Talent Management system, Core HR module information and Performance Mangement module information. Cloud, SaaS solution.

1. your everyday business

2. Verismo Systems AB
§ Founded in 1996
§ 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
Some 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. Matrix managers have
access to everything
in a Business area or
Function
Line managers have
access to everything in
the unit (below in the
organization chart)
Default Access Profiles
§ Super Administrators
§ HR Administrators
§ HR Assistants
§ Managers
§ Employees
§ Externals
Features
ü Role-based access rights
ü Comes from the Master Data
ü Individual settings
ü For line and matrix
organizations
ü For countries and locations
Role-Based Access
Who has access to features and information in Verismo HR is role-based
and comes from the Master Data.
In this example line manager has access to dark units, matrix manager to yellow units
The Solution

7. Process Overview
ü Pie chart showing overall
progress
ü Detailed list for each slice in
the pie chart
ü Direct links to employee,
department or other item
Automatic Messages
ü Notifications
ü Reminders
ü Warnings
ü Alerts
Keeping Track of Progress
How managers and employees perform their tasks is displayed on
the overview page for each process.
Showing the number of employees at each step of reporting absences
The Solution

8. 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

9. 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

10. Core HR
The Induction Process
Verismo HR makes sure all employees get a good start in the company.
1
2
3
4
5
Prepare equipment and IT
Sign employment contract
Workplace tour
Culture and objectives
Development discussion
The employee is part of the
team working towards objectives.
The default setup of the induction process
Tour of the office to meet
colleagues and learn
routines and IT systems.
Discussion of corporate
culture and expectations
in the role. Set objectives.
Mgr
Prepare computer,
phone and user accounts
for IT systems.
Review the talent profile
created in recruitment.
Discuss Mgr development.
Sign contract and upload to
the employee’s file archive.
Send the original to HR.
HR
Mgr
Mgr

11. 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

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

13. 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.

14. 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

15. Performance
Individual Performance Management
Using Verismo HR all employees are involved in setting and evaluating objectives. To streamline the
process objectives for one year can be set while evaluating objectives for the previous year.
Manager Process for one year Employee
Prepares to set objectives
Comments progress Comments progress
The default setup of the IPM process
1
2
3
4
5
Preparation to set objectives
Objectives discussion
Work with objectives
Preparation for evaluation
Evaluation discussion
Confirms the agreed objectives
Prepares the evaluation
Confirms the agreed evaluation
Prepares to set objectives
Prepares for evaluation

16. Features
Individual objectives are set in
relation to business objectives.
Several types:
ü Balanced Scorecard
ü Objective Key Results
ü Objective Actions Targets
Reviews and Results
ü Scheduled reviews
ü Shared or separate ratings
for manager and employee
ü Outcomes from business
objectives
Individual Objectives
An employee’s objectives can in part come from the organization
through department objectives while others are created individually.
Example objective with actions, target setting and cultural values
Performance

17. 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

18. your everyday business