The package from contains 10 modules - all included in the price!

Read below about the individual modules and how they relate to each other. You really get a lot in one package!
EDP The module supports the good dialogue in relation to EDPs and LDPs (Leadership Development Plans) - before, during and after the interviews!
  • Decide the questionnaire with scored questions and text questions
  • With a single click you invite your employees to answer the questionnaire
  • The manager prepares once the employee has submitted his answers
  • The questionnaire ensures a good structure for the interview
  • The minutes are written instantly
  • All agreements are dated and prioritised
  • The system automatically sends an e-mail to the manager and the employee at deadline
  • Useful charts and overviews of agreements to support the follow-up
  • Full confidentiality
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Ongoing 1:1 Ongoing 1: 1 module that supports the frequent development and operations interviews

What tasks are you focusing on right now? Do you reach your goals? And does the task require new skills? Questions like these can create a dialogue about everyday concrete goals and tasks and ongoing employee development. It provides the opportunity to take keep status, exercise leadership close to employees, and sweep any obstacles along the way before influencing day-to-day operations.

Module function

  • Questionnaire that can be customized to each organization, department and team
  • The manager invites the employee to the dialogue and sends the questionnaire for completion
  • The manager and employee talk together on the basis of the answer
  • Summaries are written and agreements made directly in the questionnaire, and a reminder date can be set on the agreement with automatic advice.
  • Possibility of setting up the process so that the dialogue is started automatically eg. every week, month, quarter, etc.
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Competence web Assess your employees in relation to the strategic skills of the organisation, and get a clear visual basis for focusing on where the organisation is most in need of development.
  • First of all the strategic competences are entered into the system
  • With just a few clicks, invite the employees to score themselves
  • Enter the desired level for the team and for the individual employee
  • A useful chart can be printed out to be used during the interview with the employee
  • Clear focus on gaps that need to be closed
  • Agreements are entered directly into the system
  • The system sends out a reminder via e-mail when it is time to follow-up
  • Dynamic process - so the competences can be adjusted gradually as they develop over time
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TDP Team Development Planning (TDP) covers all sorts of dialogues in a group - from the agenda and preparation to the follow-up with reminders!
  • Create an unlimited number of TDP teams
  • Manager creates the agenda
  • Everyone prepares
  • The manager can print out charts showing score questions
  • The notes of the participants are automatically merged with the minutes
  • A responsible person is attached to all agreements together with a deadline
  • Automatic reminders at deadline
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WPA The WPA module (Work Place Assessment) in makes it easy to perform WPA even in large and complex organisations!
  • Create your WPA organisation
  • Edit the questionnaire based on what is recommended by the work authorities
  • Send out links for answering the WPA questionnaire
  • Monitor the process online
  • Action Plan is automatically created
  • Risk assessment
  • Tool for the annual work environment dialogue
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Sickness Absence Dialogue With the Sickness Absence module you get:
  • a tool for managing the entire dialogue proces concerning sick absence (which may have a significant positive effect... cf. the case at the bottom of this page!)
  • the organisation defines its own absence policy with absence dialogue on certain days/dates during the absence – and then the system takes over
  • the organisation edits its own agenda for the individual interviews
  • the individual manager opens up a sickness absence, clicks the relevant employee and the process has already begun
  • the process may be stopped at any time by a single click
  • during the absence interviews the minutes are taken electronically including agreements and deadlines (as needed) – and automatic reminders are sent out via e-mail
  • manager and executive may generate various reports and statistics concerning absence dialogues per department, number of days absent, gender, age....
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Advanced CV The CV module makes it possible to create a dynamic database of the educations, competences, courses etc. of all employees.
  • You define the fields which are to be filled in
  • Invite your employees to fill in their CV
  • Maintain the CV in connection with the EDP and as needed
  • Generate reports on employee competences
  • Do searches across the organisation
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Competence development Take control of the processes related to skills upgrading - objectives, stakeholders, authorisation, evaluation and implementation. Get your money's worth for the sums you spend on further training with a good process!
  • You create your own process with phases and objectives
  • Authorisation phase with fixed steps
  • Preparation of objectives and stakeholders
  • The system keeps track of when your employee is away
  • Course evaluation
  • Reminder on implementation activities
  • Search across the organisation
  • The learning organisation in practice!!
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360 degrees manager evaluation Simple and effective way of carrying out the 360 degrees manager evaluation with automatic processes.

You decide which overall categories and sub-questions you want to evaluate the manager on.

There are 3 key persons who are part of the evaluation in this module:

  • Central Person, the person in the middle
  • The person responsible for the process
  • The person responsible for the report of the content

The system is set up to contain replies from the following groups:

  • The Central Person's manager
  • The Central Person's employees
  • The Central Person's managerial colleagues
  • External as well as internal business associates – although this isn't a must!
  • And naturally the Central Person.
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Onboarding Help to manage a good process from the contract to the first months of the employment.

It is helpful in organizing the entire process from a new employee is employed - until he or she starts work and the person is well in the first 2-3 months.
There are a number of help features to get started with new employees.

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Offboarding Help ensure good learning from those who leave the organization

Helps to gather important knowledge and experience from employees who leave the organization so that their input can be fruitful for collective progress and progress in general.

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Let us have a talk about your options Let us call you. We will quickly find a solution that fits your organization!