Description

mHR is a comprehensive system for supporting HR management in companies. It is a combination of technology and HR know-how as well as psychological assessment, where appropriate. It is a pioneering complimentary component of ERP II systems, especially that before it was developed there had been only standard administering modules such as KADRY (payroll software) which have nothing in common with HR management.

In 2007 the system was bought by BPSC where it has been successfully developed and implemented at client companies.

 

Scope of application

Without an mHR-type module it is difficult to imagine effective HR management in a medium-sized or large company, and definitely not in a contemporary one. There is a multitude of data to manage, e.g. personal data, data related to the organisational structure, job descriptions, which you have to be able to access quickly either directly or in the form of reports presenting compiled and analysed results. There are a lot of dynamic processes taking place such as recruitment, selection, appraisals, trainings and they all have to be managed effectively, also in a dispersed structure – via the Internet. There are processes in case of which algorithms are not enough: e.g. you need a competency model or a professionally conducted psychological assessment as substantial prerequisites. Lastly, in companies there is usually an HR policy which has to be implemented in a thoughtful, organised and future-oriented manner, for example by setting career paths and making personnel-related decisions.

All of the above activities are concerned with the most valuable and at the same time the most difficult resource to manage, that is the people. The mHR module provides support in all of these areas as it is not just a framework, but a flexible system filled with valuable content.

 

Functions

The basic functional mHR modules at the moment of its creation are:

1. Persons. Human resources management (employees, candidates).
2. Organisational structure. Organisational structure creation and modification (many organisations, units, positions).
3. Recruitment. Recruitment process management.
4. Staff selection. Job posts selection, selection of individuals for a particular job and creating selection maps.
5. Training. Training process management.
6. Competencies. Management of competency-based assessment process and job profiles for the purpose of competency-based assessment.
7. Tasks. Performance–based assessment process management.
8. Qualifications. Management of qualifications and qualification profiles for specific jobs.
9. Psychological assessment. Assessment management. Profile management.
10. Personnel controlling. Access to reports being a part of personnel controlling.
11. Administration. Displaying, editing the list of users/roles introduced to the system. Test licence management.
12. Configuration. Access to glossaries, glossary editing.