases by country
and division
ü Salary increases by job
family, role and employee
level
ü As tables and bar charts or
pie charts
Salary Review Reports
Supervise the progress of proposals and approvals. Get the latest
numbers in real time from a number of reports.
Salary increase report for one country
Compensation

23. your everyday business