Essential Human Capital

Performance, talent and learning on one platform

A human capital management system for the whole employee journey, from hiring to succession, in one system you own and control.

Employee lifecycle Performance Talent and succession Learning Multilingual On your own servers
THE REAL COST OF THE STATUS QUO

Your people decisions are only as good as the data behind them, and today that data is scattered

Scattered tools

Reviews in one tool, goals in spreadsheets, training in another system, successors in someone's head.

Uneven ratings

Ratings that differ by manager, not by performance: a fairness and legal risk, not only an HR annoyance.

Wasted effort

HR time every review cycle goes on chasing people instead of improving how the organization works.

Data at risk

Employee data copied across vendors you do not control. Every extra tool is another contract and another breach surface.

OUR PROMISE, IN FOUR VALUES

Fairness. Visibility. Growth. Control.

Fairness

Ratings you can defend

Visibility

One view of every person and team

Growth

Skills, learning and succession tied to real gaps

Control

Your data, your servers, your rules. The reason the other three can be trusted.

FAIRNESS: RATINGS YOU CAN DEFEND

Every employee is measured against the same rules, and every adjustment leaves a reason

  • A weighted score from KPIs, goals (OKRs), competencies and optional 360° feedback, set once in the cycle template.
  • Rating bands turn the score into a final rating, per company.
  • Calibration compares ratings across units, with a reason recorded for each change.
  • 360° answers are never shown individually, only averages and pooled comments.
WHAT YOU GET
Fewer disputes, and a defensible record if a rating is challenged.
KPIs
Goals (OKRs)
Competencies
360° (optional)
Weighted score
Rating band
Calibrated rating, reason recorded
Company goalsPublished once by HR, then cascade
Unit goalsOwned by heads of units
Individual scorecardKPI lines and key results
VISIBILITY: STRATEGY THAT REACHES EVERY DESK

From company goals to each person's scorecard, everyone can see how their work connects

  • Company, unit and individual goals with key results and progress.
  • Scorecards with KPI lines, and measurements that can be imported from Excel.
  • Manager approval of goals, and a controlled path for changing a goal after approval.
  • Heads of units manage their own unit's goals.
WHAT YOU GET
Employees stop guessing what matters, and managers stop asking for status updates.
TIME BACK FOR MANAGERS AND HR

The system chases the work, so people can do the work

Reminders and escalations

Automatic, for overdue assessments and approvals.

Notifications per person

In the app and by email, as each person chooses.

One place for the conversation

Feedback requests, 1:1 agenda and improvement plans.

Local timing

A reminder hour per company, in its own time zone.

No more chasing

HR no longer sends reminder emails by hand. Overdue items escalate to the manager's manager on their own.

Improvement plans are encrypted, and every view is audited.

GROWTH: CLOSE THE GAPS YOU CAN SEE

Know the skills you have, the skills each role needs, and train for the difference

Competency library

A description for each proficiency level.

Role profile

Job descriptions with a competency profile per role.

Skills and careers

Skills and career paths, development plans and mentoring.

Learning built in

A gap becomes a course, tracked and reported.

WHAT YOU GET
One set of competencies drives the review, job description, skills gap and training plan, so training spend goes to real gaps.
LEARNING: FROM A SKILL GAP TO A CERTIFIED PERSON

Build the course once, give it to the right people automatically, and prove who finished it

1

Build

Video, PDF and live lessons, plus question banks and assessments with several question types.

2

Assign

Automatically by job title, family, level or hire date. New hires get their learning on day one.

3

Remind

Scheduled reminders before the due date and on it. Managers see progress, never answers.

4

Certify

Numbered PDF certificates, with renewals assigned before they expire.

Lesson files stay on your own servers

Uploads are checked by their content and kept on your server, and nothing needs the internet. Lessons from outside video sites open on that site.

Potential
Performance
SUCCESSION: NEVER BE CAUGHT WITHOUT A SUCCESSOR

See your bench strength before someone resigns

Talent reviews and the 9-box

Succession plans per critical role, with readiness

Successor fit measured against the role's competency profile

Development plans for the people on the bench

WHAT YOU GET
Lower risk when a key person leaves. Successor fit uses the same data as reviews and skills, so it is always current.
ONE EMPLOYEE RECORD FROM THE FIRST INTERVIEW TO THE LAST DAY

Hire well, welcome fast, leave cleanly, with one history

Plan

Headcount plans and hiring requests, with approvals.

Hire

Openings, candidates, interviews with blind ratings, and offers.

Onboard

Tasks for the new hire, their manager and HR.

Offboard

Exit survey, handover of direct reports, and departures applied on the scheduled day.

WHAT YOU GET
Data collected at hiring is the data used in reviews, with no re-entry. Login is disabled automatically on the departure date.
CANDIDATES: A CAREERS PAGE AND A PORTAL THEY TRUST

Candidates apply quickly and stay informed, while you keep control of their personal data

Careers page

Shows only the openings you choose, in multiple languages, and works without email.

Candidate portal

Sign in with a one-time emailed link, no password. Candidates see their applications and interviews, and can download or erase their own data.

Sent automatically

Interview invitations, and polite decision notices that never give the reason.

Privacy built in

Consent recorded on applying, erasure after the retention period, and a full export on request.

The candidate portal uses your mail server to send sign-in links and is switched on once it is connected.

DECISIONS FROM DATA, NOT ANECDOTES

Answers for the board, the CHRO and the line manager, from the same live data

Executive summary and reports hub

One place for every area of HR.

Performance Analytics

Drill down from a chart to the people behind it.

Every report downloadable

Downloads recorded in the audit trail.

Scoped access

Each HR administrator sees only their companies.

REPORT AREAS
Workforce
Hiring
Onboarding and offboarding
Talent and performance
Compliance
Learning

Every module shares one organization structure, so any report can cut by company, unit, level or job family.

CONTROL: THE ON-PREMISES ADVANTAGE

Run Essential Human Capital on your own servers, so employee data stays on your network

One organization, one database

On infrastructure you own.

Works fully offline

Nothing is loaded from the internet at runtime, and an isolated network is a supported setup.

No third party

No outside party can read, analyze or lose your employee data.

Your decision

Where it lives, who administers it and when it is upgraded.

STANDARD STACK MySQL 8, a container image and a reverse proxy with TLS. One compose file starts the database, application and background worker, and upgrades are back up, deploy, migrate, restart.

SECURITY AND PRIVACY BUILT IN

Access is least-privilege by default, and everything important is on the record

Roles and scope

HR administrators see only the companies they are assigned.

Privacy rules per data type

Self-assessments, scores, 360 answers and calibration reasons.

Sign-in protection

Lockout after failures, strong passwords and one-time links.

Immutable audit trail

Sign-ins, access changes, rating changes and report downloads.

Encrypted sensitive text

Improvement plans are encrypted in the database.

Out of scope means "not found", not "access denied"

Even the existence of data is not leaked. Sessions end when a password changes or a login is deactivated.

NEXT STEPS

From decision to go-live in three steps

1

Choose your option

One company or a group of companies.

2

Blueprint

Your organization structure, review cycles and settings mapped out before setup.

3

Implementation

Installed on your servers, ready for your first review cycle.