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Portals & Web Applications

Reliability, timeliness, accessibility of information

The communication of objectives, values and corporate culture through a Portal is not  merely an immediate and simple tool to make resources aware of the organizational context in which they work but, above all, it is the  effective way to create commitment.

As a matter of fact the reliability, timeliness, accessibility  of informations are what makes the difference between an “old style” company and one that pays attention to its resources’ needs.

The portal is accessible either by the intranet or by the extranet , representing in such a way the central and unique possessor of all the informations concerning hr; the diffusion of information is secure and reserved thanks to a security system that recognise the user visualizing only those applications accessible to him.
So, the portal can be considered either a communication system and, whether used by the HRD, a way by which it is possible to integrate managerial processes with corporate strategic guide-lines.

Hi Portal follows this path!

It has been realised as the wrapper of the centralised management of logs-in, of informations and of all distribution processes because it provides for solutions to any organizational need: the structuring of specific functions on the one hand, and building up a platform on which it is possible to install other components useful for the consultation of database, for the realization of organizational charts and reporting, on the other.

Moreover, HiPortal endows firms also with an automatic system for sharing info within corporate boundaries, designed specifically for HRD and functional to our “meta model” for integrated HR management: 

Hi Base

This module concerns the centralised database administration on 3 different macro informative structure: people, positions, business units.
The database has been organised in order to enable multi-societal management.
The relationship person-position-BU provides not only for a global vision of the corporporate structure but, together with the recording of events by date, also for managing historical track.

ESS-Employee Self Service

This function allows the consultation of personal records as resources log in as “employee”, ()

MSS-Manager Self Service

This function enables managers to visualize and print all informations concerning their resources, to have also  access to standard reporting or to the session for the proposal and validation of processes.

HRS-Human Resources Service

Logging-in as “HR” makes it  possible to enter and to use all those function reserved to HRD.

Hi Way

It is the “updating” function.
As far as the standard version is concerned, there are already some mechanisms to keep updated the database; while, turning from a mere updating function to a workflow generation one imply a customatization of the module according to specific organizational needs.
Gathering all informations with a workflow system to revise the employees database supports the organization in defining clearly the flow of informations and to supply them to any other system that needs for updating.
Therefore, it will be possible to distribute, only to entitled users, the automatic administration of any change in the employee history: promotions, transfer, new jobs, reward, hiring, firing, etc....
The integrated process management allows to centralise all up-to-date inputs and notify them to other systems that require the same set of informations.

Here an example of the functions of this module:

  • Organization and management of communication system among users involved (e-mail, newsletter, etc...);
  • Communication to the Administration of any change such as files, printings,....;Differentiating administration of events and of informations according to the variation kind;
  • Automatic and immediate up-to dating of the HiBase;
  • Communication of the updating process to all users involved and also to those belonging to other systems;
  • Payroll update.

Reporting Tools

MSS and HRS sessions can, on their turn, be characterized by specific session for reporting and consultation, in compliance with security rules that respect users’ privacy.
This tool is made up of:

  • a designing module to realize output and to edit them within the portal;
  • a server that is able to elaborate the same documents as above, in a specific format.

The “designer” is a tool that is possible to be installed on the desktop, that defines the selection query and defines the graphic layout to be used in the elaboration phase.
After having published and recalled the elaboration system, it produces and sends the document to the browser according to one of the following format:

  • PDF- Acrobat reader
  • XLS- Excel
  • DOC- Word Document,
  • HTML- Web page,
  • ZIP- compressed file in order to optimize the data sending on the net.

Quick Job

It is a specific application aiming at evaluating job positions within the organization and consequently recorded in the database or even those created ad hoc for organizational simulations.
This tool works through HiWay and make viable the distribution of its functions to its user, delegating them a part or the total process of job evaluation.
Moreover, some specific functions of this model make the database information suitable for the verification process and vice versa, managing local archives for either the job analysis and evaluation; indeed, quick job not only compute the job points of each position resulting from the  evaluation process and its relative class, but also draw graphs of partial results and weights of each driver confluent in the analysis (know-how, problem solving and accountability).

Job Profile

It is the application addressed to the definition of  organizational roles’ profile (real or hypothetical) in terms of competences; information produced can be updated according to data provided for the user.
This tool, integrated in a HR process management system and with the support of HiWay, enables the distribution of its functions to all portal user delegating them the overall, or a part of  the activities regarding the definition of the profile.
Its functions allow users not only to determine, through the analysis of each organizational role, the hierarchic   order of  the competences required, but also to make comparisons between different profiles according to information in the database or in other archives ad hoc for simulation processes.

Know How

This module aims at managing the knowledge repertory and its relative depth levels according to the organizational structure and roles needs; the model directly interact with the inique database of the system.
Application’s functions  enable the  set up of a unique database of all the technical  subjects to properly accomplish the job tasks, in coherence with the business strategy.
This tool works through HiWay and makes all its functions available to the HRD in order to support it in the arrangement of the repertory, delegating a part of, or the overall process.


This application support the HRD in  the administration of performance measurement.
This function allows for:

  • the arrangement of the database with the set of all organizational behaviors,
  • the generation of measurement reports and module for each single worker, on the basis of job requirements in terms of competences (know how & capacities).

Three different sessions made the report up:

  • evaluation session
  • objectives definition
  • any comments

The process provides also for the distribution of all functions to the evaluator either for the measurement part and/or for the definition of new objectives, and to another person entitled to validate, monitor and certify all the process (he/ she usually is CEO or other directors)

G.A.P. (Gold Analysis & Planning)

It is the technological solution to define and analyse  compensation policies, interacting directly with the unique database within the system, that use all the informations about resources and the organization.
This tool works through HiWay and makes all its functions available to the HRD in order to support it in the proposing, rectification and approval of any increase in the wage (either fix or variable).

The key success factors of this application are:

  • the possibility to compare actual retributive structures to others both internal and external;
  • the possibility to distribute an hypothetical budget among resources;
  • the opportunity to configure an ideal retributive structure and to simulate any actions needed to achieve it;
  • the chance to draw, thanks to numerous tools, the different retributive phenomena according to which policy has been adopted;
  • finally, the possibility to anchor the compensation policies to professional families and so simulating broad-banding practices comparing internal structure with market ones.


Thanks to this module it is possible to manage the entire process of planning, distribution of training activities.
In more details, through the standard application the following processes can be successfully managed:

  • Planning
    • The application provides for activities  schedule on the basis of the competences gap revealed in the performance measurement process or on specific demand.
  • Courses list
    • It allow for the administration of the entire catalogue of the courses provided.
      Modules/ Units
      It provides for the arrangement of each subject , time schedule and the competences that are supposed to be developed e/or implemented through any courses.
  • Classrooms
    • The definition of classrooms enable the HRD to keep on providing effectively the training activities.
  • Applications
    • This functions supports trainers in the organization of the courses because give them informations about the number and composition of the class.
  • Control

       Thanks to this functions it is possible to check and evaluate the efficacy of the training activities.

Human Profile

It is the application dealing with high potential investigation; as a matter of facts, this methodology makes inquiry on the presence, within the company, of any hi-potential and over standing performances and behaviour.(? vedi, banca popolare...)
Perfectly in line with NEXT’s philosophy, this tool makes the resource evaluation immediate and flexible because it is based on the same integrated HRM system as the other applications described above, making use of the same metrics but reveals also any over standing behaviour with respect to conventional and accepted organizational practice, defining them as “absolutes”.


This module provides for instrument functional to:

  • The collection of curricula directly from the portal on which candidates have saved their application form,
  • The management of the recruiting and selection process and its distribution to all users,
  • The registration of all practices.

Who is?

It is the fundamental instrument that make the competences’ definition processes up with the measurement one providing for a list of resources chronologically  arranged according to the degree of compliance with their competences and those requested from organizational roles.

So, thanks to this application it is possible to produce:

  • Gap analysis,
  • Training programs,
  • Career paths,

In order to make this application to work properly it is essential to have a specific, well-defined and clear set of informations including

-- for job ---:

  • job points, class, capacities’ profile and know-how profile (as far as the organizational position is concerned);

--- for each person ---

  • role and degree of role’ capacity coverage


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