Nikolaos Lygkonis

HRIS helps admin teams to organize, track and maintain your employee records database while giving employees self-service access to their information. Our HR information systems cover general HR tools such as time tracking, asset management, training approval, sickness leave and more.

hris systems peoplegoal

Improve remote working relationships by giving every user access to basic employee information

Get quick access to actionable employee data

Link profile fields to your performance apps and Dashboard

Profile templates standardize employee details across the organization and help HR to create a database of important employee details.

NI/SSI number (private to the employee and HR only)

Emergency contact details (private to the employee and HR only)

Company details (role title, start date, date of last promotion)

You can further customize the template to add your own data fields. These can be made visible to everyone and published on the Dashboard timeline to create a personalized employee journey. HR can also include private fields for sensitive information, and fields for account owners only like salary and payroll details.

Our templates can be configured in line with your HRIS system.

Basic Employee Profile

Ensure there are no coverage gaps without adequate planning

Employees get quick approval for any absence type

Leaders get an accurate records of absences

A simple and user-friendly time tracking module for your team and employees. Timesheets are commonly used for project work so that hours and time spent on specific tasks can be recorded.

The Time Tracking module involves three stages:

Record time: the employee records the hours worked, and optionally the items they worked on

Approve timesheet: the timesheet approver will review the timesheet and approve/reject, adding comments as necessary

Completed timesheet: if approved, the timesheet is marked as complete and returned to the employee. If rejected, the employee can amend and re-submit the timesheet.

This is a simple and effective way to record time worked on deliverables. Note that Saturday and Sunday are not included by default, but the template can be easily amended to include these. You can also edit the template to add project codes and allow employees to allocate hours split across different projects/clients.

Set up timesheets for any project work. Mark the days/hours you've worked and optionally record the items you've worked on.

Time Tracking

Streamline the new joiner process by providing them with the right equipment when they need it

Allow departments to effectively manage the assets they own and give staff the ability to quickly request new equipment as needed.

An approval form for the asset owner to approve/reject the request with comments

A section for asset details including serial numbers, photos and loan dates

A read-only asset record for the new asset holder to keep track of equipment they've been loaned

Typically a new asset request will go to an individual in IT or Procurement. You can edit the app template to set these individuals as default participants once you've installed the app. This means you'll set up the process once and the app can run as a self-service request portal for all employees.

Owners can use the data view to get an up to date picture of all assets out on loan, request returns and manage any damages or loss as needed.

Maintain an inventory of company assets like mobile phones, laptops and equipment.

Asset Tracking

Give employees a self-service portal to request time off within the requirements of the company absence policy.

An absence request form to document the absence type and planned days off

An approval step for line managers to approve/reject the absence request

A read-only copy of the request to maintain absence records

This is a general app covering a wide variety of absence types. The absence categories included in this module are:

You can always modify this template to include additional categories as necessary, and to include other approval steps if needed. You can also attach the company absence policy as a reference document.

Track sick leave, holidays, vacations, maternity/paternity leave, and compassionate leave.

Absence Management

Improved tracking/visibility across your company

Quick and user-friendly tools that are easily understood

Consistent and fair procedures enforced across the company

This general HR toolkit will allow you to get off the ground running with fixed, tested and repeatable processes.

Asset management - track and record company assets.

Absence management - request and approve any absences - sickness, vacation, etc.

Time tracking - create and submit timesheets.

Once you've installed this workspace the above functionality will be available. You are encouraged to make further customizations to each app including setting manager relationships, fixed participants and updating statuses.

Core HR makes it easy for employees to manage their information through self-service access.

Core HR

Create alignment across all departments, teams and individuals

Keep the company's strategic vision top of mind for everyone

Hold leaders accountable to the targets they set

Documenting your tasks prioritizes your work for the week ahead and keeps you on track with your big-picture objectives.

This super-simple app should be used as a way to track weekly priorities and feedback on progress at the end of the week. It's a status check-in that encourages employees to be accountable for their work and for leaders to effectively track the volumes of work across their team.

What will you be working on this week? (Monday)

Is there anything blocking you from completing your tasks?

Provide an update on your weekly tasks' status and completion (Friday)

Track the tasks you'll be working on this week and report back on your progress at the end of the week.

Weekly Priorities

Maintain employee information records and allow self-service information management for all staff.

HRIS

Give employees many different perspectives on their skills, strengths and weaknesses

Give supervisors a broader picture of their direct reports' working styles

Easily highlight top talent and identify underperformers

Encourage open communication between team members

360° feedback gives everyone a broad picture of their skills, working style and team relationships. It encourages open and honest communication between staff and ensures that performance conversations don't happen with just a supervisor.

The 360° Feedback app has the following sections:

Nomination process to select feedback evaluators

Competency-based feedback questions and ratings

Employee's Feedback Profile showing an average of all evaluator scores and a written summary from the manager

360° feedback should be gathered for an individual from many different levels of the organization: from juniors, colleagues, supervisors and leadership.

You are encouraged to edit the template to include your own feedback questions, ratings and competencies.

Gather multi-rater feedback from peers to understand your strengths and blind spots. Nominate evaluators and send out a feedback questionnaire. Get your Feedback profile and compare self-perception against the perceptions of others.

360° Feedback

Identify your unique areas of improvement and strength

Gather data that will enable you to incorporate D&I in your organizational strategy

Understand barriers to employee progression

There is no such thing as a diverse individual. Diversity is a relational and contextual concept; a set of characteristics drawn from a specific group of people, in a specific setting, measured on a collective whole.

Your organization has its own unique criteria for diversity and inclusion, and your own areas that you need to improve. The best way to start to tackle this is to measure the perception of D&I among the people who live your company culture every day: the employees.

This Diversity & Inclusion benchmarking company survey is created to help you baseline your D&I efforts to create a platform on which you can improve. The survey asks 10 questions about leadership, hiring, training and motivations for diversity that shouldn't take longer than 3 minutes to complete.

Benchmark the levels of diversity and inclusion across the organization in order to start tracking improvements and employee feedback.

Benchmarking Survey - D&I

Boost employee engagement through opportunities for growth and development

Retain talent by giving them the resources and training they need to progress within the organization

Create cross-functional relationships by assigning career mentors who are not the employee's line manager

Growth opportunities are a crucial part of employee engagement. Encourage employees to plan their career progression with the help of mentoring conversations.

The Career Development One-to-One app includes:

Talking points: open-ended questions for the employee to assess their current working life, identify skills they want to learn, ask for coaching and set a timeline for their progression

Comments from the mentor/supervisor on each talking point to provide their expertise and recommendations

An area for both parties to define meeting outcomes and agreed action plans

This template has been created to help employees document their current career path and think about where they want to go next. It's designed as a conversation to take place between the employee and a mentor or supervisor they look up to, who can provide strategic direction on their career plan. Ideally a face to face meeting should take place to discuss what's been written, and then both parties can document the outcomes and actions they agreed on.

Discuss a career progression plan with your mentor/supervisor.

Career Development One-to-Ones

Regularly check in on employee development, engagement and well-being

Promote relationship building between employees and colleagues

Identify problems early on so you can create action plans to improve

Regular check-ins are vital for employee development and for building productive working relationships between supervisors and their direct reports. They're a chance to reflect and take stock of your work, development, wellbeing and satisfaction.

This simple check-ins app allows anyone to set up a meeting with their manager, supervisor, mentor or a colleague. We leave it up to the initiator to create their talking points so that they can have a catch-up with their own agenda.

Setting up the meeting type, date and talking points

An option for the counterpart to accept or decline the meeting

The initiator documents the meeting outcomes and agreed action items

You should further customize this app to allow employees to link other information into the check-in (goals, peer feedback etc.). We have additional apps for Monthly One-to-Ones and Career Development One-to-Ones if you're looking for a more structured set of talking points.

Set a structured agenda and talking points for a meeting with your manager or colleague.

Check-Ins

Publishing inspiring, challenging company objectives gives everyone a goalpost to work towards and brings meaning to the work they do for the company.

Company objectives are the overall strategic objectives for the full organization. By making company objectives publicly available to all employees you can help keep them top of mind and give everyone a framework from which to build their own objectives.

The Company Objectives app includes the following:

Objective name and details - keep it short, specific and inspiring

Strategic themes to group your objectives together, such as Growth, People & Culture and Operational Excellence

Key metrics by which the success of the objective will be measured

A section for ongoing updates and progress reports

Company objectives should be owned and updated by the senior leaders in the organization. Employees can align their own goals to these objectives, and can provide their thoughts and updates to the company objective by using the Comments section of the app. This gives everyone a sense of ownership of the company's growth and transparency in what you're all working towards.

Set, track and publish your organizational objectives to drive awareness and ensure everybody is aligned.

Company Objectives

Help team leaders to understand their team's strengths and weaknesses

Limit potential damage from thoughtless feedback by going through a gatekeeper

Help your peers improve and grow through constructive feedback

Reflect on your own strengths and weaknesses

Feedback can be a tricky subject for employees who may not be comfortable giving open criticism to their peers. Give everyone the option to send feedback to a manager, supervisor or HR and ensure their comments are kept confidential.

Peer feedback provides plenty of opportunities to learn from one another, but that feedback isn't always delivered with tact and understanding. If your organization is new to giving feedback or you'd prefer that managers summarize comments and deliver only the summaries to their reports, then confidential feedback is for you.

Three simple start, stop and continue questions to help providers frame their feedback in a specific and constructive way

An assessment grid to easily rate skills, teamwork and professionalism

Once you're more confident that feedback is given in a constructive way, you can install the full 360 Feedback app to sit alongside your confidential feedback process.

Send confidential, constructive feedback and observations to a colleague's manager or HR.

Confidential Feedback

A diverse, inclusive organization drives innovation through differing perspectives

Connected employees are happier, healthier and more productive

Team members who feel safe and supported are better equipped to take risks and deliver above expectations

A great company culture fosters teamwork, collaboration, innovation and a sense of belonging.

Understanding your company culture allows you to build cohesive teams with diverse opinions and skillsets.

This Culture workspace includes apps for:

Diversity and Inclusion Benchmarking - measure the perception of diversity across your organization and start building a more inclusive workforce.

Diversity and Inclusion Surveys - track how diversity and inclusion is adopted among all employees over time with long-form, pulse and check-in surveys.

Employee Experience Survey - understand what drives your employees to do their best work and whether your workplace is allowing them to thrive.

Know Your Team - a quick survey to get to know your teammates better.

Understand and develop your organizational culture with surveys for getting to know you, employee experience, and diversity and inclusion.

Culture

Give employees the autonomy to plan their own career progression with a mentor's support

Allow self-service access to training courses and encourage employees to develop their professional skills

Give leaders a vision of how employees want to progress to aid with succession planning

Employee development is fundamental to team success. Creating a development roadmap ensures employees are growing professionally, continually developing their skills and meeting the organizational goals.

This Development workspace includes apps for:

Development Plans - plan your career development by defining your goals, identifying the skills and knowledge needed to achieve them, and track updates as you progress.

Career Progression One-to-Ones - have a discussion about your career path with a mentor or supervisor.

Training Approval - register for training courses and get quick approval from your line manager and budget owner.

Track your personal and professional development with apps for training approval, career progression and development plans.

Development

Help employees to map out a clear path to progression

Engage supervisors in providing valuable advice and guidance to their team members

Give senior leadership insight into long-term employee goals to aid succession planning

Development plans help employees to articulate their career goals and design a clear path to progression.

Preparation questions designed to get employees thinking about what they like and dislike about their current role, their personal values and their areas of interest

The development areas needed to achieve the career goals: skills, knowledge, personal traits and potential distractions

Each section has an area for supervisor comments so that employees can work together with their leaders to make sure they're on the right track and ask for advice. Employees can then track their goal progress over time and make regular updates to the overall development plan until they reach their targets.

Track your professional development by creating career targets and defining the skills, knowledge and personal traits needed to achieve your goals.

Development Plans

Diversity creates a pathway to improving interpersonal skills and relationships

A diverse and inclusive workforce fosters creativity and innovation

Regularly surveying employees gives you trackable metrics with which to measure improvements in your hiring, onboarding and training efforts

Having a diverse and inclusive work environment encourages people more in tune with their teammates' cultural backgrounds, creating a more tolerant and inclusive workforce where collboaration can thrive.

This D&I survey asks employees to rate their experience of workplace diversity, acceptance and understanding on a scale of 0 to 10. It's slightly longer than a pulse survey but not as detailed as the long-form survey, so it's a great app to send out every three to six months.

You should ensure that all responses are anonymous and confidential by using the webforms function in the app settings. You can customize the question set further using some of our other recommended D&I questions.

A survey to measure employees’ perceptions of how committed their organization is to diversity and inclusion. 

Diversity and Inclusion (10 Questions)

Track results over time to measure the improvements of your D&I efforts

Ensure all employees are seen and heard and make D&I a collective goal

Organizations around the world are showing a greater commitment to D&I than every before. This survey will help you to quickly measure diversity and inclusion in your organization over time.

The survey should be sent out at least once a month and asks 5 Likert scale (agree/disagree) questions:

I can voice a contrary opinion without fear of negative consequences

Perspectives like mine are included in decision making

Administrative tasks that don’t have a specific owner are fairly divided

My company believes that all employees can utilize their talents and improve their abilities

The survey can either be anonymous by using the webforms functionality in the app settings, or respondents can leave their names by creating items within the app.

A short survey to gauge how diversity and inclusion is perceived across the organization.

Diversity and Inclusion Pulse Survey

Kick off a process to understand diversity within your organization

Gather and analyze data to remove bias and increase opportunities within your company

Share information on diversity and inclusion with your employees

Inclusion doesn’t just happen; we have to design for it. The main drive behind your diversity and inclusion efforts should be a commitment to investing in people and giving everybody a chance, no matter who they are.

This detailed D&I survey will allow you to initiate a continuous process for measuring diversity and inclusion in your organization. Employees are asked to rate from 1 (strongly disagree) to 5 (strongly agree) their perception of diversity in these key areas:

This survey can be sent anonymously by using the webform function in the app settings. You can customize the question set further using some of our other recommended D&I questions.

A long-form employee survey to assess diversity and inclusion across the organization.

Diversity and Inclusion Survey

Install an industry-leading template of questions with no limits on the number or frequency of surveys you can run.

Baseline your key employee engagement metrics and know where you need to improve your efforts.

Increase talent retention, overall satisfaction and productivity.

Use your survey data to build warning signals for disengaged employees and predict potential turnover.

Employee engagement indicates how satisfied employees are with their working life, their team relationships, and the company. It's a critical part of HR management to ensure every employee is given the proper tools and working environment they need to do their best work.

Engagement is measured in a number of ways, the primary being the Employee Engagement Survey. You should send out this survey annually at least, or every three to six months if you're finding you have a high employee turnover.

Using the results of your survey you can engage key stakeholders (not just HR!) and build action plans to implement changes to improve your organizational health.

Likert scale questions to assess how well the organization promotes communciation, manager relationships, employee growth opportunities and work-life balance.

The standard is for engagement surveys to be run anonymously, and to include responses from your entire workforce. You can use the webforms functionality in the app settings to run an anonymous survey. The template is also easy to customize to add more questions like employee demographics.

Track employee engagement against key factors such as employee-manager relationship, communication, growth opportunities and work-life balance.

Employee Engagement Survey

Build a company that gets the most out of its talent

Improve staff retention rates, company loyalty and advocacy

Attract star talent to join a progressive, dynamic company

An outstanding employee experience happens when your people are provided with a high-quality physical, cultural and technological environment that allows them to do their best work.

While employee engagement is an outcome, employee experience is the underlying process that should positively impact the engagement of your employees. To better understand employee experiences at your company, you need insight from your people. What do they think? How do they like to work? What could be improved?

Weekly Priorities

Weekly Priorities

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