Our Software
PeopleWeek’s platform provides HR and collaboration solutions across the employee lifecycle for mid–sized and large organisations. The system has country-specific features and can be deployed in one country or in multiple countries.
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Storage of personal and professional information that supports the deployment of other PeopleWeek modules.
You can choose which personal data is visible to colleagues and use employee self-service to improve employee data management.
The module is very configurable by the client, for example, you can create your own job titles, job descriptions, departments, cost centres, grade levels, contract types, etc and most fields are translatable into other languages.
Storage of employment and personal documents, including auto alerts on document expiry dates.
Folders structures can be configured by entity.
Allows employees to create a personal profile that is visible to colleagues, like an in-house social media platform.
The user can also use the settings function to choose their preferred language (currently all modules are available in English, French, German, Italian, Portuguese and Spanish, whilst other languages are available on demand).
Reminders on important dates like work permit expiries, birthdays, and service anniversaries.
The Customised Fields module allows you to create data fields that are specific to your organisation. The fields can be in any type of format, e.g. dropdown lists of employees or of other values, date picker, multiple choice, multiple response, free text, currency, etc. The Customised Fields module can also be used to create data points that are mandatory when onboarding or off-boarding an employee, e.g. data points that are needed for other departments such as IT.
Our training module enables you to create a training catalogue, manage training requests and approvals, and generate training certificates.
PeopleWeek can also be integrated with third-party Learning Management Systems (LMS) to access training content, e.g. e-learning, with a single user interface.
With our graphically appealing interface you can identify potential successors and timeframes.
This module enables you to efficiently plan ahead, reducing admin and freeing up time for valuable talent discussions.
Our development planning tool helps you to maximize employees’ potential and fulfil their career aspirations.
It is possible to integrate the results of the IDO into an Evaluation Questionnaire.
PeopleWeek’s flexible 9-Box tool enables you to identify and proactively manage talent aligned with your own organisation’s criteria and culture.
Our recruitment module enables you to create vacancies in the system and then centralize the management of applications. HR can then manage the process in an efficient and structured way, including sending bulk emails to candidates and recruitment agencies.
Colleagues can be invited to participate in the selection process, for example selecting preferred profiles for an interview and writing interview feedback, meaning the process can be very collaborative.
Vacancies can be approved in the system before being published, the same vacancy can be advertised in multiple languages so candidates can apply in their preferred language, your job descriptions are auto-recognised when creating a vacancy, and you can use filtering questions and tags to help quickly identify the most suitable applicants. PeopleWeek also has a Spontaneous Applications functionality.
PeopleWeek’s advanced recruitment module has many features, including:
downloading CVs in batches;
adding personal notes in job applications;
ability for the recruitment manager to submit an existing application to a different job opening;
configuring your own folders/categories for managing applications;
configuring different recruitment workflows by vacancy;
interview questionnaires;
identifying employee referrals;
links to third-party calendar management tools for managing interview slots; and
subscribing to notifications at different phases of the recruitment process (e.g. when a job application is received or an interview evaluation is added).
Once a hiring decision is made, use our onboarding module to convert a candidate into an employee in the system and manage any pre-hire actions (e.g. issue an employment contract, initiate background checks, certificates, compliance, etc).
Define personalized work schedules (including variable ones) for each employee.
Submission and approval of absence requests, holiday balances, and adjustments (including bulk changes).
Absence types and approval workflows can be created and changed by you with just a few clicks.
Absences can be part days, half days or whole days, as well be open-ended, and employees can upload documents (e.g. medical certificates).
Submission and approval of timesheets, and ability to configure and change your own automatic reminders.
You can configure maximum weekly overtime hours, overtime hour thresholds (before overtime is compensated), and publish overtime rules.
You can be confident that you are compliant with any working time legal requirements.
Requests and approvals: Create your own types of remote working in your Cockpit (e.g. teleworking, business travel, off-site). Employees and managers can then submit a remote working request and the request is subject to your preferred approval workflow.
Integrated with the timesheets module and calendar: Once a remote working request has been approved, it appears in the timesheets module and calendar as a remote working period.
Who’s Where: Quick view functionality to see whether a colleague is working in the office / on-site, working remotely or is off work.
Manage the objective setting and performance review processes in a way that is fully aligned to your organisation’s current practices and culture.
You can select parameters such as weightings and KPIs, choose your own rating scale (or no rating scale), add/change objectives during the year, and launch objectives reviews at any frequency.
Customised questionnaires for evaluating performance, competencies, the work environment, compliance, etc. You can have as many questionnaires as you need and they can be in multiple languages.
Managers can write a trial period performance review in PeopleWeek and can be triggered do so by an auto-notification before the end of the new hire’s trial period.
A simple tool for documenting PIPs, including agreed actions, resources needed and updates.
Publish news stories to the whole organization or sub-groups of the organization in a graphically appealing way and with alerts.
Create company or social events, send invitations, employee discussion boards by event, and a calendar of upcoming and past events.
PeopleWeek’s project management module facilitates cross-team working and includes task management and document sharing functionality.
Share documents via folders and sub-folders, including the ability to restrict access to specific teams or departments. You can also send alerts when new documents are published.
A gateway to frequently used company resources such as internet sites, internal applications, and subscriptions.
Create your own customized surveys, send them to employees and generate reports on the results.
Create your own lists and databases, for example a CRM or an inventory. You can control access rights (e.g. by entity, team or individual), send notifications, and filter using key words searches.
The data and pay elements needed to process payroll in any country can be stored in PeopleWeek and exported to your payroll system or provider using a data synchonisation. Payroll related documents can also be stored in PeopleWeek.
Make compensation reviews more efficient and data secure by running the process in an automated tool that includes workflows for approvals.
Absence types and approval workflows can be created and changed by you with just a few clicks.
Absences can be part days, half days or whole days, as well be open-ended, and employees can upload documents (e.g. medical certificates).
The LTIP module can be used to manage all types of LTIP awards, e.g. shares, options, restricted share units (RSUs), investment funds, etc. LTIP Managers can set LTIP rules, vesting periods, grant LTIP awards in different currencies, upload foreign exchange rates, unit values, and generate documentation (e.g. award letters and tax related documents) in multiple languages. LTIP recipients can access their LTIP awards in PeopleWeek to make elections (e.g. buy and sell), and to download documents. The module has notifications and reports
PeopleWeek has built functionality to help our clients manage the requirements of Swiss Equal Pay legislation and reporting in alignment with the Confederation’s Logib tool.
Submit, approve and generate reports on expenses.
The Compliance Module is a stand-alone module that enables you to create compliance attestation forms, launch them to all or sub-sets of employees, and then pass them through an approval process within PeopleWeek.
The module can be managed by a Compliance Manager role (there can be more than one Compliance Manager) and is supported by reports to track completion and outcomes.
Report on absences by employee, department and types.
With PeopleWeek you have a micro and macro view, enabling you, for example, to ensure that employees and managers are organizing holiday usage throughout the year and proactively identifying any absence trends such as sickness.
Employees can generate their own working time reports, whilst managers and HR can run reports by individuals or teams.
You can easily produce working time data needed for any official reports, e.g. legally required, and have insights into working time trends.
Easily accessible reports on all kinds of useful employee demographics such as age, gender and tenure.
Proactively manage headcount, for example by country, entity, vacancy, type of employment (permanent, fixed-term, etc), and see trends over periods of time.
PeopleWeek provides two types of org chart.
One enables you to quickly see multiple managers and their departments on one screen, whilst our other tool lets you drill down into specific teams and quickly access colleagues’ profiles.
Run reports by departments, entities and countries so you have insights into hiring and turnover trends in the time period of your choosing.
Report on completion rates across the performance cycle, performance rating distributions (if you use a rating scale) and also combine such data with demographics such the gender and tenure of employees.
Our recruitment module enables you to report on specific vacancies, for example seeing data on all applicants for a job and what stage you are at in the hiring process. You can also analyze recruitment trends, such as average time to offer and application statistics.
Produce the reports you need to analyze expenses by category, country, entity and individual and all done in a way that makes life easier for your accounting / finance department.
PeopleWeek has a set of reports that allow you to extract in Excel important upcoming dates, for example, work permit expiries, service anniversaries, birthdays, probation period end dates, and future employment end dates.
PeopleWeek hosts the data needed to process payroll in any country in the world, thereby reducing manual work and the risk of payroll errors. We can build payroll integrations with third party payroll software.
At PeopleWeek we recognize that finance and accounting teams rely heavily on HR/employee data to manage core company processes.
PeopleWeek can build the systems integrations you need so that HR and F&A processes work in harmony.
PeopleWeek can integrate with identity provider software, ensuring your company has secure and reliable identity management and authentication.
Learning Management Systems: PeopleWeek’s training module can be integrated with third party LMS providers to allow a “one-stop shop” experience for users.
The Checklists Module enables you to create checklists with tasks that are assigned to specific individuals or teams and with deadlines. Task owners receive notifications and a task can be configured as a prerequisite before a downstream task can be completed. As a final step in the workflow, a checklist can be assigned an approver and you can require individuals to confirm that they have reviewed the checklist and agree to its content. This module can be used for HR and non-HR processes, e.g. on-boarding, off-boarding, management of IT equipment, compliance, and procurement.
With this module you can create document templates in Word, including personalised headers and footers, and use them to generate documents that auto-populate with data that is stored in PeopleWeek. For example, the module can be used to create employment contracts, letters, and references. You save the templates in a library and they can be made available for all entities or specific entities. Templates can be modified, archived and cloned. Once a document has been generated using a template, it can be converted into PDF outside of PeopleWeek.
The Exit Interview module enables HR to create customised exit interview templates (forms) in a library and then send them to departing employees. The workflow is HR-employee-HR. 🎥 Video
With this new feature you can configure notifications for upcoming contract end dates. A maximum of 3 notifications can be configured and they can be sent to any combination of HR, the manager and the employee.
This new feature enables you to clone generic job descriptions from your job description database and then customise them for each employee (or simply use the generic one). The job description can be personalised by HR and each employee’s manager. The job description is visible in the employee’s profile and can be downloaded in PDF.
You can now save customised report templates as either private or public. A private template is only visible to the HR team member that created it. A public template is visible, and therefore usable, by all HR team members.
This new feature allows system administrators to allow employees – or specific employees – to disable email notifications so that they only receive notifications in their PeopleWeek inbox. Go to Admin > People > Email notifications > Select the employees using the audience picker tool.
This new functionality enables system administrators to import public holiday calendars using an Excel, copy it into a CSV file (downloaded from the UI), and then import the dates. Public holiday calendars are created by entity. 🎥 Video
Exclude individuals from the organisational chart (e.g. consultants or Board Members). 🎥 Video
HR can now run a new nationalities report in the demographics section under HR Dashboard > People > Reports.
This new feature enables HR to build their own custom reports in Excel based on the data contained in the existing report “Employee Master Data”. You can design your report by field, column order, and customise the column title. An advanced version of this module enables HR to save the customised report as a template in a library. The template can be re-used and the library displays who created the template, the date it was created, and the last time it was used. Templates can be cloned and then modified, as well as archived and unarchived. The Templates Library functionality is subject to a one-time activation fee.
It is now possible to archive teams. Once a team has been archived it does not affect existing team members but it no longer appears in the drop down list of teams. 🎥 Video
The audience picker tool has been enriched so you can now select employees using many more criteria, e.g. job title, contract type, internal/external contract, work rate, dates of employment. 🎥 Video
We have introduced a data stamp on notifications and the auto-archiving of any notifications after 90 days. We have also improved the design of the notifications inbox so you can more easily identify new, recent and older notifications.
The employee directory UI has been improved so that you can now navigate between pages to find employees (for example, because you do not want to use the search filters to find a person).
Administrators can now configure the home page to make “My Entity” or “My Department” the default landing page for displaying employees’ names and photos (until now, “All” was the default). 🎥 Video
Administrators can now configure whether the absences, timesheets, remote working, evaluations, and objectives modules are enabled/disabled by default for new hires. 🎥 Video
Contract types can now be marked as either “Internal” or “External”. This new feature will help you when running reports and an Internal/External filter has been added on all people reports.
The content and design of the employee master data report has been improved based on client feedback.
PeopleWeek has introduced re-hire functionality. It enables HR to re-hire a former (terminated) employee and attach them to their archived PeopleWeek employee profile. 🎥 Video
In the employee Master Data Report HR can now see the last time a user logged into PeopleWeek.
PeopleWeek has developed its own dual factor authentication application (available on App Store and Google Play). The application uses Time-Based One-Time Password (TOTP) protocol. This optional configuration offers an additional level of security for clients that want it and do not use Azure AD single sign-on.
It is now possible for Administrators to decide whether the customised fields tab is visible or hidden to employees, managers, and payroll partners.
System administrators can archive job titles that are no longer needed. 🎥 Video
It is now possible to have customised fields that need to be completed when terminating an employee’s employment. The additional fields can be helpful for downstream off-boarding processes, e.g. managing IT assets.
Our redesigned tables and lists across the system offer an enhanced user experience.
System administrators can change the default holiday entitlement days by entity for new hires. The default holiday entitlement is automatically loaded into the new hire’s profile and can be changed subsequently at an individual level|(if the new hire’s holiday entitlement is different to the default).
Our new configuration allows the client to block employees from being able to add or change their photos, e.g. because you want to take a consistent approach within the organisation.
Systems Administrators can configure the timing of auto-logouts from the system, i.e. specify the number of minutes of inactivity. This functionality is not designed for Single Sign On (SSO) clients.
Configure notifications for future employment end dates, e.g. for the expiry of fixed term contracts.
Employees can now have secondary cost centres, with the split assigned as a percentage.
In addition to having a legal name, HR can now also configure a display name that will appear in the UI for colleagues (but not in reports).
This new feature offers applicants the possibility of changing their personal details, uploading a new CV, and anonymising a past job application. This feature keeps PeopleWeek at the forefront of GDRP and FADP best practices.
PeopleWeek now has an integration with JobUp, the leading Swiss job portal. The integration means that you will be able to publish a job vacancy in PeopleWeek and directly synchronise it with JobUp (JobUp’s synchronisation runs every 2 hours). Unpublishing vacancies works in a similar way.
This new functionality enables Recruitment Managers to create talent pools and to assign access rights for each pool to specific individuals (“Talent Pool Managers”). Recruitment Managers and Talent Pool Managers can add and remove profiles from talent pools. Recruitment Managers can invite a candidate from a talent pool to apply for a new vacancy. This functionality is subject to a one-time implementation fee.
We have added an information button to explain how to quickly open CVs in new tabs.
We have added a new information button to advise job applicants that they can only upload one document and that PDF format is recommended.
You can now bulk anonymise job applicants rather than doing it one-by-one.
PeopleWeek has introduced a new UI that allows you to pass from one candidate to another without having to open each job application separately.
We have created a new role called “Recruitment Manager” that can manage all aspects of recruitment but without having an HR role.
Our new vacancy locations functionality allows you to create your own vacancy locations, thereby making it possible to publish a job vacancy for multiple locations and/or as a remote working. Refer to the user guide for details.
When creating a vacancy, you can decide that it will be unpublished after a pre-defined number of job applications. The maximum can be adjusted after the vacancy has been published.
The existing “Additional Questions” functionality in the administration section of the Recruitment Module, can now be used to ask open-ended questions with an unlimited number of characters in the response. Some clients are already using this functionality to require job applicants to include a cover/motivation letter when submitting their application.
You can now archive recruitment agencies if you no longer intend to work with them.
When Recruitment Managers create a job vacancy, they are now asked whether it is a replacement hire or a new position. This feature is designed to help with budgeting/reporting and is only visible to Recruitment Managers.
Insert an « expected hire date » when you create a vacancy. This extra data point is also included in the vacancy report.
HR can now configure a default acknowledgment email for spontaneous job applicants. It works very similarly to the default acknowledgment email for job applicants to a specific vacancy.
PeopleWeek’s new job description functionality allows HR to create job descriptions in 6 languages. Once created, the job description is linked to employees’ job titles and the creation of job vacancies in the Recruitment Module. Candidates can then apply for the job in the language of their choice.
HR can submit new vacancies for approval and they cannot be published until approved.
This new functionality offers several new features, including configuring an annual maximum number of days absence per type and setting an expiry date for the use of any carried-over vacation days and compensation days (“flextime” or “overtime days”). If the manager approves an absence request that exceeds the maximum, a notification is sent to the employee, manager, and HR. 🎥 Video
With this new functionality you can configure an annual maximum number of days entitlement per remote working type. If the manager approves a remote working request that exceeds the maximum, a notification is sent to the employee, manager, and HR. This feature may be particularly useful for employers that need to manage the number of days teleworking of cross-border workers.
This new functionality has 3 core features: 1) A new quick view UI for displaying employees’ absences and remote working days throughout the year, including which roles can see this information; 2) Incorporating employees’ working schedules in the calendar; and 3) Filtering the absences calendar by multiple employees simultaneously (thereby helping users to organised team activities, e.g. meetings). This functionality is subject to a one-time activation fee.
You can now see the total number of weekly working hours that have been configured each employee’s work schedule. This will help avoiding mistakes of the schedule not matching the employee’s contractual weekly working hours.
We have added the “calculated difference” column to the Timesheets user interface.
There is a new Excel summary report on absences. It is very similar to the summary report on remote workings.
Now, in addition to the employee’s direct manager, a shared approver will be able to approve/decline their absences and remote working requests. This feature is not a double approval, rather, it allows for one of the two people to approve/decline the request. More information is available in the user guides.
Using a date picker, employees can now request multiple remote workings of the same type (e.g. tele-working) in one submission. 🎥 Video
In the Admin section, you can now configure the Remote Working Module so that remote working types are visible to colleagues in the “Who’s Where” user interface on the home page. For example, rather than the UI showing that a person is “remote working”, it can be configured to show “Client Visit”, “Business Trip”, “Teleworking”, etc.
This new feature means that you can configure the calendar so that colleagues can see a colleague’s remote working type, e.g. “Teleworking” or “Client Visit”.
Our new report provides a detailed breakdown of vacation balances. It is designed for HR. The pre-existing vacation balances report has been renamed “Vacation Provisioning Report” and is designed for accounting purpose.
Administrators can now configure the system to apply a maximum number of permitted carry-over (of unused) vacation balances. 🎥 Video
It is now possible to create document categories for absences related attachments, e.g. medical certificates. This new feature is particularly helpful for exporting of statutory absence related documents to payroll providers.
System administrators can change the default work schedule by entity for new hires. The default work schedule is automatically loaded into the timesheet of new hires and can be subsequently changed at an individual level if the new hire’s work schedule is different to the default.
You can now publish overtime rules by entity in the timesheets module UI.
The UI now notifies you if the employee’s weekly work schedule (or the average of their rotating work schedule) does not match their work rate (i.e. their weekly working hours).
Our new report provides a detailed breakdown of vacation balances. It is designed for HR. The pre-existing vacation balances report has been renamed “Vacation Provisioning Report” and is designed for accounting purpose.
Employee timesheet reports, with a number of filters, are now available in Excel, as well as PDF.
Managers can cancel and delete approved absences, e.g. because the employee asks them to change the date.
Open-ended absences are possible, for example when an employee is signed off work long-term due to an illness or accident.
Managers can change timesheets after they have been submitted or auto-submitted by their team member.
You can now archive your projects when they are complete and easily access them in a separate tab. This helps to keep the user interface clean and ensure that information on historical projects is preserved.
Send a reminder to survey invitees to complete a survey.
In addition to the multiple-choice and multiple answers functionality, PeopleWeek’s Survey Module now has free text questions.
Any free text responses are downloaded in a separate report.
Expenses Managers can now choose whether to generate the expenses report based on the transaction date or the date the expense was approved/declined.
HR can now run an FTE report in additional to a headcount report.
PeopleWeek has introduced a number of new reports in 2022, including remote working, future hires, and important dates such as work permits, service anniversaries, birthdays and trial periods.
Managers can now run a holiday balance report for their team.
You can now create events as either private or public. Private events will only be seen by employees that were invited to the event.
The new audience picker feature has now been applied to the News and Contents modules.
You can now re-order sections within the Contents module.
It is now possible to move a news article to a different channel
It is now possible to clone an event. This functionality can be particularly useful if you have events that repeat regularly, e.g. a monthly townhall meeting or a team apéro.
File articles are now editable.
In the Documents module, you can now limit access to a tab to a specific entity. For example, you could use this to limit access to documents that only need to be viewed by employees in a certain entity, such as an employee handbook or benefits enrolment forms.
The number of page views or downloads (for file articles) is now published both within the thumbnail and in the article when you open it.
PeopleWeek has introduced a third type of article called “URL” (in addition to text articles and files). This enables you to create news articles as a weblink to an external platform.
With our new feature, you can auto-send your customised onboarding notification to the line manager of the onboardee (in addition to the default list of notification recipients).
This functionality enables you to create default onboarding configurations for different types of onboardings, for example, for employees, consultants, board members, etc. Each onboarding type can have its own default folder structure and documents, thereby avoiding the need to manually upload the same standard documents every time you have an onboarding.
PeopleWeek has built a feature that allows HR and hiring managers to subscribe to receive notifications when a new comment or response is added (e.g. by the onboardee) in the onboarding module.
It is now possible to filter any trainings that have been archived.
We have deployed a number of new features in the training module, including additional filters, removing trainings in bulk, and publishing the same training in multiple languages.
The system now blocks users from requesting a training if it has already been requested and is pending approval.
Following feedback from clients, “attendances” has been renamed “enrolments”.
PeopleWeek has built an integration with the Rise Up! Learning Management System, a rich blended learning platform.
This new functionality means that Payroll Partners now have a notification inbox in which they receive notifications about new hires, leavers, and payroll-relevant absences.
PeopleWeek now offers the possibility to export and import CSV files to a SharePoint folder (as well as to an SFTP).
Payroll Partners can download documents related to payroll from employees’ personal folders (those folders that the client has authorised).
Payroll Partners can be given permission to access employee absences and related documents, e.g. medical certificates.
We have added a payroll configuration for Singapore, thereby enabling our clients to store in PeopleWeek all personal and professional data needed for payroll processing in the country.
This new feature enables Compensation Managers to assign salary increases and special payments to all employees covered by a collective agreement or trade union agreement.
It is now possible to change the status of an expense from already “Paid” to “Validated”. This is useful for clients that do not reimburse expenses via payroll and have made a mistake that needs to be corrected.
A number of payroll related fields that were previously only available in the employees’ payroll profile are now also available in the employees’ profile.
PeopleWeek has built a new tool for importing one-time payments from the Pay Elements user interface. Please refer to the user guide (available on our website).
Our new functionality helps HR to end recurring payments and employee benefits at the same time as ending the employment. It is also possible to re-instate any recurring payments and employee benefits if the termination of employment is cancelled or the date is changed.
Continuous Service Date and Termination End Date have been added as new columns in the employee benefits and pay elements reports.
We have added country-specific payroll configurations for Bulgaria, Dubai, Spain, Poland, Portugal, and Romania. This enables our clients to store in PeopleWeek all personal and professional data needed for payroll processing in these countries.
PeopleWeek has built functionality that allows the same client to have a different payroll partner by entity. Each payroll partner only has access to the payroll information in the entity(ies) for which they are the service provider. This new configuration is very helpful for international clients that do not have a global payroll provider.
We have added country-specific payroll configurations for France, Germany, Italy, Netherlands, and UK. This enables our clients to store in PeopleWeek all personal and professional data needed for payroll processing in these countries.
Say goodbye to Excel spreadsheets and digitalise your process for salary and bonus reviews, as well as promotion recommendations.
The module will allow you to configure your own approval workflows in line with your organisation’s process.
In each employee’s payroll profile (accessible by HR and payroll partners), you can indicate that the individual should not be included in payroll exports (e.g. because the person is a consultant).
Our new functionality allows HR and Payroll Partners to correct previously executed pay elements in a way that corrects the original payment or deduction as opposed to creating a new one.
This approach is user-friendly and provides transparency in payroll reporting.
HR can now create a library of common objectives for the whole organisation, entities and departments. Managers can create common objectives for their own team. Each common objective has a title, description, deadline, a default weighting, and a default KPI. The default values can be modified because they may vary by employee according to their role and their other objectives. This functionality is subject to a one-time activation fee.
HR can now regenerate the evaluations PDF, for example because the objective review was completed after the evaluation review.
Add a secondary evaluator to the workflow for an evaluation form (e.g. a secondary manager).
It is now possible to have a configuration in the objectives module whereby the overall performance rating is auto-calculated by the system based on the rating and weighting of each individual objective. The overall rating is calculated to 2 decimal points. Customers can continue to have any rating scale they want and the weighting field is optional.
Managers can now send objectives back to their team members for corrections (as opposed to only being above to modify the objectives themselves or decline them).
Managers can now filter their team members’ objectives.
The manager can now schedule a year-end objectives review meeting to take place at the same time as an evaluation review.
A new column has been added with the name of the employee’s manager.
Run a report to see how many active objectives and development objectives each employee has and the date of the most recent update.
A new feature allows you to make the comment field mandatory depending on the employee’s or manager’s answer to a multiple choice question.
Our new functionality enables the system administrator to assign the role of “Talent Manager”. In turn, the Talent Manager(s) can assign responsibility for preparing a succession plan for a position to a specific person. It is also possible for the Talent Manager to assign view only access to each succession plan to specific people, e.g. in order to review submitted succession plans. Even the role of Talent Manager does not automatically have access to succession plans. With this new functionality you can decide who is responsible for succession planning for each role and ensure that only relevant people are involved in the process.
Talent Managers can invite managers to prepare a 9 Box talent assessment for their team and assign reviewers view only access to that manager’s 9 Box assessment. With this new functionality you can easily select which managers need to prepare a talent assessment and who has access to it. The role of Talent Manager does not automatically have access to the 9 Box assessments.
We have a brand new module for managing compliance and attestation processes. The Compliance Module enables the Customer to build their own compliance attestation forms. This is particularly useful for clients in regulated industries that require new hires and employees to attest at specific intervals that they are compliant with all relevant laws, policies, and regulations. Compliance attestation forms are subject to an approval workflow and are supported by reports. Contact support@peopleweek.com for pricing information.
Employee’s can now clone a previously submitted attestation form so it can be re-used to submit a new attestation. This avoids double-entry of information that has not changed since the previous submission.
The Exit Interview module enables HR to create customised exit interview templates (forms) in a library and then send them to departing employees. The workflow is HR-employee-HR. 🎥 Video
Upcoming Features
PeopleWeek’s Checklists Module will be available on our mobile app (iOS and Android) in Q3 2024.
PeopleWeek’s Exit Interviews Module will be available on our mobile app (iOS and Android) in Q3 2024.
This new functionality will allow Expenses Managers to download approved expenses in a banking payments file, thereby increasing the efficiency of the payment process for clients that do not process reimbursements via their payroll provider. This feature will be available in Q3 2024 and will be subject to additional fees.
PeopleWeek’s pricing is transparent and we treat our clients consistently. Pricing varies by client because it is based on the modules selected and the number of users.
Information on PeopleWeek’s pricing, and the estimated implementation and annual license fees for your organisation, can be shared as part of a demo of the system. To arrange a demo, please provide your details here
If you would like a complimentary analysis of your organisation’s level of HR systems maturity, please respond to the questions here.
PeopleWeek will review your reponses and send you a report. It will include a maturity rating for each section, an overall rating, and suggestions.
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