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Your employees can charge the time spent on each of their projects directly in Napta. You can also connect Napta with your time management tool and import the times entered by your teams.
When you initialize your platform, you can fully configure the KPIs and information to track on your projects, according to your needs.
Napta allows you to carry out your annual interviews and end-of-assignment evaluations directly on the platform. Consequently, you can define evaluation form models in advance and schedule the sending or opening of these forms to your employees. You can also schedule automatic email reminders.
It is entirely possible to receive notifications of changes or modifications made during the course of a project. As with read or edit rights, you can define precisely who receives which notifications and when. For example, you can decide to send an automatic notification to a collaborator whose assignment period has been modified during the project.
Today, for the export of reports and data, two formats are available: .xslx (Excel) or .csv.
All data contained in Napta can be exported and used in data modeling and analysis tools. In addition to the reports available in the platform, you can connect Napta to your BI tools to build reports specific to your organization.
We can import and manage a training catalog on Napta. It will be managed as projects and your employees will be able to see the trainings and declare their interest (via the like project). HR managers will be able to position employees on the right training courses based on their skills, career path and positioning wishes.
You can integrate your skills repository directly from an Excel file.
On Napta, the level of expertise of the skills can be updated by two actors. Firstly, the employee, who enters his or her expertise and the associated level that he or she considers to have. Secondly, it is possible to have this level "validated" by an evaluation from a peer or a manager, during an annual evaluation or at the end of a mission for example.
You can export your collaborators' CVs in the format adapted to your needs and to your clients' requests (PDF, WORD or PPT) without modifying your template.
All persons in charge of the management of assignment can use the assignment simulated function. It depends on the demand and the process of our customers. For example, it is possible to activate the assignment simulated function for managers, who can then pre-position employees on their missions. The committee of assignment can then validate or not the proposal according to all the needs.
The initialization of the talent pool can be done through the interconnection between Napta and your ERP or HRIS. If you prefer, it is also possible to create the profiles of your talents via an import of flat files or CVs. However, we advise our clients to favour the connection between Napta and the personnel management tools: the information held in these tools is automatically retrieved by Napta, which avoids double entries and ensures the consistency of the data between the different systems.
Die Flexibilität unserer Plattform hat bei uns Priorität, insbesondere was die Rechte zum Lesen/Bearbeiten von Projekt-Staffing Anfragen betrifft.
Normalerweise sind es die Mitarbeiter des Projekt-Staffing-Teams , die personelle Ressourcenanfragen von Managern einsehen und bearbeiten können. Sie können Ihren Mitarbeitern jedoch auch Einblick in die Anfragen gewähren, ohne die Bearbeitungsrechte freizuschalten.
When you issue a resource request in Napta, these are the fields you will need to fill in:
Although all criteria are optional, we recommend that you make your assignment requests as specific as possible to find the most relevant collaborator for your mission. Don't forget that you can add as many criteria as you want to set up your platform according to your needs.
Napta can connect to your API to retrieve or push data. We can also do this via flat file exchanges or let you choose to connect to our API to interact with our solution.
At Napta, we want to make the platform extremely flexible, particularly with regard to the reading/editing rights of skills. Each of our customers can determine access and editing rights before launching the system, depending on the type of user. Often, our customers' employees have access to their own profile (skills, associated ratings, evaluation history) and to the profiles of other employees so that information sharing is effective. However, it is often the case that the customer only wants an employee to see the skills labels on the profile of another employee of the same grade, and not the skills ratings. In contrast, management and HR can usually see everything. Some customers also ask to limit the access of a given employee to the profiles of employees of his entity / Business Unit only, which is also possible on the platform. These are only examples of management rules, the idea being that the platform is very flexible on the configuration of these rights.
To visualize the skills in tension in your company, you can use our "Load Tracking" report. This report easily highlights the skills with the highest availability rate. This will allow you to anticipate training / recruitment plans. To find out more, visit our page dedicated to skills management.
The Napta solution has a very open API and can be integrated with various systems: a personnel register, an ERP, a CRM, an HRIS, an evaluation tool, etc... The information held in these tools is automatically retrieved by Napta, which avoids double entries and ensures data consistency between the different systems.
We have several clients who use their skills map mainly to build teams for internal projects. These internal projects often require very diverse skills and therefore profiles from different entities. Having a competency map and therefore a competency engine makes it possible to quickly find the right profiles to build teams, and sometimes to get entities to collaborate that were not doing so previously.
For large companies (> 500 employees), it takes 5 to 6 weeks between the start of the project and the final validation of the competency map. For smaller companies, it can be finalized in 3-4 weeks. Then, the campaign to have employees fill in the profiles generally takes 3 weeks, regardless of the size of the company.
It is quite possible to reference external collaborators (candidates, freelancers, partners...) in Napta. This allows you to easily build your resource pool. For some of our clients, external collaborators represent up to 20% of the tool's users. Moreover, for external resources, it is possible to initiate their skills and past experience profile very quickly by importing their CV into the tool. The platform is able to "read" a CV in order to immediately and automatically complete a profile.
Napta is rather a software that complements the HRIS. The Napa platform is specialized in :
- assignment and skills management
- project management
- evaluation campaigns / end of project feedback
- employee career follow-up
- employee CV export
Napta does not have certain characteristic HRIS modules (employee contract management, payroll management, etc.). However, Napta is a tool that is almost systematically integrated with the client's HRIS, in order to automatically retrieve employee data and to automatically manage the entry/exit of employees within the company. This avoids double entry between the HRIS and Napta.
Indeed, many of our customers also use Napta as a training catalog. We have a "Project Management" module, which allows you to create this catalog. Do not hesitate to contact our team if you want a demonstration of this module as well.
On Napta, you have the possibility to let users propose new skills that are not part of your repository. To do this, when declaring their skills from their profiles, employees can write a missing skill in the "Add a skill" box. We generally advise our clients to leave this option open for two months after the platform has been launched in order to perfect the repository thanks to user feedback. After this period, spontaneous suggestions and the addition of new competencies to the repository are regularly surveyed throughout the year.
To update your level on a skill, there are two possibilities.
- You can change your self-assessment on a skill at any time from your profile. From the "skills" tab, click on the skill in question. In the drop-down menu, click on "rate this skill". You will then be able to change the grade you have given yourself.
- Your expertise levels are also automatically updated on the platform at different times:
▻ After a feedback from your manager
▻ After an end-of-assignment evaluation
▻ After an annual evaluation
In these three cases, you do not have to do anything on your side. The update is automatically done after validation of the above elements.
An employee can transform his skills into aspirations at any time, directly from his profile. From the 'skills' tab of the profile, simply click on the skill in question. In the drop-down menu, click on 'develop the skill'. The skill then appears in blue on the profile, a sign that it is now identified by the algorithm and other users as an aspiration.
To find a collaborator with a particular skill on Napta, simply use the intelligent search engine. Type the skill in question in the search bar and the algorithm will suggest collaborators with the expertise you are looking for.
The declaration of skills, levels of expertise and professional aspirations is done from an employee's profile. From his profile, the employee can access the company's skills repository. They select the skills they possess. For each skill, he/she will then have to evaluate himself/herself thanks to a precise rating scale and declare if he/she wishes to be mobilized on this skill in the future (and thus transform it into an aspiration), if on the contrary he/she does not wish to be mobilized on this skill or if he/she is indifferent. After validation, the skill will appear on his profile and will be visible to other users of the platform.
After building your skills repository, accompanied by your dedicated Account Manager, our team will import your repository (and all its specificities) on the platform.
It is possible to allow employees to express their interest and their desire to be positioned on a project directly in the application. To do this, the employee goes to the dashboard from which he/she can see the current and future projects. They can easily indicate their interest in these projects by 'liking' the project card:
This information will be available to the assignment manager when responding to assignment requests from managers.
On Napta, it is the managers of assignment who validate the positioning of employees on the various projects.
On Napta, it is the managers who issue their requests for assignment, directly from the map of their project.
Thanks to Napta, the managers assignment have a global visibility on the profiles of the employees present in the company, independently of their department / business-unit of origin. It is therefore very easy to set up cross-assignment dynamics in your company, between departments, but also between geographical areas. To find out more, visit our page dedicated to assignment on Napta.
It is possible to adapt your employees' CVs to each mission. When you upload the CV / skills file of an employee, you will be asked to select the information you wish to include: skills, past projects, professional experience... It is up to you to choose the most relevant elements for the mission.
Although Napta is exclusively reserved for internal use, it is still possible to use some of the information on the application to present your project team proposal to your client before the mission. To do this, simply go to the profiles of the collaborators forming the project team and upload their CVs / skills files. All the CVs and skills files, up to date, will be exported from the platform under your template.
To create different scenarios of assignment directly in the application, you just have to set your assignment to "simulated" when answering a request of assignment.
Thus, the selected collaborator will appear in the project team and his/her forecasted availability will be updated. However, the employee in question will not receive a notification indicating that his or her assignment has been validated. Only the managers and the persons in charge assignment will have access to this information.
When you issue a request for assignment in Napta, here are the fields you need to fill in:
- Period(s) of solicitation of the collaborator
- Position held and seniority - Skills sought
- Department of origin
- Types of contract (internal, external, freelance)
Although all criteria are optional, we advise our clients to make assignment requests as specific as possible in order to find the most relevant collaborator for the mission.
Napta is a precious tool for the management of assignment, especially in periods of telecommuting when the visibility on the availability of your employees is reduced. With Napta, you can know precisely the actual and forecasted availability of your teams, regardless of their location.
To build a project team in Napta, you can create a project card in the application (the project card is created automatically if Napta is connected with your CRM). From the project card, the managers express their requests for assignment, specifying the skills, availability and other criteria. These requests are automatically sent to the manager assignment . According to the criteria entered by the manager, the intelligent algorithm proposes to the manager assignment the most relevant collaborators to constitute the project team. The manager assignment can also rely on the suggestions made by the manager. After validation, an automatic notification is sent to all the people concerned. Your project team is now available on the associated project map!
Depending on the organization of the structure, the final arbitration can be done by the manager assignment alone, during regular meetings of assignment , or during dedicated discussions between the manager assignment and the project managers. In addition, past wishes are kept in order to be able to follow which employees have had their wishes respected (or not). This history can be part of the decision equation at assignment.
Each Napta client applies its own methodology, but many of our clients choose to inform their employees before the final assignment . This dialogue makes it possible to explain the rationale behind the choice of assignment, to promote transparency and to avoid assignment , which crystallizes the frustration of employees.
It is possible to connect directly to a CRM to automatically retrieve opportunities and project information (budget, dates, target device ...). Of course, it is also possible to manually enter an opportunity into the tool.
Napta allows you to manage changes that may occur during the course of a project (delays, new resource requests, etc.) and to associate a whole workflow of validation and automatic notifications. Thanks to the tool, you can easily reassign your teams and update the schedule of each one. Once the modifications are made, the new availability periods of the employees are made visible and it is possible to assign the employees to new projects. To learn more, visit our page dedicated to assignment on Napta.
Just like the skills, the availability of employees is managed directly in the tool. For each assignment employee on a project, a start/end date assignment and a assignment rate are associated. All these elements, added together and completed with external data (vacations, for example), make it possible to calculate the forecasted assignment rate for each employee / for the entity as a whole. Here, the connection with third-party tools (HRIS, ERP, CRM) is invaluable and makes it possible to avoid numerous double entries.