New iVantage to Include Succession Planning Module

Spectrum Human Resource Systems Corp. plans to release iVantage(R) 3.6 on June 25, 2006, at the Society for Human Resource Management Conference in Washington D.C.. The web-based human resource information system (HRIS) will include a succession planning module, as well as additional functionality.


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“In the increasingly tight labor market for talented individuals, competency and knowledge management are key to talent assurance initiatives,” Jim Spoor, Spectrum’s president and CEO, said in a prepared statement. “The 3.6 release incorporates a competency centric approach…and assesses the preparedness of employees.”

The succession planning module will allow staff to review position requirements in iVantage Connect(TM) (employee self-service), nominate themselves for a position, run a gap analysis, set goals, identify training needs and track their progress. Additionally, managers can nominate employees for jobs and review and analyze gaps in employee development. iVantage Succession Planning also will include several goal and nomination reports.

The new functionality in the base product includes additional performance review capabilities, electronic signatures, applicant enhancements, and international features. iVantage 3.6 will also feature a total compensation report. Additional enhancements have also been made to the training and development module.

Spectrum, headquartered in Denver, Colo., is a leading provider of high functionality web and desktop-based HR and workforce management software. Spectrum launched the first version of iVantage, a completely web native HRIS, in 1999 and has added additional product functionality and modules. These product enhancements meet the growing needs of human resources and clients.

“This major release of iVantage reflects Spectrum’s in-depth understanding of the changing needs and expectations that strategically focused HR professionals face today,” Spoor concluded. “The release addresses total compensation, data security and integrity issues and the HR related compliance issues of Sarbanes-Oxley and other evolving compliance reporting and process review requirements.”

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