MD-Premium has your inventory under control and ensures first-class customer and supplier relationships, providing optimal support for the value chains in your company. The system also manages the most valuable resource of all: your employees..
The HRM module of MD-Premium offers all the functionalities that HR and department heads need to manage the employees under their responsibility. A comprehensive personnel master database allows you to record a wide range of details about your staff, including training and further education, skills, and languages spoken. As is standard with MD-Premium, the data model can be customized and expanded to suit your individual requirements, ensuring that master data management is tailored precisely to your needs.
Plan your employees' salaries and raises, including on the basis of public wage models. Conduct annual evaluations using predefined KPIs and use these to determine any bonus payments. Plan training and further education for your employees and record their progress. Create and manage job postings for vacant positions in your team.
And all this in close integration with other MD Premium modules such as CRM, TAA, and DOC .
Electronic personnel file
MD-Premium stores your entire personnel history and presents this information in a clear format. Start dates, personal information, and contact details are a given. In addition, your personnel's entire salary history and performance over the years is stored and can be viewed and compared.
Your staff's training and continuing education are recorded and stored on an ongoing basis, as are the skills and language skills they have contributed and acquired. This provides an increasingly accurate picture of each team member's strengths, weaknesses, and potential.
As is standard for MD Premium modules, the template data used to describe skills, training, and performance can be flexibly adapted to the respective company and its needs.
Documents that accumulate over time can be added to the personnel file. If these are sensitive documents that require special protection, document archiving can be used for this purpose.
Salary management
MD-Premium HRM offers very convenient tools for planning and evaluating salaries in your company. Valid collective agreements can be stored in the system as a basis for determining staff salaries in accordance with regulations.
The system provides a very comprehensive overview of all salaries in a department—or even company-wide—including a comparison of the current salary with the currently applicable minimum wage according to the pay scale, as well as a breakdown of the total costs of employees on a monthly and hourly basis.
In addition, the system can display information from agencies about standard salaries for a particular position. This allows you to see at a glance whether there are any problems with minimum wages, whether there are any outliers in your company's salary structure, and whether your staff are being paid within the current thresholds of the market.
Salary increases can also be easily planned based on this overview. Enter a percentage or fixed increase per employee, as well as a start date from which the increase should take effect. A multi-stage review and approval process ensures that no mistakes can be made in this highly sensitive area.
Employee appraisal
One of the most important tasks of human resource management is to continuously evaluate the performance of team members and provide qualified feedback.
MD-Premium HRM uses key performance indicators (KPIs) to evaluate individual aspects of team members' work performance. You can define and store as many KPIs in the system as you need to comprehensively evaluate your staff.
Since different functions in your company require different evaluation criteria, you combine KPIs into so-called evaluation templates that are tailored to the specifics of the respective function. For example, the template for sales focuses on skills such as customer and sales orientation, while the template for programming is more likely to address topics such as accuracy and adherence to deadlines.
Each assessment is stored in MD Premium. Over time, this provides a clear picture of the strengths, weaknesses, and development potential of each team member, enabling informed decisions to be made about how to develop that person within the company.
In addition, the result of an evaluation can be used to assess whether a team member has qualified for a bonus payment or not. The system calculates the amount of the bonus payment based on a freely selectable metric and automatically stores this information in the system.
Other Features
Collective agreements
Collective agreements
Collective agreements can be stored in detail in the system and linked to various functions. The system stores individual pay scale groups, pay scale levels, and advancement levels for each agreement and reflects these for the employees to whom the respective agreement applies.
Training
Training
Organize and communicate training courses and events, both internal and for customers. Assign resources and speakers to the training courses and specify the costs. The costs can be allocated to the participating staff on a pro rata basis and written off.
Job application management
Job application management
Enter personnel requirements into the system and use them to generate job advertisements. Log job interviews, including detailed evaluations of individual applicants. Transfer applicant data to the personnel master data at the touch of a button.
Social benefits
Social benefits
The system records which social benefits a team member is eligible for and the period during which they were received.
Collective agreements
Collective agreements
Collective agreements can be stored in detail in the system and linked to various functions. The system stores individual pay scale groups, pay scale levels, and advancement levels for each agreement and reflects these for the employees to whom the respective agreement applies.
Training
Training
Organize and communicate training courses and events, both internal and for customers. Assign resources and speakers to the training courses and specify the costs. The costs can be allocated to the participating staff on a pro rata basis and written off.
Job application management
Job application management
Enter personnel requirements into the system and use them to generate job advertisements. Log job interviews, including detailed evaluations of individual applicants. Transfer applicant data to the personnel master data at the touch of a button.
Social benefits
Social benefits
The system records which social benefits a team member is eligible for and the period during which they were received.
The product matrix shows all MD Premium features and which module must be licensed in order to use the relevant functionality.
Your questions - our answers
The closest integration is of course with the time recording module TAA, which is a function that has a direct impact on the staff. Document archiving (DOC) can be used to securely archive personnel-specific documents (e.g. doctor's certificates). Processing times that occur in ticket management or campaign management (CRM) can be used as metrics for employee evaluation.
The data model of HRM is subject to the same extension mechanisms as the data models of the other modules and can therefore also be extended in any form.
The electronic personnel file contains all data that is generated in the course of an employee's employment, including qualifications brought along and acquired, training, annual evaluations and salary advancements.
Yes, this is possible via document archiving.
The electronic personnel file can be used to record skills, language skills and completed training.
Yes, it is possible to store collective agreements in the system and use the information for salary formation
Yes, such a shortfall in the collective bargaining agreement is visible in the salary overview
The supervisor prepares a salary proposal for the members of his team, based on fixed or percentage values. This proposal is then submitted to a higher authority (division manager, company manager), as well as HR for approval. This multi-eyes principle avoids errors in this highly sensitive topic and prevents irregularities (e.g. through patronage).
The system allows market salaries, which can be obtained through agencies, to be imported and used this information, together with the collective agreements, to evaluate the salary situation in a company or department. You can see if collective bargaining agreements are being violated, if your team is being overpaid or underpaid, and if there are outliers in their pay schemes.
KPIs are freely definable metrics that can be used to evaluate certain performance criteria of an employee. KPIs can be both quantitative and qualitative in nature. The context of a KPI determines whether it is used in the application process, in the annual employee evaluation or in the event of termination.
Yes. They can create as many KPIs as they need to evaluate their workforce. These KPIs can then be combined into assessment templates that are tailored to the specific needs of the different functions.
An employee appraisal always results in a percentage value that corresponds to the cumulative degree of fulfillment of all KPIs applied to the employee. This percentage value can be used to calculate a bonus payment, which is calculated from the respective salary plus a freely selectable multiplier. It is also possible to enter bonuses manually if you do not want them to be calculated based on salary.
At the beginning there is always a personnel request, which can be stored in the system by authorized persons (HR, department heads). Applicants can then already be created in the system and added to a personnel request. Job interviews are recorded via the evaluation mechanism of the HRM module. If the decision is made in favor of one of the applicants, the data already stored in the system can be transferred directly to the personnel master.
Yes. You can make detailed training plans in MD-Premium HRM, including locations, speakers, and schedules, as well as cost planning. These trainings can be used internally as well as made available to customers. Customers can sign up for shared training through the customer portal.
Yes, the system offers the possibility to define social benefits and to record which employees have received which social benefits.
No. Data stored in MD-Premium HRM is important for payroll accounting and must be provided. But the system itself does not control payroll accounting itself.
Integration into external systems is generally carried out via the REST interface of the WSA framework. If the payroll accounting software supports such communication, integration can be established comparatively quickly. If the software offers a proprietary interface, a connection can be established via individual programming
Access to data is regulated by MD-Premium's rights management. This ensures that only authorized persons can view this data.
This is entirely up to the respective customer, how the access rights are designed and assigned to different groups of people
There is no dedicated portal, but there is a function call in the MD-Premium Client itself, where employees have insight into their own personnel data, including vacation requests, time tracking, salary and much more...
A customer is free to grant write rights for certain data fields in the view of their own personnel master data. In this way, employees can edit these selected data fields