HR keeps learning running across the whole organization. You invite people, set up departments, watch how everyone is getting on, and share the picture through reports. The HR screens in Manabu2 bring that work together in one place, and this page is the way in.
- Tell the two levels of HR access apart, and know what each can do
- Say what each of the seven HR screens is for
- Start from what you want to do and find the how-to that covers it
- Picture a daily, weekly and monthly routine
First, check your access level
"HR" in Manabu2 comes in two levels, and they can do different things. Checking yours first saves you wondering later why a button is missing.
Full access
Can invite, edit and remove. Sensitive actions such as removing an employee or changing roles are available only at this level.
Read-only access
Can view employee information and reports, nothing more. If your job is mainly to read the numbers and report on them, this is usually all you need.
How-to guides by screen
Step-by-step instructions for each screen are in the guides below. There is no need to read them in order; open the one for whatever you are working on now.
The HR screens
The HR portal's main screens are below. Knowing what each one covers saves time hunting for where a piece of information lives.
The organization's learning at a glance.
- Four KPIs: average learning progress, people who have completed their paths, average path test score, and the skill gap between the strongest and weakest department
- Lessons completed per month, over the last six months
The main screen for managing everyone in the organization.
- Paging, keyword search, and filters by department and status
- CSV bulk invite, to add many people at once
- Resending an invitation, from the employee's details page
- Each employee's progress, completed lessons and average test score
/hr/employees/{userId}/edit: edit one employee's profile, job title, department, language, roles and hourly rate.
- On the details page, a learning performance section (学習パフォーマンス): assigned paths, recent completions and recent tests
- On the edit page, roles within the organization: HR, HR Viewer, Workspace Admin, Executive, Curriculum Manager and Developer
- Hourly rate: used in the executives' return-on-investment (ROI) figures. If left blank, the organization's average hourly rate is used instead
Manage the organization's departments and groups.
- Create, edit and delete departments
- Assign members in bulk with the member picker
- Learning progress and assigned paths for each department
Follow one employee's learning in detail, and see exactly where they have stopped.
- Pro plan: reports are available on the Pro plan
- Three reports: organization-wide (progress per employee), by department (department averages), and test score history
- Three formats: CSV, Excel and PDF
- Monthly delivery: sent automatically to the addresses you choose on a set day each month (set up by HR Lead only)
A record of changes to employee information: when, by whom, to whose record, and what changed. Use it to answer compliance questions and to trace the cause when something goes wrong.
For each mandatory learning path, who has completed it, who is in progress, who has not started and who is overdue, with a compliance rate per department. Can be downloaded as CSV, Excel or PDF. Part of Reports, so it also needs the Pro plan.
The organization name and logo printed on certificates and their verification page. This can differ from the display name used on screen, for example your registered legal name. HR Viewers can see it; changing it needs HR Lead.
A routine that works
You do not need to look at everything every day. A rhythm like this keeps you on top of things without much effort.
Check the dashboard
Look at how the KPIs and the monthly lesson trend have moved.
Invite new employees
One at a time from the employee list, or in bulk with a CSV.
Review progress by department
If a department has stalled, share it with that department's manager and the curriculum manager.
Scheduled reports go out
Leadership and the departments involved get a regular update without you sending it by hand.
Keep records in step with people
Update Manabu2 when someone joins, moves department or leaves.
Working with other roles
HR work does not end inside HR. Behind every number is something someone else will do about it.
When you spot a course that is too hard and loses people, or one nobody uses, pass it on to the curriculum manager. What HR hears from the front line is the most valuable input for improving the curriculum.
Executives decide from the monthly reports. When HR keeps hourly rates accurate, the return-on-investment (ROI) figures on the executive dashboard are accurate too.
Hourly rates can be set per employee. Where one is blank, the organization's average hourly rate is used; the consultant sets that average in the organization settings.
Your consultant sees learning across several organizations, and may suggest what has worked elsewhere that is easy to miss from inside one company.
If you want to…
| What you want to do | Where to go |
|---|---|
| Invite a group of new starters at once | Use CSV bulk invite on the employee list. |
| Help someone who never got their invitation | Use Resend invitation email (招待メールを再送) on their employee details. If it still does not arrive, check the email address. |
| See how a particular employee is doing | Open their employee details and look at the learning performance section (学習パフォーマンス). |
| Find out why the monthly report did not arrive | Check the schedule and recipients on the Reports page. |
| Find out who changed an employee's details | Look through the audit log, which lists changes in date order. |
