umantis software clearly displays pivotal HR processes for all employees of an organisation, thereby facilitating the effective cooperation between HR, line managers and their subordinates.
Employees make companies – Talent and performance management means involving employees where they can add value to the organisation. This not only leads to greater employee satisfaction, but is also the basis for company success. Therefore it is the responsibility of management to create an environment which empowers employees to add maximum value to the organisation within which they work. The flexible, modular umantis software enables you to reach this goal.
umantis offers easy to integrate solutions for following areas:
• Recruiting
• Talentmanagement
• Performance management
• Employee development
umantis is worldwide Partner of SAP with a an extensive global network of 350 consultants, more than 500 customers and strong partners.
Further information www.umantis.com
Specialties
e-recruiting, performance management software, succession planning software, personnel development software, talent management software
umantis Activity on LinkedIn
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umantis Web 2.0 in HR – possibilities beyond gadgets - Recently, many HR managers are engaged very specifically with web platforms for employees. In doing so, they pursue a huge number of very different approaches. Experience shows that only few will be truly successful. However, this is no reason to wait. There are approved guidelines that show where technical possibilities can be applied in a meaningful way – and how to minimize the risks of a bad investment.
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umantis Good HR systems – success criteria for HR software The implementation of HR systems is often believed to solve all problems with a single stroke. The reality is usually quite different. It doesn’t have to be like that; as long as you are aware of specific requirements – and have the courage for simplicity. http://blog.umantis.com/en/2012/01/good-hr-systems-%E2%80%93-success-criteria-for-hr-software/
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umantis Just like management in general, talent management is still a relatively young subject. The precursors of management and talent management can be found in organisations as early as the Middle Ages. Examples are public administrations or the military. Many concepts still applied in companies, originate from this period. Terms such as recruitment, application planning or salary remind us of this. Management as its own economic discipline has only been practiced since the industrial revolution. This is quite a short period of time if compared with medicine, house building or mathematics.
