Lanteria HR 2013 for Employees - Zendesk · By default, it contains the sections for employment details, contact details, personal data, diversity & equality information, performance

Copyright © 2015 Lanteria

Lanteria HR 2013 for Employees User's Guide for version 4.2.0

User’s Guide: Lanteria HR 2013 for Employees


Table of Contents 1 Introduction ......................................................................................................... 4

1.1 Employee Menu Overview ........................................................................................... 4 1.2 Terminology List ...................................................................................................... 4

2 Work with Personal Details....................................................................................... 6

3 Manage Holidays and Absences .................................................................................. 8

3.1 Company Holidays .................................................................................................... 8 3.2 Plan Holidays (Vacation) ............................................................................................ 8

3.2.1 View Your Holiday Statistics .................................................................................. 8 3.2.2 Request a Holiday .............................................................................................. 9

3.3 Absences ............................................................................................................. 11 3.4 Sicknesses ............................................................................................................ 11

4 Timesheets.......................................................................................................... 12

4.1 Register Time ....................................................................................................... 12 4.2 Check Time .......................................................................................................... 13

4.2.1 Timesheet Calendar .......................................................................................... 13 4.2.2 Timesheet Report............................................................................................. 13

5 Action Items ........................................................................................................ 16

6 Personal Objectives and KPIs ................................................................................... 17

6.1 Personal Objectives ................................................................................................ 17

6.1.1 Create Qualitative Goal ..................................................................................... 17 6.1.2 Create Quantitative Goal ................................................................................... 19

6.2 KPIs ................................................................................................................... 21

6.2.1 KPI Library ..................................................................................................... 21 6.2.2 Assign the KPI ................................................................................................. 21 6.2.3 Update KPI Results ........................................................................................... 23 6.2.4 KPI History ..................................................................................................... 23

7 Competencies ...................................................................................................... 24

8 Development Needs............................................................................................... 26

9 Competency Development Plan ................................................................................ 29

10 Performance Reviews ............................................................................................ 30

10.1 Open the Form ...................................................................................................... 30 10.2 Fill in the Form ..................................................................................................... 30

10.2.1 Objectives Section ............................................................................................ 31 10.2.2 KPIs .............................................................................................................. 31 10.2.3 Competencies ................................................................................................. 32 10.2.4 Job Responsibilities .......................................................................................... 32 10.2.5 Development Needs .......................................................................................... 32 10.2.6 Career Goals ................................................................................................... 32 10.2.7 Custom Fields ................................................................................................. 33 10.2.8 Summary Score ................................................................................................ 33

10.3 Mark the Form as Completed ..................................................................................... 34

11 Learning and Development...................................................................................... 35

11.1 Employee Personal Development Plan.......................................................................... 35

11.1.1 Assign Development Activities from the Plan ........................................................... 35 11.1.2 Work with Development Activities ........................................................................ 36

12 GradeBook .......................................................................................................... 37

13 Plan the Career Path and Goals ................................................................................ 39



13.1 Career Paths......................................................................................................... 39 13.2 Career Goals......................................................................................................... 40

13.2.1 Plan Career Goals............................................................................................. 40


Copyright © 2015 Lanteria Page 4 of 42

1 Introduction Lanteria HR is the HRM system that automates everyday routines and allows working with personal data. This guides describes the employee self-service functions of Lanteria HR.

The target audience is employees who will be working with Lanteria HR Employee role menu.

1.1 Employee Menu Overview

Employee menu is available to all the employees after selecting the Employee role.

Lanteria HR can be used by the Employee role to work with the following processes:

View and edit personal details

Plan holidays (vacation) and request absences

Work on the action items required by the HR processes

Create and update personal objectives and KPIs

Work with the performance review forms

Plan the development activities, enroll for trainings

Plan the career path and goals

The availability of these functions depends on the system configuration. Companies can have different policies in terms of whether the employees can or cannot edit personal data, objectives and KPIs and so on. This guide describes all the possible functions.

1.2 Terminology List

Term Definition

TOIL Time off in lieu is a day off that the employee receives as a compensation for working overtime.

Holiday Vacation

Carried over Holidays Vacation days that are carried over from the previous vacation period.



Holiday Allowance The number of vacation days the employee is entitled to in the current holiday period.

Company Holiday A public or another holiday that is an official day off in the company.

Objective A business goal for which the results cannot be measured by quantities, for example, “implement a new HR system”.

KPI Key Performance Indicators are quantifiable measurements that reflect the critical success factors of an organization. Company, department and employee performance can be measured using these indicators.

Performance Review The process of evaluating the employee performance during some period. Can include assessing the employee competences, achievement of the employee objectives, assessing employee by KPIs and so on.

360 Assessment Assessment of the employee performance that is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders.

Development Plan A list of the planned employee development activities, along with the start dates and due dates.

Development Needs An area or competency that the employee should work on to improve the performance or achieve some career goal. Learning materials can be assigned based on the development needs.

GradeBook A storage of all the employee learning results, including completed development activities, certificates, etc.

Learning Catalog The storage of all the learning materials (documents, e-learning, classroom trainings, quizzes and links) available in the company for the learning purposes. From the learning catalog, the materials can be added to the employee development plan.

Career Goals The goal the employee is to achieve in terms of the career development. For example, manage the projects or start working with some new technology.

Career Path The job roles the employee can be potentially promoted to or rotated to.



2 Work with Personal Details The employee card is a central storage of all the personal information. To view or edit the card, select the Employee role and in the My Details section, click My Details.

By default, it contains the sections for employment details, contact details, personal data, diversity & equality information, performance & succession and education. You can edit the information by clicking Edit on the card ribbon.

The card ribbon has a number of menu items for the following actions:

Send a message to an employee (this action requires a mail to be specified in the Contact Details section of the employee card)

Edit the card, that is, change the employee details

View employee documents

View employee job contracts

Access the employment history

View information on absences

Manage the list of the employee dependants

Manage the list of disciplinary actions

Manage the list of company assets

Access the employee education details

Assign the employee to another job position



View the compensation information (salary history and benefits)

View information of the employee performance (objectives, KPIs, competencies and career goals)

Manage development plan and learning



3 Manage Holidays and Absences Use Lanteria HR to view and manage your absences. Open My Time and Attendance – My Absences to plan the holidays (vacation) and send the absence requests. When doing so, you can take into consideration the company holidays, which are official days off.

3.1 Company Holidays

To view the company holidays, click Company Holidays from the My Company section.

The holidays are listed per country so that you can check when there are holidays in each part of your organization.

When you request a holiday for a period that includes a company holiday, the company holiday is not counted as a vacation day and not deducted from the holiday allowance.

3.2 Plan Holidays (Vacation)

Each employee in the system has a holiday allowance, that is, a number of holiday days the

employee is entitled to for the current holiday year. Based on this allowance, the employee requests a holiday for specific dates, which are to be approved by the manager.

If the employee doesn’t use the whole holiday allowance during the holiday year, the unused days are transferred to the next year as the carried over days. Such carried over days can expire within some period defined by the company policy.

If the employee worked overtime and these days are to be compensated by the additional days off, such days off are also added to the holiday days as Extra days.

3.2.1 View Your Holiday Statistics

Use My Time and Attendance available from the Employee role menu to view the holiday allowance and request the holiday.



On the top of the page, the summary information on your holiday is displayed:

Total Allowance – the number of holiday days you can use during the current holiday year. It consists of:

Allowance – the number of holiday days you are entitled to annually

Extra Days – the number of days you worked overtime and can take as holiday

Carried Over – the number of holiday days that have been carried over from the previous holiday year

Expired – if you have any carried over holiday days that expired, the number of expired days will be displayed here

Booked – the number of holiday days that you requested already

Scheduled – holiday days that have been requested and approved, but haven’t been taken yet

Taken – the number of holiday days that have been taken

Remaining – the number of remaining holiday days

Pending – the number of holiday days that have been requested, but not approved yet

Available – the holiday days that haven’t been planned yet

3.2.2 Request a Holiday

To plan the holiday (vacation) period, send a holiday request to the manager. To send a holiday request, follow these steps:

1. In the Employee role menu, go to My Time and Attendance > My Absences. Next, click Add Vacation Request.



2. Select the Start Date. This is the date from which the allowance is counted. Also, select the Start Time. AM means that you are on vacation the whole day. If you work half of the day and then leave for vacation, select PM as the start time.

3. Specify the Return to Work Date and Return to Work Time. This is the date and time till

which the allowance is counted. If you return in the morning, select AM as the return to work time. If you start working from the afternoon, select PM.

4. In the Notes section, type any notes to your request.

5. Specify a vacation type for this request.

6. In the Acting Person field, specify the name of the person who will provide absence approvals on behalf of you during your vacation period. Please note that this person should have a Manager’s role in the system.

7. Click Save.



The request will appear in your requests with the status Pending, meaning that it’s awaiting approval from the manager. After the request is approved, the requested number of days will be deducted from the holiday days and displayed in the Scheduled field of the holiday statistics. As it has already been told, the total number of holiday days consists of the number of carried over

days, extra days and holiday allowance. When you send a holiday request, the carried over days are used first, then extra days and after that, holiday allowance.

3.3 Absences

When the employee needs to be out of office due to some personal or work related reasons, the employee is to request the absence approval from his or her manager. As holidays and TOILs, the absences are requested from My Time and Attendance > My Absences.

Just click Add Absence Request and specify the start date and end date for the absence. When the request is sent, the manager will see the request in the manager menu and approve or reject it.

3.4 Sicknesses

The sicknesses are registered and managed by the HR team. You will see the registered sicknesses under My Absences.



4 Timesheets Use the Timesheets to track the time you spend during the working day. HR can plan the projects for the employees, the employees can register the time for projects they are assigned to and the results can be analyzed by managers and HR.

4.1 Register Time

The employees can register time in the My Timesheets page available to them under My Time and Attendance.

It displays the current week, and the employee can register time for each day of the week. The days are formatted depending on the hours entered:

Red formatting – no data entered for the day

Yellow formatting – hours are partly registered. The system compares the number of entered hours to the employee’s work pattern.

Green formatting – the required number of hours is entered for the day

Grey formatting – this day is day off

To register the time, do the following:

1. In My Timesheets, select the day to register time for. By default, the current week is displayed. To enter time for another week day, select this day next to the Go to date button and then click the button.

2. In the Project field, select the project to which the time is posted.

3. Next, select the project activity the time was spent for.

4. Use the Time (hours) field to specify how much time was spent for the current activity.

5. In the Notes field, provide notes to the record.

6. Add as many records as needed for the day. By default, the four records are available. Add more records with the help of the Add record button.

7. After the hours are entered, check the total hours entered in the Total field.



8. If the day is similar to one of the previously posted days, select this day and use the Copy from date button. The activities and times from the selected day will be copied to the current day.

4.2 Check Time

Time registration can be monitored with the help of the two tools – Timesheet Calendar and Timesheet Report. This can be done by the employee, manager or HR.

4.2.1 Timesheet Calendar

The timesheet calendar helps to analyze the hours registered by an employee in a calendar view. Use it to get a quick overview of the missing hours. The calendar is available to the employees under My Time and Attendance > My Timesheet Calendar and from the My Timesheets page.

The calendar shows data for the month. Select the month and year to view the information for.

Similarly to the My Timesheets page, days in the timesheet calendar are formatted with red, yellow, green or gray to indicate not registered, partially registered, fully registered days and days off.

For each day, you can see the number of estimated hours and the registered hours. Click the number of registered hours to open the My Timesheets page, view the details and finalize the hour registration, if relevant.

4.2.2 Timesheet Report

The Timesheet Report helps to analyze the employee time spent for various projects and activities

in the selected period. The report is available to the employees under My Time and Attendance > My Timesheet Report.

Select the dates to display the report for and click View to display the hours registered.

Use the Rows field to define whether the data should be displayed per project



or per activity.

With the help of the Project and Activity fields, you can filter the report to view information for specific project or activity only.



Use the Interval field to select whether the hours in the report columns should be displayed for days, weeks or months.

To drill down to the details of the hour registrations in the Timesheet Report, click the number of hours and open the registration records.

Click View to open the timesheet and edit the data.



5 Action Items If some action items are required from you by the HR processes, you will get the mail notification about this. To view the details and mark the action as completed, go to My Actions under the Employee role, My Details.

For each action item, you can see for which process the action is required and which employee it is related to.

When the action is completed, select the Mark Complete check box. The completed action items are removed from the Process Actions page, so that the page displays only items that currently require actions from you.



6 Personal Objectives and KPIs Goals and Key Performance Indicators (KPIs) can be defined at various levels: company, department and employee. The personal employee objectives and KPIs are planned by the employees and

managers or HR team. In different companies, different roles can be responsible for recording the achievements – it can be employee, manager or HR.

Objectives and KPIs can be included into the performance review.

6.1 Personal Objectives

The general rule is that the employee objectives are based on the organizational unit objectives, which in their turn are based on the company goals. This helps to insure that the whole

organization is moving in the same direction. However, you can as well create objectives that are not aligned with your organizational unit goals.

To work with objectives, click My Objectives under the Employee role, My Performance.

The page shows the company goals relevant for your organizational unit, your organizational unit goals and your personal objectives. You can also view the objectives grouped by organizational unit goals they are related to (for objectives that are aligned with the org unit goals). Click the By Department Goals option button to change the view.

The objectives can be qualitative and quantitative. The quantitative objectives are objectives for which the results can be measured in the quantitative values, for example, “increase the number of new customers by 10%”. Objectives for which the results cannot be measured by quantities are called qualitative, for example, “implement a new HR system”.

6.1.1 Create Qualitative Goal

To create a qualitative goal, follow these steps:

1. In the My Performance section, click My Objectives.

2. Next, click Assign Qualitative Objective.



3. If the objective is to be based on one of the department goals, select the goal. Otherwise, click Not Aligned.

4. Type the objective title.



5. Use the Start Date and Due Date fields to indicate when the work on the objective is to start and when the objective is to be achieved.

6. In the Status field, select the current objective status – Not Started, In Process, Completed or Failed.

7. In the Weight field, specify the importance of the objective in relation to other objectives. Provide the percent value.

Note: If the employee performance is reviewed in the context of the whole organization, that is, if the company and department goals are included into the performance review, the weight of individual employee objectives and relevant company and department goals should be 100%. Otherwise, only the personal objectives weights should make up 100%.

8. If the objective is already achieved by some percent, provide it in the Percent Complete field.

9. You can type the objective description in the Description field.

10. You can specify some additional information in the Key Result Activities, KPIs, Final Evaluation fields.

11. Save the objective.

6.1.2 Create Quantitative Goal

To create a goal that is to be measured by the quantitative indicators, do the following:

1. From the Employee role, under My Performance, click My Objectives.

2. Click Assign Quantitative Objective.

3. Select whether the objective is aligned or not.



4. Provide the objective title and description.

5. Specify the start date and due date for achieving the objective.

6. Next, specify whether the better value is More or Less. For example, if the goal is to increase turnover, the more it is increased, the better. And if the goal is to decrease the number of customer complaints, the smaller value is achieved, the better. In the first case, select More in the Best Value field and in the second, select Less.

7. In the Max. Result field, provide the maximum value based on which the .

8. Specify also the target value and the threshold value.

9. When you have some actual result, provide it in the Actual Result field.

Note: The Percent Complete will be calculated based on the actual result compared to the target result.

10. Indicate the objective weight and current status.

11. Specify the supporting activities and the ways of objective assessment.

12. Save the objective.

While working on the objective, the employee can update the status and Percent Complete (for

qualitative goals) or Actual Result (for quantitative goals). During the performance review, the objectives along with their results will be included into the performance review form.



6.2 KPIs

Key Performance Indicators (KPIs) are used to evaluate the company, organizational unit and employee performance. The KPIs are created centrally for the whole company and then can be assigned to individual organizational units and employees.

6.2.1 KPI Library

The KPI library is a storage of the KPIs created by the HR team and then assigned to organizational unit and individuals. Consequently, the library stores the KPIs of three types:

- Company KPIs

- Organizational Unit KPIs

- Employee KPIs

The employees and managers can then work together to define which KPIs are relevant for the employee and the employee can assign them from the Employee role, My Performance section, My KPIs.

6.2.2 Assign the KPI

Some KPIs can be automatically assigned based on the job role. To assign a KPI on the individual basis, follow these steps:

1. In the Employee role menu, My Performance section, click My KPIs.



2. Next, click Add KPI.

3. Provide the title for the individual KPI. It will be used as an internal name only (the KPI title specified in the library will be displayed in all the pages).

4. In the KPI field, select a KPI from the library that is to be assigned. All the KPIs of the Employee KPI type are available for selecting.

5. Provide the target value, the warning value and the actual value.

6. Use the Weight field to specify how important the current KPI is in relation to your other KPIs.



7. Save the KPI.

6.2.3 Update KPI Results

Depending on the company policy, the KPI achievements (actual values) are updated by the employee or the manager. The employee can update the KPI value from the Employee role menu, My Performance > My KPIs by clicking the KPI name, then clicking Edit Item and updating the actual value.

6.2.4 KPI History

The KPI history shows how the KPI actual, target and warning values were changing. To view the history, click History for the KPI you are interested in.



7 Competencies The Employee Competency Assessment page shows the competences that are required for the employee job role. You can include additional competencies into your peofile by clicking Add

competency for assessment. The competency will be added as optional, without the required level.

You can have the employee competencies displayed in two views:

Tabbed - grouped by competency areas; click the competency area (in this example Engineering, Communication and so on) to view the competencies belonging to this area

One Page – all the competencies will be displayed in the one page list

To assess all the competencies, click Assess above all the competencies. To assess an individual competency, click Assess next to this competency name. To view the history of the competency development (assessment), click History next to the competency name. After assessing the competencies, you can compare the required level to the assessed employee level. The

competencies that are below limit will be formatted with red. Click Gap Analysis Chart to view the chart showing the difference between the required and actual employee level.





8 Development Needs To build the development plan more effectively, you can first create the development needs for the employee and then assign the materials based on the development needs. Based on the

employee assessment results (performance review or ongoing manager’s assessment), define which competencies the employee is to develop. For each such competency you can create a development need.

Follow these steps to create the development needs:

1. The employee can open the development needs from the My Learning section of the Employee role menu by clicking My Development Needs. The Training Manager can do this from the employee personal card by clicking the Learning tab and then Development Needs.

2. Click Add Development Need to add a need.

3. Define the development need title and provide description.



4. The development need can be mandatory, optional or career related. Select this in the Need Type field.

5. In the Status field, select whether the development need is active for the employee or it has already been completed.

6. If the employee is to acquire some certificate to prove the development need achievement, select it in the Certificate field.

7. In the Due Date field, provide the due date for completing the development need.

8. Use the Development Method field to describe the means by which the need is to be achieved.

9. Explain how the achievement will be measured in the How do we measure achievement field.

10. Save the need.

When assigning the learning material to the employee, you can relate it to a development need by selecting it in the Development Need field of the assignment dialog.

You can change the default view of the development plan by clicking the View by Development Need option. This will display the development activities grouped by the development needs.





9 Competency Development Plan Use the Competency Development to plan the employee’s development needs more effectively. The plan displays the employee qualification rating and current level for all the available

competencies split by competency groups. Use this information to identify the areas that require improvement and create the development needs.

The Competency Development Plan is available to the employees from the Employee menu and to the Training Manager – from the employee card (on the My Learning tab, click Competency Development).

In the Action Plan section, for each competency group, you can see the current development needs and the employee’s level for each competency in the group. To create a development need, click Add, select the competency to be included into the development plan, provide requested information and save the need.

In the same way you can add the development needs of the Career type in the Career Direction section.

Then, based on the development needs, you can assign the learning materials:



10 Performance Reviews The performance reviews occur periodically to evaluate the performance based on the goals set, KPIs, job responsibilities and so on. When the review round is launched by the HR team, the system

generates a review form for each of the review participants. The form will contain your performance related data for the review period (objectives, KPIs etc). You will get a mail notification that you are to complete the review form and will be able to work with the form from the Employee Self Service section, My Performance Reviews.

The performance review process is based on the workflow that defines the review steps. For

example, the first step can be you filling in the form, the second step – manager commenting on the form and so on. In this case, after you complete the first step, the form will be submitted to your manager, who will be able to work on it from the Manager Self Service.

10.1 Open the Form

The employees can access their forms by switching to Employee mode and clicking My Performance and then My Performance Reviews.

The employee can see the following reviews:

Require My Action tab - reviews requiring action

My Reviews tab - all his or her reviews, both previously completed and currently active

My Team Reviews tab - if the employee occupies the managing position, he or she will be able to view the team reviews

The managers can access the review forms of their employees by switching to the Manager role and clicking My Team Performance > Performance Reviews. The reviews will be displayed in the same three tabs.

10.2 Fill in the Form

To start working on the review form, select a form available to you in the Employee menu or Manager menu and click Fill in. Work with the sections that are editable to you. Whether the

section is editable depends on your role and the section settings (the Filled By section property). All the information you enter into the form will be synchronized with your current data (objectives, competencies and so on).



The following topics explain how to fill in a section of each type.

10.2.1 Objectives Section

The Objectives section contains all the employee objectives for the review period, along with their results. This means that if the employee was keeping the objectives information up-to-date, the section is already filled in. Otherwise, edit the goals by clicking their titles and changing the goal results and status. You can add additional goals to the form by clicking Assign Objective.

Note that if the company and department goals were included into the review form, they will display in the Objectives section, but won’t be editable.

Based on the objective results (% Complete), the system will calculate the payout to be used for bonus calculation. The payout calculation rules are described in the section Ошибка! Источник ссылки не найден. Ошибка! Источник ссылки не найден..

10.2.2 KPIs

The current KPI results will be copied to the KPI section. View the KPI history by clicking History. Change the values as necessary by clicking each KPI title.



10.2.3 Competencies

The current employee assessment will be copied to the employee review form. To change the competency assessments, click Assess and evaluate each competency.

10.2.4 Job Responsibilities

Evaluate each job responsibility by clicking specifying the level and providing notes (click the responsibility titles and then Edit Item).

10.2.5 Development Needs

The manager and employee identify a list of development objectives, that is, what needs to be developed and in which way, to improve the employee performance and competencies. Add the development needs by clicking Add Development Need. The added needs will be available in the Employee menu under My Learning > My Development Needs.

10.2.6 Career Goals

The current goals are copied from My Objectives available from the Employee menu, My Performance. Click Add Career Goal to add goals as necessary.



10.2.7 Custom Fields

Click Fill Section to fill in a section with the custom fields. Based on the field types, you can provide the free text, enter date, select the check box or select among the available choices.

10.2.8 Summary Score

The summary score section will list the names of sections with the Included in Summary Score check box selected. You will be able to select scores for each of these sections. Based on your

scores and each section weight, the system will calculate the general score and put it into the Manual Score field on the top of the review form. You can change this value manually, if you wish.



10.3 Mark the Form as Completed

When you finish working with the form, click Submit on the top of the review form. The status of the stage you are responsible for will change to Completed and the form will be submitted to the following person in the workflow.

When all the stages are completed, the review status will change to Completed.



11 Learning and Development Based on the development needs identified during the performance review, you can plan your development activities. Use the Learning Catalog to view the available learning materials and plan

your learning. All the materials you select will be added to your personal development plan. Use the plan to launch the learning and track the statuses of the activities. All your learning results will be stored in the GradeBook.

11.1 Employee Personal Development Plan

The employee development plan is available to the employee, Training Manager and employee’s manager.

The employee uses the development plan to assign the learning materials as development activities, work on the planned development activities – launch the documents, e-learning courses and quizzes, view the scheduled classroom trainings and record the learning results.

The Training Manager and employee’s manager can use the employee’s development plan to view and correct the planned development activities.

To open the development plan:

Employee – in the Employee role menu, click My Learning > My Development Plan.

Employee’s Manager – click My Team Learning > My Team Development. In the report that opens, click the figure in the Completed Activities column to open the employee development plan.

11.1.1 Assign Development Activities from the Plan

To assign the learning materials as development activities from the development plan, use the assignment buttons on the top of the plan:

Click Assign from Catalog to assign a learning material from the learning catalog.

Click Assign External Activity to assign the external training.

Click Assign Curriculum to assign a curriculum.

Fill in the development activity properties in the assignment dialog and save the activity.



11.1.2 Work with Development Activities

To work with the documents, e-learning courses and quizzes from the development plan, click

Launch. After passing some quizzes or e-learning tests, the achieved score will be automatically recorded to the Result field. Otherwise, you can record the score manually after completing the learning.

To mark the development activity as complete, click the activity title and then Mark Complete. To provide the completion date and the score achieved, click Edit Item and fill in the Completion Date and Final Score fields.



12 GradeBook All learning results are recorded to the employee’s grade book available to the employee under My Learning > My GradeBook and to the Training Manager from the employee card (click the Learning tab and then GradeBook).



The Overview section shows the summary of the employee’s learning results – the number of certificates, the required and missing certificates, the number of completed development

activities, the number of passed and failed activities and the average score for all scorable development activities.

The Trainings and Quizzes section shows a list of the completed development activities, along with their results. If the completed development activity expires, it will be displayed in the Trainings and Quizzes section, but with the status Expired.

Under Certificates, you can see all employee’s required (mandatory) and additional (optional) certificates.

Under Competencies, the competency gap analysis chart is available. It compares the current

employee assessment with the job role requirements. The assessment is taken either from the ongoing manager’s assessment or from the last performance review:



13 Plan the Career Path and Goals

13.1 Career Paths

The career path is the job roles available as potential promotions and rotations for the employee of your job role. Each employee can view his or her career path to decide where to move forward. This can be done from the Employee menu by clicking My Performance > My Career Path.

For each career path job role, the employee can view the job description and run the Competency Analysis report to compare his or her competencies to the competencies required by the job role the employee is interested in.



13.2 Career Goals

Based on the career path selected, the employees can plan their career goals, in collaboration with the managers, and then the progress can be discussed during the performance review or a separate meeting. The managers and HR team can track the progress for the career goals.

13.2.1 Plan Career Goals

The career goals can be defined through the Employee role menu. The system also allows the employee manager and HR person to add the goals for the employee.

To create the goals from the Employee menu, follow these steps:

1. In the My Performance section, click My Career Goals.



2. To create a new goal, click Add Goal.

3. Specify the goal title, provide the start date and end date for working on the goal.



4. In the Description field, describe the goal.

5. In the Career Challenges field, describe what are the obstacles for achieving the career goal, that is, what the employee should work on to achieve the goal.

6. Use the Status field to provide the current goal status (Not Started, In Process, Completed, or Failed).

7. Save the goal.

Based on the created goals, the development needs can be identified and then the learning can be planned for these needs. The development needs can be created from the Employee menu (My Learning > My Development Needs). Set the need type to Career.

Documents

Lanteria HR 2013 for Employees - Zendesk · By default, it contains the sections for employment details, contact details, personal data, diversity & equality information, performance