The human resources module was developed by an external contributor SALTO CONSULTING. The explanations below have been taken from the instructions, provided in French only, with the module.
* French documentation on the implementation of regulated absences is available on the download page.
The HR module was created in order to be easily adapted to French law, but it can be fully parameterized according to the rights of any country.
This section allows to manage the society’s Humans Resources.
This system comes in addition to the standards of the management of absences.
Used to manage absences that must be validated, controlled and have values to be regulated according to French law.
You can choose the leave entitlement standard for each type of contract. The employee may reserve periods of leave of absence according to his rights.
you will be able to manage:
The quantities acquired over a period of time.
The period of validity of a quantity of absence.
The possibility to take earlier absences over the period being acquired.
The number of days before and after which the absence request can be made.
Define specific acquisition rules.
validate or reject an absence request.
Note
A project dedicated to these regulated absences is created and makes it possible to store the requested days of absence as planned time and the days of absence validated as working time thus making it possible to integrate these absences in the planning.
Note
The calculation of the number of days represented by absence is done on the basis of working days.
The working days are defined in Global Parameters and calendar associated with employee: holidays, non-working days.
The properties below is visible only when the HR module is enabled.
Employee
An employee is a Resource whose property “is an employee” is checked in the screen resources.
Once the resources are registered as employees, you assign them to an absence manager.
This same manager will be able to manage his employees from the employees screen.
The employee can see the person who manages his leave periods.
Each time an employee is defined, a default contract is automatically created on the entry date of the resource if it is filled in.
If the date is not specified, the current date on creation is retrieved.
Important
A calculation error may occur if the entry date is not entered. In this case, on the resource screen:
uncheck the box is an employee,
fill in the date of entry,
save,
check again is an employee.
The calculation of the rights will then be reset with the new date.
Employee manager
A manager is a resource whose properties “is an employee” and “is absence manager” are checked.
The management of an employee is dated, which allows to change manager or temporarily delegate management to another manager (absences).
Box “is an employee” and “is manager of leaves” is checked¶
A manager must be an employee.
An employee manager can make absence requests in lieu of employees.
He can validate or reject employee absentee requests that he manages.
Important
The absence manager manages the absences of the employees attached to him. He does not have access to the module settings. He does not have an administrator role.
More detail about contractual values, see Earned rights
Parameters for earned leave rights
In this section you can define which types of regulated absences will be attached to this type of contract.
If you have created several types of regulated absences and attached them to all your contracts (check box on default or on everything), these types will be visible in this section.
If you are missing types of absences, you can create them from this screen:
Click on the button
A pop up opens and proposes to fill in the same fields as on the screen of the types of regulated absences
The regulation of absences is based on the rights to take absences acquired over a given period.
It is therefore based on values to be given to attributes of regulation according to the type of absence (ex: Paid leave, RTT, sick leave, legal leave, etc.), and the type of contract associated with the employee (Ex: Full time, Part time).
period during which the days of leave acquired will be retained. Beyond this period the acquired holidays are lost.
is justiable
defines if the absence must be the subject of a request for proof
can be anticipated
If leave can be taken before the vesting period
max delay for retroactive absence (days)
allows, or not, to record absences on paid leave after being actually absent.
max delay for anticipated absence (days)
Number of days before which an application can be made
Note
In France, an employee is entitled to 2 and a half days of leave per month of actual work at the same employer,
wether 5 weeks per full year of work (from June 1st to May 31st)
Specific acquisition of rights
To integrate specific rights of absence, the concept of special rights has been put in place.
Skills can be split into sub-skills without level limitation.
The “display the structure” button allows you to display the SBS (skill Breakdown Structure) of the selected skill with an indentation of the sub-skills for better visibility.
The calculation of the relevance rate takes into account the resource parameters (FTE, planning, multi-project, etc.) and the level of skill requested.
The relevance rate is defined using a simple calculation.
Availability rate x competence rate / 100.
tells you that the request was made late
button
to modify the assignment of the resource on the project.
