Creating Profiles

The figure provides an overview of the lessons before and essentially covers two aspects:

• Qualification Catalog

  The qualification catalog can be divided into several subfolders, so-called qualification groups, which in turn can contain further qualification groups. For example, a parent language group can be divided into subgroups of "European languages" ​​and "Asian languages". A new group is also required if different scales are required for the same qualification, as the scales are linked to the qualification groups. The language English as a certificate with a YES/NO scale and the language English with a school grade, for example, A, B, C, D, and F, therefore, also require different qualification groups. At the end, qualifications are created and linked in the groups.

• People have qualifications and positions have requirements

  If a person (P) is assigned a qualification from the catalog, it is still called a qualification (Q1, Q2, ...Qx). If a qualification from the catalog is assigned to a position (S), it is called a requirement (Req1, Req2, ....Reqx). The distinction is important because it can be used to compare profiles and derive personnel development from this.

Profiles are for storing information on objects such as qualifications, appraisals (open), appraisals (received), appraisals (created), and requirements.

The header contains standard information on the object. For employees, this information can include the person's name, date of birth, and the position the person holds. Subprofiles contain more specific information on a particular aspect of the header. For example, a person's qualifications subprofile contains details of the person's skills and knowledge.

Profiles can be created for different object types and each object type can have a number of different subprofiles. Each profile consists of a header and some subprofiles.

The subprofile qualification tracks employee skills and abilities by type and level of proficiency. You can use the qualifications catalog to create a Qualifications subprofile.

If you implement the performance management function, you can use the following subprofiles for appraisals:

• Objective Setting & Appraisals (Open)
• Objective Setting & Appraisals (Received)
• Objective Setting & Appraisals (Created)

Requirements subprofile specifies the knowledge and skills, including the level of proficiency of the skills required, for example, for a specific job or position. This subprofile is created using qualifications stored in the qualifications catalog, and must have a validity period. You can enter notes for each entry in the requirements subprofile.

Requirements can remain unevaluated (that is, without a specific proficiency) or you can assign them a proficiency. The scale of the qualification group to which the qualification belongs determines which proficiency you can assign to it.

You can also specify whether a requirement is essential or optional. You can consider this factor when, for example, executing a profile matchup.

Requirements that are related to a job are inherited by positions derived from the job. You cannot delete inherited requirements from the subprofile but can assign a different proficiency or add additional requirements.

The figure provides an overview of the lessons and essentially covers two aspects:

1. Qualification Catalog

   The qualification catalog has qualification groups with qualifications. The proficiency scale is assigned to the qualification groups.

2. People have qualifications and positions have requirements

   If a person (P) is assigned a qualification from the catalog, it is still called qualification (Q1, Q2, ...Qx). If a qualification from the catalog is assigned to a position (S) or to a Job (C), which is also assigned to a position, it is called a requirement (Req1, Req2,....Reqx).