This data-driven infographics example was redesigned from the Wikimedia Commons file: Benjamin Ebel Quick You Tube Survey Results.jpg.
The infographic survey includes horizontal bar graph "More Youtube than TV?", column chart "When do you watch Youtube?", and bubble diagram "Most watched content?". [commons.wikimedia.org/ wiki/ File:Benjamin_ Ebel_ Quick_ You_ Tube_ Survey_ Results.jpg]
This file is licensed under the Creative Commons Attribution-Share Alike 3.0 Unported license. [creativecommons.org/ licenses/ by-sa/ 3.0/ deed.en]
The column chart and bar graph sample "Quick YouTube Survey" was created using the ConceptDraw PRO diagramming and vector graphics software extended with the Data-driven Infographics" solution from the area "What is infographics" of ConceptDraw Solution Park.
The infographic survey includes horizontal bar graph "More Youtube than TV?", column chart "When do you watch Youtube?", and bubble diagram "Most watched content?". [commons.wikimedia.org/ wiki/ File:Benjamin_ Ebel_ Quick_ You_ Tube_ Survey_ Results.jpg]
This file is licensed under the Creative Commons Attribution-Share Alike 3.0 Unported license. [creativecommons.org/ licenses/ by-sa/ 3.0/ deed.en]
The column chart and bar graph sample "Quick YouTube Survey" was created using the ConceptDraw PRO diagramming and vector graphics software extended with the Data-driven Infographics" solution from the area "What is infographics" of ConceptDraw Solution Park.
Data-driven infographics
The vector stencils library "HR workflow" contains 60 HR workflow symbols.
Use this HR icon set to draw your HR flowcharts, workflow diagrams and process charts with the ConceptDraw PRO diagramming and vector drawing software.
The HR pictograms library "HR workflow" is included in the HR Flowcharts solution from the Management area of ConceptDraw Solution Park.
Use this HR icon set to draw your HR flowcharts, workflow diagrams and process charts with the ConceptDraw PRO diagramming and vector drawing software.
The HR pictograms library "HR workflow" is included in the HR Flowcharts solution from the Management area of ConceptDraw Solution Park.
Applicant
Award
Bank data
Blog
Business conference
Checklist
Compensation and benefits
Contract of employment
Cost planning and reporting
Credit plan
CV (resume, abstract)
-hr-workflow---vector-stencils-library.png--diagram-flowchart-example.png)
Disciplinary procedures
Employee man
Employee woman
Engage and retain
Family
Flexible spending account
Functions
Geolocation
Health plan
Hiring
Human resource
Human resources
Illness
Insurance
Job descriptions
Job offer
Job pricing
Job search
Leave
Manager
Meeting
Negotiation
Onboarding
Online application
Organizational assignment
Outsourcing
Overtime
Payment
Pensioner
Person specification
Personal data (badge icon)
-hr-workflow---vector-stencils-library.png--diagram-flowchart-example.png)
Personal profile
Personnel / staff / employees
Position / occupation
Reception
Recruitment
Remuneration (payment, salary, wage)
-hr-workflow---vector-stencils-library.png--diagram-flowchart-example.png)
Resume
Schedule
Social networks
Survey
Tax data
Team
Time evaluation
Time sheet
Time statement
Training
Vacancy
Vacant post
This HR flowchart example was redesigned from the Wikimedia Commons files: File:(5) 2008-07-07 Recruitment pg1.jpg (1st page), File:(5) 2008-07-07 Recruitment pg2.jpg (2nd page).
[commons.wikimedia.org/ wiki/ File:(5)_ 2008-07-07_ Recruitment_ pg1.jpg, commons.wikimedia.org/ wiki/ File:(5)_ 2008-07-07_ Recruitment_ pg2.jpg]
"ROLE OF THE POST EMPLOYMENT COMMITTEE (PEC).
The Post Employment Committee (PEC) ensures the proper application of the US Citizen EFM and US Veterans Hiring Preference is applied." [icass.gov/ home/ Documents/ HR-OE%20 Interagency%20 Docs/ Local%20 Employment%20 Recruitment%20 Policy.pdf]
The cross-functional flowchart example "Post Employment Committee recruitment flowchart" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the HR Flowcharts solution from the Management area of ConceptDraw Solution Park.
[commons.wikimedia.org/ wiki/ File:(5)_ 2008-07-07_ Recruitment_ pg1.jpg, commons.wikimedia.org/ wiki/ File:(5)_ 2008-07-07_ Recruitment_ pg2.jpg]
"ROLE OF THE POST EMPLOYMENT COMMITTEE (PEC).
The Post Employment Committee (PEC) ensures the proper application of the US Citizen EFM and US Veterans Hiring Preference is applied." [icass.gov/ home/ Documents/ HR-OE%20 Interagency%20 Docs/ Local%20 Employment%20 Recruitment%20 Policy.pdf]
The cross-functional flowchart example "Post Employment Committee recruitment flowchart" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the HR Flowcharts solution from the Management area of ConceptDraw Solution Park.
Cross-functional flowchart - part 1
Cross-functional flowchart - part 2
Business diagrams & Org Charts with ConceptDraw DIAGRAM
This HR infographics example was designed on the base of flowchart "Hiring Process" from the website of the Idaho Division of Human Resources.
"... hiring process flowchart outlining the steps to fill a vacant position." [dhr.idaho.gov/ hiringprocess.html]
"What is a hiring list and what are they for?
A hiring list consists of applicants who completed and passed the examination for a vacant classified position.
The applicants are ranked on the hiring list in order from highest to lowest score." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Hiring%20 List%20 Guidance.pdf]
"Announcements.
Announcing a vacant position benefits the agency by allowing a wide array of applicants the opportunity to compete for job openings, resulting in a more qualified employee. The State Merit System requires all appointments, promotions and separations in the classified service to be based on competence, valid job requirements, and individual performance." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Announcement.pdf]
"Conducting A Lawful Employment Interview.
Interviewing prospective employees is one of the most important activities employers do. The employer’s objective of an interview is to determine whether an applicant is suitable for an available position. The interview provides the employer an opportunity to obtain in-depth information about a job applicant’s skills, work history, and employment background for this purpose." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Conducting%20 a%20 Lawful%20 Employment%20 Interview.pdf]
"Reference Checks.
References should be checked after a successful interview with a candidate, but before you offer them the position. If after interviewing there are several candidates that are qualified for the position, reference checks are also a way to further distinguish who might best fit within your agency." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Reference%20 Checks.pdf]
"Making the job offer.
Before offering the position to your selected candidate, be sure to speak with your HR and fiscal staff. They may have some suggestions for negotiating the starting salary, etc.
Job Offer Letter.
... A job offer letter should be given to the newly hired employee after you have verbally negotiated the terms of employment. This letter confirms the conditions of employment the selected candidate has accepted and gives them information for their first day." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Making%20 the%20 job%20 offer.pdf]
"E-verify.
To ensure compliance with the Governor’s Executive Order 2009-10, all
State Agencies are encouraged to participate in E-verify.
E-verify is an internet based system that allows an employer, using information reported on an employee’s Form I-9, to determine the eligibility of that employee to work in the United States.
The E-Verify system is operated by the U.S. Department of Homeland Security in partnership with the Social Security Administration and its use is free of charge to employers." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ EVerify%20 Statement.pdf]
"New Hire Paperwork.
There are several important forms for the new employee to fill out." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ New%20 Hire%20 Paperwork.pdf]
"Probationary Period.
All appointments and promotions into classified positions require a probationary period of 1,040 hours
except for peace officers who must serve 2,080 hours.
The probationary period is a working test period to evaluate the work performance of the employee and to determine their suitability for the position." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Probationary%20 Period%20 for%20 Hiring%20 Process.pdf]
The HR infographics example "Hiring process workflow" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the HR Flowcharts solution from the Management area of ConceptDraw Solution Park.
"... hiring process flowchart outlining the steps to fill a vacant position." [dhr.idaho.gov/ hiringprocess.html]
"What is a hiring list and what are they for?
A hiring list consists of applicants who completed and passed the examination for a vacant classified position.
The applicants are ranked on the hiring list in order from highest to lowest score." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Hiring%20 List%20 Guidance.pdf]
"Announcements.
Announcing a vacant position benefits the agency by allowing a wide array of applicants the opportunity to compete for job openings, resulting in a more qualified employee. The State Merit System requires all appointments, promotions and separations in the classified service to be based on competence, valid job requirements, and individual performance." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Announcement.pdf]
"Conducting A Lawful Employment Interview.
Interviewing prospective employees is one of the most important activities employers do. The employer’s objective of an interview is to determine whether an applicant is suitable for an available position. The interview provides the employer an opportunity to obtain in-depth information about a job applicant’s skills, work history, and employment background for this purpose." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Conducting%20 a%20 Lawful%20 Employment%20 Interview.pdf]
"Reference Checks.
References should be checked after a successful interview with a candidate, but before you offer them the position. If after interviewing there are several candidates that are qualified for the position, reference checks are also a way to further distinguish who might best fit within your agency." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Reference%20 Checks.pdf]
"Making the job offer.
Before offering the position to your selected candidate, be sure to speak with your HR and fiscal staff. They may have some suggestions for negotiating the starting salary, etc.
Job Offer Letter.
... A job offer letter should be given to the newly hired employee after you have verbally negotiated the terms of employment. This letter confirms the conditions of employment the selected candidate has accepted and gives them information for their first day." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Making%20 the%20 job%20 offer.pdf]
"E-verify.
To ensure compliance with the Governor’s Executive Order 2009-10, all
State Agencies are encouraged to participate in E-verify.
E-verify is an internet based system that allows an employer, using information reported on an employee’s Form I-9, to determine the eligibility of that employee to work in the United States.
The E-Verify system is operated by the U.S. Department of Homeland Security in partnership with the Social Security Administration and its use is free of charge to employers." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ EVerify%20 Statement.pdf]
"New Hire Paperwork.
There are several important forms for the new employee to fill out." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ New%20 Hire%20 Paperwork.pdf]
"Probationary Period.
All appointments and promotions into classified positions require a probationary period of 1,040 hours
except for peace officers who must serve 2,080 hours.
The probationary period is a working test period to evaluate the work performance of the employee and to determine their suitability for the position." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Probationary%20 Period%20 for%20 Hiring%20 Process.pdf]
The HR infographics example "Hiring process workflow" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the HR Flowcharts solution from the Management area of ConceptDraw Solution Park.
HR infographics
The vector stencils library "HR workflow" contains 60 HR workflow symbols.
Use this HR icon set to draw your HR flowcharts, workflow diagrams and process charts with the ConceptDraw PRO diagramming and vector drawing software.
The HR pictograms library "HR workflow" is included in the HR Flowcharts solution from the Management area of ConceptDraw Solution Park.
Use this HR icon set to draw your HR flowcharts, workflow diagrams and process charts with the ConceptDraw PRO diagramming and vector drawing software.
The HR pictograms library "HR workflow" is included in the HR Flowcharts solution from the Management area of ConceptDraw Solution Park.
Applicant
Award
Bank data
Blog
Business conference
Checklist
Compensation and benefits
Contract of employment
Cost planning and reporting
Credit plan
CV (resume, abstract)
Disciplinary procedures
Employee man
Employee woman
Engage and retain
Family
Flexible spending account
Functions
Geolocation
Health plan
Hiring
Human resource
Human resources
Illness
Insurance
Job descriptions
Job offer
Job pricing
Job search
Leave
Manager
Meeting
Negotiation
Onboarding
Online application
Organizational assignment
Outsourcing
Overtime
Payment
Pensioner
Person specification
Personal data (badge icon)
Personal profile
Personnel / staff / employees
Position / occupation
Reception
Recruitment
Remuneration (payment, salary, wage)
Resume
Schedule
Social networks
Survey
Tax data
Team
Time evaluation
Time sheet
Time statement
Training
Vacancy
Vacant post
Registered unemployment rate in Europe (EU-27) - september 2010. Data from Portal Euro-Indicators on EU Commission website (Eurostat). [epp.eurostat.ec.europa.eu/ portal/ page/ portal/ euroindicators/ peeis]
"Eurostat, the statistical office of the European Union, defines unemployed as those persons age 15 to 74 who are not working, have looked for work in the last four weeks, and ready to start work within two weeks, which conform to ILO standards. Both the actual count and rate of unemployment are reported. Statistical data are available by member state, for the European Union as a whole (EU27) as well as for the euro area (EA16). Eurostat also includes a long-term unemployment rate. This is defined as part of the unemployed who have been unemployed for an excess of 1 year.
The main source used is the European Union Labour Force Survey (EU-LFS). The EU-LFS collects data on all member states each quarter. For monthly calculations, national surveys or national registers from employment offices are used in conjunction with quarterly EU-LFS data. The exact calculation for individual countries, resulting in harmonized monthly data, depend on the availability of the data." [Unemployment. Wikipedia]
This example Registered unemployment rate in Europe (EU-27) - september 2010 was redesigned from the Wikimedia Commons file: Unemployment European Union 2010M09.svg.
[commons.wikimedia.org/ wiki/ File:Unemployment_ European_ Union_ 2010M09.svg]
This file is licensed under the Creative Commons Attribution-Share Alike 3.0 Unported license. [creativecommons.org/ licenses/ by-sa/ 3.0/ deed.en]
The thematic map example "Registered unemployment rate in Europe (EU-27) - september 2010" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the Continent Map solution from the Maps area of ConceptDraw Solution Park.
"Eurostat, the statistical office of the European Union, defines unemployed as those persons age 15 to 74 who are not working, have looked for work in the last four weeks, and ready to start work within two weeks, which conform to ILO standards. Both the actual count and rate of unemployment are reported. Statistical data are available by member state, for the European Union as a whole (EU27) as well as for the euro area (EA16). Eurostat also includes a long-term unemployment rate. This is defined as part of the unemployed who have been unemployed for an excess of 1 year.
The main source used is the European Union Labour Force Survey (EU-LFS). The EU-LFS collects data on all member states each quarter. For monthly calculations, national surveys or national registers from employment offices are used in conjunction with quarterly EU-LFS data. The exact calculation for individual countries, resulting in harmonized monthly data, depend on the availability of the data." [Unemployment. Wikipedia]
This example Registered unemployment rate in Europe (EU-27) - september 2010 was redesigned from the Wikimedia Commons file: Unemployment European Union 2010M09.svg.
[commons.wikimedia.org/ wiki/ File:Unemployment_ European_ Union_ 2010M09.svg]
This file is licensed under the Creative Commons Attribution-Share Alike 3.0 Unported license. [creativecommons.org/ licenses/ by-sa/ 3.0/ deed.en]
The thematic map example "Registered unemployment rate in Europe (EU-27) - september 2010" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the Continent Map solution from the Maps area of ConceptDraw Solution Park.
Thematic map - European Union
---september-2010.png--diagram-flowchart-example.png)
The cycle diagram sample was created on the base of the figure illustrating the webpage "2. POLICY & STRATEGY" of "Scottish Police College Primary Inspection 2006: A Report by Her Majesty's Inspectorate of Constabulary" from the Scottish Government website.
"Strategic Planning.
2.1 The planning process for the College currently follows a structured approach, starting in April and extending through the financial year. The planning cycle is illustrated in figure 2. ...
2.2 The College recognises the need to consult with its customers and stakeholders in the process of setting objectives and directing the training programme. The planning cycle to date refers to force visits, environmental scanning, the course planning process which involves consultation with all forces and other common police services, as well as to a survey of external providers.
2.3 The information from consultation feeds into an EFQM framework from which the College has identified four key policies, namely:
(1) developing and delivering quality training;
(2) developing our people through lifelong learning;
(3) continuous improvement of our service; and
(4) embracing the changing environment.
2.4 The objectives set at divisional level are designed to contribute to delivering these policies. HMIC found that whilst the selected objectives were presented in line with the structure, not all could be considered to meet SMART (Specific, Measurable, Achievable, Relevant and Timed) criteria. This failure indicates that while the process appears suitably structured to deliver a robust result, some of those involved could perhaps have a better understanding of the process." [scotland.gov.uk/ Publications/ 2007/ 02/ 15134652/ 8]
The cycle diagram example "Strategic planning" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the Target and Circular Diagrams solution from the Marketing area of ConceptDraw Solution Park.
www.conceptdraw.com/ solution-park/ marketing-target-and-circular-diagrams
"Strategic Planning.
2.1 The planning process for the College currently follows a structured approach, starting in April and extending through the financial year. The planning cycle is illustrated in figure 2. ...
2.2 The College recognises the need to consult with its customers and stakeholders in the process of setting objectives and directing the training programme. The planning cycle to date refers to force visits, environmental scanning, the course planning process which involves consultation with all forces and other common police services, as well as to a survey of external providers.
2.3 The information from consultation feeds into an EFQM framework from which the College has identified four key policies, namely:
(1) developing and delivering quality training;
(2) developing our people through lifelong learning;
(3) continuous improvement of our service; and
(4) embracing the changing environment.
2.4 The objectives set at divisional level are designed to contribute to delivering these policies. HMIC found that whilst the selected objectives were presented in line with the structure, not all could be considered to meet SMART (Specific, Measurable, Achievable, Relevant and Timed) criteria. This failure indicates that while the process appears suitably structured to deliver a robust result, some of those involved could perhaps have a better understanding of the process." [scotland.gov.uk/ Publications/ 2007/ 02/ 15134652/ 8]
The cycle diagram example "Strategic planning" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the Target and Circular Diagrams solution from the Marketing area of ConceptDraw Solution Park.
www.conceptdraw.com/ solution-park/ marketing-target-and-circular-diagrams
Cycle diagram
Affinity Diagram
Geo Map - USA - New Jersey
This HR infographics example was designed on the base of flowchart "Hiring Process" from the website of the Idaho Division of Human Resources.
"... hiring process flowchart outlining the steps to fill a vacant position." [dhr.idaho.gov/ hiringprocess.html]
"What is a hiring list and what are they for?
A hiring list consists of applicants who completed and passed the examination for a vacant classified position.
The applicants are ranked on the hiring list in order from highest to lowest score." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Hiring%20 List%20 Guidance.pdf]
"Announcements.
Announcing a vacant position benefits the agency by allowing a wide array of applicants the opportunity to compete for job openings, resulting in a more qualified employee. The State Merit System requires all appointments, promotions and separations in the classified service to be based on competence, valid job requirements, and individual performance." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Announcement.pdf]
"Conducting A Lawful Employment Interview.
Interviewing prospective employees is one of the most important activities employers do. The employer’s objective of an interview is to determine whether an applicant is suitable for an available position. The interview provides the employer an opportunity to obtain in-depth information about a job applicant’s skills, work history, and employment background for this purpose." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Conducting%20 a%20 Lawful%20 Employment%20 Interview.pdf]
"Reference Checks.
References should be checked after a successful interview with a candidate, but before you offer them the position. If after interviewing there are several candidates that are qualified for the position, reference checks are also a way to further distinguish who might best fit within your agency." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Reference%20 Checks.pdf]
"Making the job offer.
Before offering the position to your selected candidate, be sure to speak with your HR and fiscal staff. They may have some suggestions for negotiating the starting salary, etc.
Job Offer Letter.
... A job offer letter should be given to the newly hired employee after you have verbally negotiated the terms of employment. This letter confirms the conditions of employment the selected candidate has accepted and gives them information for their first day." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Making%20 the%20 job%20 offer.pdf]
"E-verify.
To ensure compliance with the Governor’s Executive Order 2009-10, all
State Agencies are encouraged to participate in E-verify.
E-verify is an internet based system that allows an employer, using information reported on an employee’s Form I-9, to determine the eligibility of that employee to work in the United States.
The E-Verify system is operated by the U.S. Department of Homeland Security in partnership with the Social Security Administration and its use is free of charge to employers." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ EVerify%20 Statement.pdf]
"New Hire Paperwork.
There are several important forms for the new employee to fill out." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ New%20 Hire%20 Paperwork.pdf]
"Probationary Period.
All appointments and promotions into classified positions require a probationary period of 1,040 hours
except for peace officers who must serve 2,080 hours.
The probationary period is a working test period to evaluate the work performance of the employee and to determine their suitability for the position." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Probationary%20 Period%20 for%20 Hiring%20 Process.pdf]
The HR infographics example "Hiring process workflow" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the HR Flowcharts solution from the Management area of ConceptDraw Solution Park.
"... hiring process flowchart outlining the steps to fill a vacant position." [dhr.idaho.gov/ hiringprocess.html]
"What is a hiring list and what are they for?
A hiring list consists of applicants who completed and passed the examination for a vacant classified position.
The applicants are ranked on the hiring list in order from highest to lowest score." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Hiring%20 List%20 Guidance.pdf]
"Announcements.
Announcing a vacant position benefits the agency by allowing a wide array of applicants the opportunity to compete for job openings, resulting in a more qualified employee. The State Merit System requires all appointments, promotions and separations in the classified service to be based on competence, valid job requirements, and individual performance." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Announcement.pdf]
"Conducting A Lawful Employment Interview.
Interviewing prospective employees is one of the most important activities employers do. The employer’s objective of an interview is to determine whether an applicant is suitable for an available position. The interview provides the employer an opportunity to obtain in-depth information about a job applicant’s skills, work history, and employment background for this purpose." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Conducting%20 a%20 Lawful%20 Employment%20 Interview.pdf]
"Reference Checks.
References should be checked after a successful interview with a candidate, but before you offer them the position. If after interviewing there are several candidates that are qualified for the position, reference checks are also a way to further distinguish who might best fit within your agency." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Reference%20 Checks.pdf]
"Making the job offer.
Before offering the position to your selected candidate, be sure to speak with your HR and fiscal staff. They may have some suggestions for negotiating the starting salary, etc.
Job Offer Letter.
... A job offer letter should be given to the newly hired employee after you have verbally negotiated the terms of employment. This letter confirms the conditions of employment the selected candidate has accepted and gives them information for their first day." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Making%20 the%20 job%20 offer.pdf]
"E-verify.
To ensure compliance with the Governor’s Executive Order 2009-10, all
State Agencies are encouraged to participate in E-verify.
E-verify is an internet based system that allows an employer, using information reported on an employee’s Form I-9, to determine the eligibility of that employee to work in the United States.
The E-Verify system is operated by the U.S. Department of Homeland Security in partnership with the Social Security Administration and its use is free of charge to employers." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ EVerify%20 Statement.pdf]
"New Hire Paperwork.
There are several important forms for the new employee to fill out." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ New%20 Hire%20 Paperwork.pdf]
"Probationary Period.
All appointments and promotions into classified positions require a probationary period of 1,040 hours
except for peace officers who must serve 2,080 hours.
The probationary period is a working test period to evaluate the work performance of the employee and to determine their suitability for the position." [dhr.idaho.gov/ PDF%20 documents/ Flowchart/ Probationary%20 Period%20 for%20 Hiring%20 Process.pdf]
The HR infographics example "Hiring process workflow" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the HR Flowcharts solution from the Management area of ConceptDraw Solution Park.
HR infographics
This DFD sample was created on the base of the figure illustrating "A Survey of Object-Oriented Methods" by Peter Biggs from University of Durham.
[students.cs.byu.edu/ ~pbiggs/ images/ coadsys.gif]
"Object-oriented analysis and design (OOAD) is a popular technical approach to analyzing, designing an application, system, or business by applying the object-oriented paradigm and visual modeling throughout the development life cycles to foster better stakeholder communication and product quality.
According to the popular guide Unified Process, OOAD in modern software engineering is best conducted in an iterative and incremental way. Iteration by iteration, the outputs of OOAD activities, analysis models for OOA and design models for OOD respectively, will be refined and evolve continuously driven by key factors like risks and business values." [Object-oriented analysis and design. Wikipedia]
The DFD example "Coad/ Yourdon's Object-Oriented Analysis model" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the Data Flow Diagrams solution from the Software Development area of ConceptDraw Solution Park.
[students.cs.byu.edu/ ~pbiggs/ images/ coadsys.gif]
"Object-oriented analysis and design (OOAD) is a popular technical approach to analyzing, designing an application, system, or business by applying the object-oriented paradigm and visual modeling throughout the development life cycles to foster better stakeholder communication and product quality.
According to the popular guide Unified Process, OOAD in modern software engineering is best conducted in an iterative and incremental way. Iteration by iteration, the outputs of OOAD activities, analysis models for OOA and design models for OOD respectively, will be refined and evolve continuously driven by key factors like risks and business values." [Object-oriented analysis and design. Wikipedia]
The DFD example "Coad/ Yourdon's Object-Oriented Analysis model" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the Data Flow Diagrams solution from the Software Development area of ConceptDraw Solution Park.
DFD
Competitor Analysis
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