SGHR Extended HR Modules

Extended HR seemlessly extendeds and leverages your investment in the Essential HR and Payroll modules.

Recruitment and Applicant Tracking

The Recruitment module allows the Human Resources department to enter, store, retrieve and maintain information on potential employees. Skill data, educational background, and past employment history, together with a complete personal profile, provides the Human Resource Manager with an invaluable tool for making informed hiring decisions.

The recruitment module is designed to reflect the actual recruitment procedure. Requisitions for employees can be entered and then turned into postings. Applicants are then attached to specific postings. Skills attached to the position are used as the basis of the skill match with the potential hires. Each step of the recruitment procedure is tracked, as is the source of the applicant and cost of the process. All information attached to the applicant will be transferred to the employee record upon hire.

• Job requisition management
• Postings/competitions tracking
• Full applicant profile information, including demographic data, skills, education, notes, equity details (EEO)
• Cross reference links between applicant and applications (postings/requisitions)
• Applicant selection processes based on skills, education, employment experience and notes
• Applicant information transfers to employee database on hire
• Full history of events in hiring cycle, interviews, letters, offers by job posting and applicant

Health and Safety

The Health and Safety module manages common health and occupational safety issues. The module tracks both accident and medical histories for every employee, and can be used to schedule and monitor standard medical exams, medical testing of all kinds, convalescent follow-ups, and even corrective actions. In addition, the Health and Safety module tracks any Incidents or Inquiries that occur in the workplace, and provides statistical/analysis reports.

• Full accident/incident tracking
• Full medical profiles for each employee
• Non-employee incidents can be recorded (e.g. property damage)
• Both work and non-work related injuries
• Full details on injuries, body parts basic cause, disposition, etc.
• Full event chronology related to incident (e.g. follow ups, examinations, etc.)
• Full case management of incidents and injuries.
• Accident statistics
• Work locations attributes including hazardous conditions

Employment Equity

The Employment Equity module tracks and reports on criteria specific to the requirements issued by the government. A variety of user-defined tables allow for the definition of race/ethnic types, disabilities, age ranges, salary ranges, occupation classes, veteran status, citizenship and languages. Goals for Affirmative Action planning purposes can be created based on a combination of factors, such as occupation, location, pay type, etc., then compared to the actual employee population.

• Full employee equity profile
• Government compliant reporting capabilities
• Workforce analysis for internal purposes

Labor Relations

The Labor Relations module provides a full set of programs to manage grievances, disciplinary actions and performance reviews.

Individual or class grievances are assigned unique reference numbers and are tracked through all stages until final resolution. The module’s disciplinary actions management component tracks the steps taken for non-compliance to established business practices and policies. Each action is assigned a unique reference number, as well as the action taken, the resolution, the contract sections referred to, and any number of additional user-defined fields of information and comments.

The evaluation component manages the ratings and comments of an employee’s performance. This may cover different types of evaluations, annual wage reviews, or others. A standard template of information is tracked including the reviewer, dates, follow-up, and others. In addition, any number of user-defined rating schemes may be utilized, as well as unlimited comments/recommendations.

• Ability to track and report on grievances, disciplinary actions, and evaluations
• Provide employees with recommendations to aid in career development
• Ability to document all stages of grievances and disciplinary actions providing the organization with a proper paper trail
• Ability to schedule periodic reviews