Optimise your performance reviews
thanks to a streamlined, transparent process
Eurécia’s fully customisable solution can be set up according to the inner workings of your company and its various departments. Simply add new modules and users as your company grows and your needs evolve.
Eurécia, an essential HRIS tool that connects CEOs, HR managers and staff, is available to use 24/7, whether via desktop, tablet or mobile. And as a cloud-based SAAS solution, all updates and upgrades are rolled out automatically!
Eurécia is trusted by over 150,000 end users and 1,700 firms. We’ve been keeping our clients’ data safe and secure for over 14 years, and guarantee we’ll do the same for you.
They've gone for simplicity
Over 1,500 companies, public administrations and charities, of various sizes and from a broad range of industries, have chosen Eurécia as their HR management solution.
Eurécia’s consultants were very efficient! They adapted the software to our needs, which made a world of difference.
When selecting an HRIS for our company, our number one concern was simplicity.
That part was non-negotiable.
Designed to improve the HCM, individual and professional interviews are tools for skills development, professional development, work organization management and social climate assessment.
These processes, which are essential to the company's success, are time-consuming and demanding tasks in terms of organization. Therefore, the individual and professional interview management software has been designed to assist HR managers and managers on all campaigns.
Also called " assessment interview ", the individual interview is for the manager the opportunity to evaluate the employee's professional skills, identify his strong and weak points, check his workload, supervise any dysfunctions and set the objectives for the coming year.
This individual interview, which is a real key element of the company's HR policy, should be separated from reports and other activity reports between managers and employees. Preparation for the annual interview is essential. In this respect, the development of an evaluation grid is crucial. It gives the tonality of the exercise.
If for the employee, the interview is a moment of exchange on his activity and his future, it is for the company, an opportunity for a global assessment. Social environment, mapping of employees and positions or even the first step of HCM, the information gathered guides the HR department.
Unlike the annual assessment interview, the professional interview is devoted to the employee's professional development perspectives. It was the 2014 law about professional training that created it. Organized every two years at the employer's initiative, this is an opportunity for exchange about the employee's career aspirations, development wishes/goals and training needs. This assessment involves the employee in the construction and management of his professional career.
During the professional interview, the employer must inform the employee of the possibility of using free "Council professional development" services. "Council professional development" operators can help employees to assess their situation, their professional skills and support them in their professional projects.
The professional interview must allow a detailed review of the employee's career development perspectives as well as his training aspirations. In this exchange, the employer exposes his objectives and the strategic orientations of his company. Both can then identify the training courses planned, formalize mutual engagements and implement them.
The professional interview is for the employee, the opportunity to become an active participant in his professional development. This approach is apt to promote motivation and professional progress. For the company, the growth of employees, their involvement and their skills development are a key factor in the performance and retention of its employees.
Intuitive and complete, it is a genuine HR assistant in charge of campaign administration who is at your service to plan the various interviews, track the progress of the campaigns, inform the conclusions and share them.
It offers the HR manager the possibility of creating and configuring interview forms that can be customized according to the profession. It makes a list of managers and employees that must be evaluated. The HR manager can either follow the progress of the campaign or conduct it himself and close it.
The software allows the manager to plan his interviews with the employees he supervises, to enter the answers to the interview form questionnaires, to enter his conclusions and to share them with the HR manager and the employees.
Finally, on the employee's side, a notification of the interview is sent by email. The employee then prepares his interview based on the interview questionnaire and can use a grid to self-assess his skills. At the end of the interview, he has access to the conclusions.
Well-managed interview campaigns improve employee and manager satisfaction. While managers appreciate its management, employees are more sensitive to the visibility on their careers and the transparency of processes.
For HR managers, these interviews can be used for strategic purposes: corporate vision, organization and management. So, this tool is a genuine strategic partner.