caniasERP Career Management (CRR) module includes processes related to Career Plans, Development Cards, Performance Evaluation, Succession and Tracking of Talent Pools. With the module’s transactions, the requirement needs can be determined on the basis of position; multiple career plans can be created for the employees; the succession assignments based on position can be performed; the employees can be placed in talent pools according to their abilities.
With the 360-degree performance evaluation system, employees can be evaluated according to their goals and competencies, employee risks and status can be determined and this information can be used in the career plan.
In matrix definitions, processes such as determining the requirement needs on the basis of position, defining the position risk status, and determining the positions to be assigned succession are monitored. As the relevant position requirements: required competence values, qualification values, trainings to be taken, foreign languages required, education status, professional qualification certificates and driving licenses can be defined. These defined requirements are kept in the system as a Position Requirement Matrix and are integrated with the Career Planning transaction.
For career planning, in cases where requirement matrices are defined for the targeted position, suitability checks are made by comparing employee information and whether the requirements are met can be recorded. Position requirements can be filled automatically or manual requirements can be added to the career plan and tracked. After the comparison, action is expected to be taken on the missing requirements. Within the career plan, the risk and potential status of the employee can be followed, and the development of the employee over time and the record information can be followed with the Development Card. Risk and status areas can be determined manually or brought automatically from Performance Evaluation records. Putting personnel in succession line for different positions or assigning another personnel for succession in the current position of a personnel is done through this transaction. Personnel can also be assigned for succession for positions other than the target position set for them.
Talent Management processes consist of two topics: creating talent pools and assigning succession for critical positions. Talent pools ensure that the talent within the organization is determined and transferred to the relevant pools, and the current or future talent needs are determined and monitored during the preparation periods. Creation of talent pools is carried out automatically by the system based on the definitions of Talent Pools and Talent Preparation Periods. Talent, skill, potential, performance, etc. Employees can be added to talent pools by taking processes into account. Considering the development of the employees, inter-period transfer can be made or the validity start and end dates can be updated. Succession is the process of determining candidates in advance so that the relevant position can be filled in a short time in the event that employees in critical positions suddenly leave their jobs or move to different positions.The positions to be assigned succession can be marked from the Position Requirement Matrices transaction and are taken into account in the position listings on the succession screens. While multiple employees can be assigned for succession for a position, an employee can be added to succession lines in multiple positions.
Periodic evaluations can be applied to employees for performance management processes. In performance evaluation, business goals can be determined periodically; career goals, opinions and suggestions can be defined; documents related to the evaluation can be added. Competencies can be determined and applied on the basis of department or position. Any number of evaluators can be determined and the evaluators can be classified as 'Subordinate', 'Superior', 'Self', 'Equivalent'. Different weights can be defined for evaluators on the basis of goals and competencies. Managers can enter goals for their employees. Target definitions can be defined automatically on the basis of company / department / position / person. There’s also the option of copying the evaluation forms for the new period from previous periods or creating them automatically by selecting the options.
Evaluators can enter explanations for each item during the evaluation and add documents on an evaluation basis. Score entry or scale selection can be used for competency assessments. In addition, in cases where formulas for goals are entered, goals can be turned off for evaluation and automatically calculated. Completed evaluations can be closed for correction, evaluation results can be shared with the employee or manager within the authority. Training needs and development actions that arise as a result of the evaluation can also be recorded.