Francisco Orozco Consultant

Future featuring option to setup employee retention policies e.g. (culture, attitude, skill, economy, location, family, assets, bias, pets, religion, politics, education), maybe potential ideal. Not featuring the option to set policies, user may easily potentially terminate an employee, without reviewing the retention policies.

Future featuring employee diversity retention policies maybe optimum ideal. Not featuring diversity retention policies, user may potentially set policies conventionally or outside the system.

Future featuring the option of no experience form employee resume, tasks and job title or project tracking maybe helpful for purpose to easily assign tasks, responsibilities, job titles, for easy reporting, inquiries, filtering, and dashboard uniform generation Not tracking no experience on years, tasks, job title, or skill, but potentially at 0 zero level, user may not easily visualize, track or identify level of experience. Tracking experience, we may have the option to easily develop cross training, backup, emergency, develop personnel, personnel promotion, etc..

Future featuring gamification by goal prizes totals rather then bets, maybe potentially helpful for purpose to easily visually identify the target goal prize or grand total goal prize. Not featuring bets by grand total goal prize total as starting point, there maybe no potential total flexibility on focusing game on the goal prize or goal prize grand total before joining or processing next steps.

Future feating the option to identify, inquiry, report and dashboard severance package eligibility calculation maybe helpful (e.g. board or a cooperative legal entity). Not featuring a dynamic severance package calculation, user may potentially track severance package outside the system (e.g. based on policies, employee retention, plans, etc...)

Future featuring the option to easily visualized severance accruals maybe helpful when management may potentially start identifying potential risks, conflicts of interest, conflicts with plans, etc. Not featuring a severance accrual on last payroll inclusions, user may potentially process severance accrual conventionally.

Wish we future feature the option to include job position family references plans. Not featuring job positions references plans referenced by family members, we may potentially not be encouraging team natural skills development or natural-organic growth.

Future featuring the option to include a job position cross training plans maybe ideal for purpose to potentially future assemble a promotion plan, skill development plan, emergency planning, backup planning, etc...

Wish we future feature the option to include job placement planning at maximum capacity. Not featuring maximum capacity job placement planning, we maybe potentially missing or not missing opportunities at legal entity capacity levels (minimum, standard, maximum, on-need-requirements, on training-requirements, at promotion, etc..) Featuring job planning at capacity levels, we may potentially comply with communities, economy or potentially we maybe at legal entity capacity of growth or competition levels.

Future featuring human resource on-boarding conditions and environment checklist tracking per new team-member, or group of team members (e.g. production site) maybe helpful for purpose to follow up on next on-boarding, potential lay off, promotion, other environment of impact. Not featuring a on-boarding condition, environment checklist tracking, we may potentially not be in compliance with safe, stress free, other source of ideal environment for advanced personal growth development, and legal entity profits or source of image or condition sources of motivations. (e.g. speech level, environment introduction, environment layout, selected wording, uniform, installations, equipment, conditions, task, responsibilities, metrics, etc...