The first process implemented using this software enabled personnel organization management, including notification of the creation — and subsequently of the cancellation — of any entries to its network or applications, as well as modifications of authorization profiles based on organizational changes, in compliance withseparation of duty regulations.
The process is indexed according to job function and designed to cover all related departments upon the arrival of new company personnel including human resources and administration, for financial benefits such as lunch tickets, infrastructure, for benefits such as cars and mobile phones, the internship department (for managing trainees), and IT for managing and supplying hardware and software to the related users, in addition to hierarchical reporting of the new hire.
Managed directly by human resources, with a single access, the BPM system prepares and automatically sends a personalized email for each new hire to the departments involved. This email lists and recalls information related to the new employee's job function in the company, thereby accelerating his/her entrance and the ability to plan activities.
This process is being used to:
• Introduce new personnel (customized according to contract type: internships, unlimited-time contracts,
limited-time contracts, project-based contracts or flexible type (known as "co.co.co." in Italy) contracts).
• Modify job titles.
• Make changes at the corporate level.
The exchange of information is based on the new hire's corporate job function and level of involvement. While Human Resources has access to all of an employee's information, other departments can only access information directly related to them. The system ensures that personnel mapping is not relegated to individuals, but rather, it lies within a central database accessed according to organizational job function, and therefore constitutes de facto corporate know-how.
