Orange Future
From OrangeHRM
Introduction
OrangeFuture was formerly the place to suggest features for future versions of OrangeHRM. Now you should instead make these suggestions through the Product Roadmap in this wiki. Next to each module there is a link that will take you to a survey, where you can vote in support of previous suggestions that have been made, and add new suggestions of your own.
Features Selected for OrangeHRM Releases
OrangeHRM 2.1
OrangeHRM 2.2
OrangeHRM 2.2.1
ProductRoadmap
Changes to existing functionality
Installation
Database Configuration Page
Correct spelling of "privileged" throughout the page (dbConfig.php)
Confirmation Page
Correct spelling of "privileged" throughout the page (confirmation.php)
Make spelling of "user name" consistent. Please choose either User-name or User Name.
LDAP
Ldap connection for authorisation This functionality has been implemented on my local working copy and am awaiting details to commit to the repository
Admin
Editing all types (categories)
The Admin must be able to edit all types of items. Currently some of them are editable (like leave types). However, for consistency -- and added value -- all these must be editable from the admin interface.
For example on the company structure the new company policy changed the name from "division" to "directorate". One must be able to change this.
The management has decided to transform the Division ORANGE to a fully owned subsidiary ORANGE PLC. That meand that a company must be an element in the organizational structure (see change of concept from COMPANY Structure to ORGANIZATION Structure -- is more than words).
Different access levels for administrators
Carol was happy that Emily joined her team. Now she has an assistance that would reduce her workload. Carol decided to delegate to Emily the task of updating salary information of some employees who have been given increments recently. She was happy that OrangeHRM has provided different levels of administrator access and that using the access rights provided to Emily's user id she would not be able to view the salary details of senior staff which was confidential. Also, Emily would not be able to view any information that would be marked as confidential. Please see custom research papers
Emily was curious to see what some of her fellow colleagues was earning and also since she was friendly with Mark, he wanted to also know certain information of a senior manager whom was giving him a hard time. Since Emily and Mark was quite friendly, Emily decided to see if she would be able to help Mark out but when she tried to access the required information, the system stated "Access Denied - your request has been logged".
Emily was quite afraid as she now knows that Carol would now know that she was trying to access certain restricted information and that she would be losing her interigity with the company.
The ability for a manager / supervisor to see some details regarding their team would be nice. Skills, contacts, education, languages, memberships, etc, would be great. Employees that have reports would be able to use their ESS login to search and view information... they would not really have to be able to edit.
And allowing ESS users to search other employees and see basic contact info would be good too.
Just like the ESS, also a MSS (manager selfservice) showing leaves, skills and declarations (travel expenses, accommodation expenses, etc, approval or rejection of the expenses)
Virtual Organization Structure
Generic Building Blocks
I think that there is a quick win at hand for ver.2.1.: to generalize the use of type editing to all types used by OrangeHRM. An example: Company structure. Currently, when building the structure the available "bricks" are: division, department, team, etc. However, not all companies use these bricks. Thus, this an artifficial limitation.
Why not take the same mechanism used for job types, for example and apply it here?
Moreover, I would change conceptually the "company" with "organization". The reason is that nowadays more and more companies - including small ones - are actually conglomerates, because they have fully owned subsidiaries, in the same country or abroad.
Therefore it is likely that the company consists also of other companies. Even OrangeHRM is in the same situation Smile .
Virtual Structure
Another related aspect is that nowadays many companies have 2 structures simultaneously: a legal structre and an operational (or virtual) structure. For leaves of absence (as for performance evaluation, training or skills management), the approvals are handled according to the operational structure.
Payroll, on the other hand, is usually managed via the legal structure (same goes with labor contracts).
Therefore, rather soon, support for double assignement of every employee wil be a must for Orange HRM.
Show company structure to all employees
Just feel that all the info under "Company Info" should be visible to all users, certainly only admin can do the update. If only Admin can see such info, then no point for him to spend the efforts to draw out the org structure which he already knows.
Admin has the option of granting supervisors the rights to change personal information
Activate/De-activate modules
Not all modules or functionality are of use to all companies (or at least maybe not at this moment). So it would be nice if we can (de)activate modules we don't need.
Possibility to hide modules, i.e. Timesheets
This is a much higher priority to implement in ESS, to avoid confusion of untrained users.
PIM
Browsing
When in PIM and than view/edit an employee the browser should remember from which page the user came from. Now it defaults to page 1 when the Back button is used.
Employee benefits
One very important but missing module is employee benefits. Such a module would catalog employee entitlements such as pension (401K?), group life insurance, health care, lunch allowance, motor vehicle upkeep, etc. Of note is the fact that some of these benefits are wholly or partially funded by the employer and/or the Government.
Extra vote for the Benefits module, very important to us here to track.
Declarations module: travel expenses accommodation expenses, etc. Possibility to approve or reject the expenses.
Benefits Module - Insurance Benefits
Immigration
One very important feature missing is alerts. For Example if employee I19/Visa/Passport is expired or nearing renewal date it should send an alert email to the employee and also to admin.
In the employee list, employee record should display in red (or some other) color to indicate that something is not correct with the employee record.
On the employee record page, immigration (or relevant) icon should be displayed in red color and on the immigration(or relevant) page alert message has to be displayed with message.
Service Awards
We track service awards given, I can find no place to store this information.
Assets
Some place to indicate types of assets (i.e. keys, authorizations, computers, phones, credit cards, etc...) and which are assigned to each employee.
Employee Salary
Possibility to specify hourly salary.
Keep track of salary history. This is very important as otherwise this data needs to be maintained elsewhere in another system, making it very difficult to report including other data related to the employee.
Ability to add information about payments given to staff - eg annual bonus, incentive payments.
User defines employee id
Emily was quite pleased that the system allowed her to enter the unique employee id number since a previous system was not able to do this. She also noticed that there was also a report choice to run reports by the unique company employee number that she entered previously. This made her job much easier and was less stressful.
Dependents
Additional fields of information such as social security/id number
Deductions
As an aid to payroll processing, a list of required deductions for this employee... Examples: Added insurance, receivables, retirement fund (company amount, matching conribution, employee contribution), medical reimbursement, other reimbursement.
Also, track health insurance coverage, rates, and dependent insurance coverage. Health, Dental, etc..
Employee history
Emily noticed that employee history is being saved in OrangeHRM. The employee information about everything that could indeed change (adress, phone no., skills, pay, job title, what department he/she works at, promotions, benefits etc) she added, is saved or updated with a timestamp. Hence it makes possible to retrieve the history of employee at any point of time. The feature of timestamp comes as a helping hand in case of for example skills. If an employee gains a new skill after 6 months joining the company, the same information can be maintained in the "Skills" with a timestamp. A employees career from the day he/she started till now can be viewed, as can his/hers pay rise. This possibility to save employee history was essential to Emily. If OrangeHRM had not been able to save history information about employees she would have had to keep her old spreadsheets with information, and would have to consult both OrangeHRM and the spreadsheets to find timeline information about an employee. This would have caused double work and made the benefits gainded from choosing OrangeHRM disappear.
Employee health issues
Tracking possible health or workplace needs. eg. wheelchair access, eyeglasses, allergies or other concerns a manager and HR should be aware of
Workplace Illness / Injury
A place to record information about workplace injury / illness / accidents and keep that information with the employees file. Ability to record time missed from work as a result of a particular workplace injury / illness / accident for reporting purposes. Reports to generate OSHA workplace injury / illness logs, incident / accident report generation and ability to generate annual workplace injury summary reports. Maybe ability to track workplace safety compliance campaigns.
Employee attachments
It would be great to use is an incident report o clinical assesment, a type of log where you could place attachments, documents etc for a person, in order to have a vertical timeline.
Employee Contracts
Similar to skills and education, where all the basic skills and education are defined in the admin module, there should be an unique list of contracts that exists with in a company. Whenever new contracts are added, it's easy to add in the admin module. In the PIM module, the contract id's should appear as a drop down list rather than automatically creating contract id's for each employee. If a unique list of contract id's are maintained it will help to create reports of employees who are under specific contracts with other details. Hence there will be no redundancy of contract id's.
-- as an addendum: there are often specific clauses and short agreements that need to be signed by an employee over the life of their employment: Non-diclosures, ownership of inventions and IP rights, waivers, etc.. the standard company list of clauses and contracts with start and end dates would be good. Maybe that is what the above means?
-- reply to above query -- It can be one of the options, but in service oriented companies, employees gets in contract with clients, or people from outside gets in contract with the company etc.. there can be more scenerios'
Automatic contract generation
After adding a new employee automatically generate a contract
Contract that crosses the year end
We need to be able to define a fixed length contract that crosses the year end (i.e Sept 2007->April 2008)
Handle employee leaving company
It was Michael's last day at work. He was leaving the company as he's moving to another state with his family. Carol had to update this information in OrangeHRM. She logged in to the system and using the PIM module and started editing Michael's status. She was provided with a list of options which included the status of RESIGNED/RETIRED/DISMISSED/DECEASED. She chose RESIGNED and saved. Carol noticed that Michaels name has disappeared from the employee list. However, she still had the option of viewing his data from reports as she could view reports for employees who had RESIGNED. Also, she double checked whether she could still access all his records by searching using his employee id and she could view all his data. However, his status was shown as 'Resigned'.
In a later update to OrangeHRM, she was please to see that in the PIM Module, there was a new "Employee List" feature, where she was able to see all employees andf some basic information about them. She was excited to see a new "View by" dropdown mane. When she clicked "View by Active", she only saw active employees currently employed by the company. When she clicked "View by Resigned" She only saw a list of employees who had left the company on their own accord. When she clicked "View by Terminated" she saw a list of employees that had been terminated. This was a huge time-saving featurefor certain activities, and was much easier than using reports to do the same functions.
Carol was also able to upload any resignation or termination letter to the system. These documents can be accessed by Management to assess the situation.
-- The current Employment Status could just be extended to allow HR Admins to define Status Catagories that are displayed, shown in reports, searchable, or not
-- a basic asset management component would also allow the manager to know if an employee has a company cell phone, laptop, car, etc
Alerts to Admin / Supervisors whenever, an ESS user changes their information
I'd also recommend that while you are in there adding alerts to the Leave module, you should add alerts to the ADMIN/Supervisors whenever an ESS user changes their information in their PIM record, and what those changes are. This allows HR to update their information in Payroll and other apps if necessary.
-- and alerts to managers / supervisors of birthdays of staff, staff children, employment anniversaries, and key dates like expirations of memeberships.
Define PIM fields
It would be nice if OrangeHRM had a capability to define a number of fields, of which the administrator can define the NAME, the TYPE, the SIZE and preferably a value-check.
If OrangeHRM has this future it will be usable in many environments and country's. The way it is now you will allway's walk behind the wagon. For instance: In the Netherlands the Military field is practicly of no use. We don't care! But I would like a possibility to define Yes/No/Other fields for "Pension Plan", "Ensurance Plan", "Company Car", "Type of Driver Licence" and a lot of others.
Create a table with Field-names, Size and types (Yes/No, Numerical Value, Text String etc.) and Validation rules (list, range, letters, numbers etc.), serialize them and store them in the PIM tables.
For example, you might want to be able to have a "Comment" or "Conversation History" field where you keep track of conversation/discussions or issues that you had with employees.
-- added vote for some way to add user defined fields to collect organization-unique data
Change dbase for custom PIM fields
Thanks for the contribution for custom fields! I would like to be able to enter more characters in the table 'hs_hr_custom_fields' field 'extra_data'. F.e. 500 characters.
Also a multi-select would be nice! F.e. to register which keys a employee had got.
Hiding personal fields
On a side note/suggestion, it would also be nice to be able to "turn off" some tabs (such as the immigration tab) or some fields (such as ethnic race, military service, etc). Up in Canada, these tabs and fields are not really relevant - some information is either never used or can even be illegal to ask.
It should be possible to switch off viewing of personal fields in the PIM module, managers should not be able to view certain fields when looking at their employees which have been updated in ESS. This would include Nationality and a couple of others as this can prove to have data protection issues.
Custom fields in modules.
It's great now having Custom Fields available, but if there was a way to add custom fields to a particular category in the PIM that would also be useful (so a user can look by category rather than having to check in Custom Fields category too).
Is there a possibility of having custom fields in modules other than PIM?
For countries that are not the USA there are a lot of fields that aren't well configured (eg health insurance, immigration, tax etc work very differently), so we would appreciate the availability of more custom fields. Any chance that we could increase the number from 10 to 20 available custom fields? Thanks.
To Many Icons (?)
There are to many icons on the PIM module. With a small(er) browser window I can not see the right-most icons unless I scroll to the right. I don't like that! Why does the PIM module not auto-arange depending on the width of the windows????
Group Employees together and restrict access to supervisors
Refer forum post: [http://www.orangehrm.com/forum/viewtopic.php?t=567
Leave
Hourly leave
Leave module is in days only. We need beside the days also hourly leaves.
Sick leave administration
Sick administration, with built in alerts for existing laws.
The system will support reporting based on the "Bradford Factor". This is a way of measuring absenteeism on the basis that short and frequent absences are disruptive.
The formula is B = S * S * D
where B is the Bradford Score S is the number of contiguous occasions of absence D is the total number of days absence
The calculation is complicated by the fact that an absence on a Friday and a Monday would count as one absence. Also, a sickness absence around Christmas would take into account that Christmas day was a holiday.
OrangeHRM will automatically forward a statement of scores for members of the workforce to a nominated user or users. It will be possible to view a report via the reports module.
Desirable: 1. The standard review period for calculating the score will be rolling 52 weeks. A option would be to change this. 2. It will be possible to set a threshold score and only report on people who are above the threshold.
Holidays differ by location
//Vish Already the system captures the location details under company info. So under leave module, there is a menu called define days off, which accepts holidays. If there is a field which accept location (to be selected from the list only), it will help a lot. Because in India, holidays are different for diff locations. I think it must be applicable for some other countries also. Again I am repeating that the locations should be from the location list only which are captured against the company info.
Example In the Location details under the company info, we will create locations like Delhi, Chennai. The location will be used for company structure and also for creating specific holidays under define days off, When we are creating define days off, we will create name of the holiday, location (new requirement), date, repeats annually, full day / half day.
Ability to have the option of multiple holiday calendars is also very important for users of OrangeHRM who manage across borders. I manage staff in 5 countries and cannot use the public holiday feature of the system. As Vish says, entering the data requires only one additional field, though I'm aware that extra coding of the Timesheet module would be required too... this could be a very useful feature though.
Leave of absence
Not sure if this is covered by "leave type" or not, but how to track an extended leave of absence....
Reports
Extended possibilities
We would like to make a report showing us the hire date. It now displays all records, but I would like to have the option to hide the former employees.It still contains some lines with hard coded language in it.
Export of the reports
Export possibility to csv in the reports
Time Sheets
Grid View of Time Sheet
Future modules
This section is devoted to the requirements for the modules which have not been implemented in OrangeHRM yet.
Training
Full details of employees training history should be maintained
Recruitment
Easy-to-use recruitment software to attract, hire and onboard industry-shaping talent. From professional to hourly to contractors, Lets you to design the processes that drive your recruitment strategies. The tactical side of recruiting becomes ridiculously efficient with intuitive automation and unique features like Event Scheduler and eOffer that leave you with more time to deliver game-changing talent.
Attract
Broadcast a head-turning employment brand and create a no-hassle candidate experience with unlimited, audience-specific career portals and employee referral programs.
Match
Eliminate the needle in a haystack feeling for your recruiters and candidates. Candidates describe their dream job and Vurv Recruit automatically matches them to open requisitions that most closely match their interests and skills.
Qualify
Focus your resources on the right candidates with integrated assessments, background checks, references and pre-screening tools.
Interview
Eliminate endless email chains and instantly connect candidates with the right hiring manager. Support the interview team with job-specific interview questions and real-time scheduling.
Offer
Seal the deal faster with eOffers, complete with electronic signature acceptance of employment terms, including preconfigured compensation and benefit packages.
Hire
Complete new hire paperwork electronically to help ensure compliance while onboarding kicks into high gear.
Onboard
Welcome new hires into the organization and provide them with the knowledge, tools and information to be productive from day one. Engage new hires before they even start work Ninety percent of employees make their decision to stay at a company within the first six months. It's critical to infuse the organization's culture, clarify expectations, and empower new hires with the tools and knowledge they need to be successful from day one.
Measure
Support leaders with key data, analysis and insights into bench strength, recruitment efficiency, quality of talent and compliance vulnerability.
System shall automate manual processes, such as pre-hire provisioning, benefits enrollment, interactive new hire orientation, and mentor/training assignments. Workflow engine with threaded collaboration, document management, dependent tasks, user groups, file and form library, auto alerts/reminders and robust audit lists enable seamless, trackable processes and rapid time to new hire productivity.
Key features include:
document and form management
electronic signature
multiple workflows
dependents tasks
non-HR workbench
seamless candidate/employee portal integration
General features
Reminders
To have the reminder featurer example to remind of employees birthday or to remind me to look at a timesheet, etc
