Make RHSense

Businesses have long been collecting vast quantities of HR data that is simply stocked in disparate silos. Aragon-eRH was created by seasoned HR professionals who understood that this undervalued wealth of information could be used to cultivate workforce competencies and manage employee careers.

That is why Aragon-eRH developed the Make RHSense technology: a solution to interconnect HR data thereby empowering employees and management with more knowledge. This technology is now awaiting patent.

INDIVIDUALIZED TRAINING PLANS

Each employee enjoys periodic evaluations and interviews during which their competencies are evaluated and their career objectives are discussed. In addition, a provisional workforce planning function identifies skill gaps and competencies that your organization will need in the future.

The Make RHSense TRAINING technology automatically generates training plans that enable employees to develop their competencies in order to move into positions that correspond to their individual professional desires, and to the enterprise’s need for their development.

INTERNAL MOBILITY AND SUCCESSION PLANS

With the average management position held for three years, succession planning is an on-going process. In order to ensure your company’s preparedness, Make RHSense SUCCESSION identifies competency profiles that most closely match the position in question as well as the training and coaching necessary to ensure that the position is successfully filled.

OPTIMIZING HUMAN RESOURCES

Activity, whether industrial or service-oriented, varies according to economic conditions and time of year. In order to efficiently navigate an enterprise through these ups and downs, besides using full-time employees, short-term contracts, part-time and temporary staff allow for adjusting production capacity. The risk is in holding positions open and filling them with inadequately trained employees.

To guarantee optimal personnel management, Make RHSense OPTIMIZATION identifies both internal and external competencies that can be mobilized according to varying levels of activity. The technology seeks out existing internal competencies that require training in order to achieve greater versatility. As such, each position in the production chain is filled by a fully trained employee.