TOOLOD supports the HR function and the HR Business Partners in monitoring and managing the Human Capital, answering the business needs of the organisation.
When we first conceived TOOLOD, our goal was to provide HR advanced tools that may help in the strategic management of the Human Capital asset. Indeed, if we exclude the tools aimed at managing the administrative, transactional tasks, we have observed that HR is still the lo-tech function inside any company. The time spent on strategy is scarcely supported by adequate tools.
Recent research suggest that only 25% of the HR function’s time is dedicated to strategic, business-support activities, and that HR is hardly recognised as a business partner by Line Managers.
There is a technology gap to fill: HR Analytics tools help the HR function to make sense of the data assets and provide business-savvy insights into the management of Human Capital.
TOOLOD creates and shares analytic reporting, tailored to the need of the HR function and HR Business partners.
TOOLOD explores the gap between formal and informal organisation (what we do vs. what we are meant to do).
TOOLOD determines the real people development path by looking at the contributions of seniority levels to different business processes.
TOOLOD manages and explores large amounts of data, which can be imported also from external sources (HRMS and Business Process Analysis Platform).
TOOLOD has a built-in “diffuse” data collection process that can be used to involve managers or all the resources inside the organization.