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Usage Scenarios" Sme's and Corporates |
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Note: these are only brief descriptions of some very limited ways in which the system can be used by Small Medium Enterprises (SMEs) and Corporates. The system has great flexibility and is capable of deeper and more sophisticated HRD uses. To get the full benefit of the system we suggest you discuss your individual requirements with a representative from Nexus. These descriptions are only intended to give you the "flavour" of the system's usage. More detailed information is available.  Click here |
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A SME might use the HRD system in the following way.
The organisation purchases a manager's license and 15 employee licenses. The manager takes on a mentoring or coaching role with each employee, and in discussion with the employee determines which competencies are needed in their role and the order of priority of those competencies and the extent to which the employee meets those competencies. The system then automatically generates a set of personal development recommendations and then a personal development planner. Continuous professional development records are automatically generated and available for the manager to review. Thus the manager and the employee are aware of progress in the attainment of the determined competencies, and remedial action can be taken if required. The employee receives regular ebriefings on their desktop and light-hearted but searching tests and quizzes. Attainment of competency is measured and recorded in the professional development records and would feature in the employees performance appraisal conducted at the end of 6 months or 12 months by the manager. The organisation may also take advantage of our "lust to dust" Human Resource Management program specifically designed for SMEs (for details follow this link to SME HR Services): the HRD Online system brilliantly augments that HRM program.
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A Corporate might use the HRD system in the following way.
The organisation purchases a controller license, managers licenses and employee licenses. For an additional fee we set-up an individual elearning website for the organisation to promote their corporate image and to provide for full product authoring capability. The site and eprograms are designed to reflect the particular culture and the particular training priorities and methodologies of the organisation. For example, the organisation may already have an extensive in-house leadership competencies program in place and an elearning program is developed to augment that program. For example, the organisation may have an existing induction procedure for new employees (covering such things as OH&S, EO, organisational values, products, and so on) and an eprogram is provided to augment the existing induction procedure over a 3 month period. For example, the organisation may have different training objectives depending on the needs of each of its major national areas, and eprograms are designed to reflect the diversity of the organisation's multinational presence. The oversight and strategic direction of the elearning program is the responsibility of the organisation's training division (holder of the controller license). Line managers determine with employees individual training plans and review the continuous development records for each employee. Competency attainment is discussed at performance appraisals.
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Free Trial: you can trial this product for free by:
clicking on the free trial link under licenses and fees in the HRD Online menu to the left.
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