All the answers you need about Napta
If you're new to Napta or looking to improve the business impact fo your resource management processes, this guide will help you learn more about our platform, its features, our support and everything in between.
Anyone in charge of managing staffing can use the simulated staffing function. It depends on the demand and the process of our customers. For example, it is possible to activate the simulated staffing function for managers, who can thus preposition employees on their missions. The staffing committee can then validate or not the proposal according to all the needs.
You can export the resumes of your employees in the format adapted to your needs and the requests of your customers (PDF, WORD or PPT) without modifying your template.
We can import and manage a training catalog on Napta. It will be managed like projects and your employees will be able to see the courses 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 paths and positioning wishes.
To visualize the stress skills in your company, you can use our “Load Monitoring” reporting. It easily highlights the skills with the highest availability rate. This will then allow you to anticipate training/recruitment plans. To find out more, visit our page dedicated to skills management.
Although Napta is exclusively 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 prior to the mission. To do this, simply go to the profiles of the collaborators forming the project team and download their CV/skills file. All up-to-date CVs and skills files will be exported from the platform under your template.
Napta allows you to carry out your annual interviews and end-of-mission evaluations directly on the platform. Therefore, you can define evaluation form templates in advance and schedule them to be sent or opened to your employees. You can also schedule automatic reminders by email.
When your platform is initialized, you can fully configure the KPIs and information to be monitored on your projects, according to your needs.
Your collaborators can report the time spent on each of their projects directly in Napta. You also have the option of connecting Napta with your time management tool and importing the times entered by your teams into it.
It is possible to adapt the CVs of your employees to each of the missions. When downloading an employee's CV/skills file, you will be asked to select the information you want to appear on it: skills, past projects, professional experiences... It's up to you to choose the most relevant elements for the mission.
At Napta, we want to make the platform extremely flexible, especially with regard to the rights to read/edit staffing requests.
Generally, it is the people in charge of staffing who can view and interact with managers' resource requests. However, it is also possible to give visibility to your employees on requests, without them being able to respond to them.
On Napta, the expertise level of the skills can be updated by two actors. First, the collaborator, who himself provides his expertise and the associated level that he considers himself to have. Then, it is possible to have this level “validated” by an evaluation by a peer or a manager, during an annual evaluation or at the end of the mission for example.
Anyone in charge of managing staffing can use the simulated staffing function. It depends on the demand and the process of our customers. For example, it is possible to activate the simulated staffing function for managers, who can thus preposition employees on their missions. The staffing committee can then validate or not the proposal according to all the needs.
When you submit a resource request in Napta, these are the fields you'll need to fill in:
- Employee solicitation period (s)
- Occupied position and seniority
- Skills sought
- Department of origin
- Location
- Types of contracts (internal, external, freelance)
Although all criteria are optional, we advise you to issue the most accurate staffing requests possible to find the most relevant collaborator for your mission. Remember that you can add as many criteria as you want to configure your platform according to your uses.
It is entirely possible to receive notifications when changes or modifications are made during projects. As with reading or publishing rights, you fine-tune who receives which notifications and when. For example, you can decide to send an automatic notification to a collaborator whose staffing period has changed during the project.
Today, for exporting reports and data, two formats are available: .xslx (Excel) or.csv.
Napta can connect to your API to fetch or push data. We can also do this via flat file exchanges or even give you the choice to connect to our API to interact with our solution.
You can integrate your competency framework directly from an Excel file.
The initialization of the talent pool can be done thanks to the interconnection between Napta and your ERP or HRIS. If you prefer, it is also possible to create the profiles of your talents by importing flat files or resumes. However, we advise our customers to prioritize the connection between Napta and personnel management tools: the information held in these tools is automatically retrieved by Napta, which makes it possible to avoid double entries and to ensure the consistency of data between the various systems.
All the 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.
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 makes it possible to avoid double entries and to ensure the consistency of data between the various systems.
At Napta, we want to make the platform extremely flexible, especially when it comes to read/edit skills. Each of our customers can determine access and editing rights according to the types of users prior to launch. Often, with 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 often happens that the customer wants an employee to see only the competency labels on the profile of another employee of the same grade, and not the skill scores. On the other hand, management and HR can generally see everything. Some customers also request to limit the access of a given employee to the profiles of employees of their entity/Business Unit only, which is also possible on the platform. These are only examples of management rules, the idea to remember being that the platform is very flexible in terms of configuring these rights.
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