AIRE RH®

Intelligent Automated Efficient Tracking and Constant HR Control

What is the problem? Where is the problem? Who do we report the problem to?

AIRE RH is an Artificial Intelligence engine that analyses your company's Human Resources databases 24/7/365, regardless of the software you use, to ensure legal, financial and operational protection.

Can run independently in any company, or integrated with Coprava Capital Humano (CCH).

AIRE RH Best Ideas Award from Actualidad Económica

  • What kind of aspects does it control?
  • Main features
  • AIRE RH in my company
  • What communication channels does it use?

What kind of aspects does it control?

    The job involves constantly analysing company data to check that it complies with the guidelines, mainly in terms of:

  • Legal control of HR
  • Operational control of HR
  • Productive control of HR
  • Control of agreements and hours
  • Economic control
  • Documentary control

    • In addition, there are other types of controls in the day-to-day management of people in a company, such as those aimed at requesting and approving holidays, notifications when CVs are received through any channel or simply on the proper use of the systems.

Main features

  • How many controls does the system have?

    We provide more than 100 algorithms at different control points

  • HR monitor in real time

    AIRE HR incorporates an innovative system for real-time monitoring of all HR events taking place anywhere in the company.

    This viewer allows the company's activity to be monitored and diagnosed, enabling any incident to be prevented and acted upon from the moment it occurs.

  • Labour Reform and future obligations How does it help to comply with the law?

    Both for the recent legal changes introduced and for foreseeable future changes, the system guarantees the company the mechanisms to achieve legal security, given that it is responsible for alerting the different parties involved to workers who are in possible violation of the law. The reduction of working hours is a current example

  • Since when has it been in effect?

    From the outset, the analysis algorithms track the current situation of the workforce, always meticulously analysing the worker's hiring history. We are talking about an automatic initial audit. In this first phase, an immediate return is obtained, since the system already provides a report of workers in possible legal fraud, due to chains of contracts, work shifts that do not comply with the % of working hours for those types of contract, and many others.

  • And then?

    Day-to-day life is the main focus of problems. AIRE RH places its controls at the different points in the day-to-day life where errors can occur: hiring requests, contract modifications, substitutions, leaves of absence, control of mandatory or expired documentation, etc.

AIRE RH in my company

  • My volumes. Does the system adapt to my size?

    Any product within the Coprava Capital Humano (CCH) suite, as is the case with AIRE RH, guarantees operation at any volume of employees. The system already operates in several companies with tens of thousands of employees, but it also currently does so in smaller companies (hundreds of employees), but where the organisational complexity is similar to that of large companies, and where the law does not vary between them.

  • My organisational structures, activities and businesses. Does the system adapt to all my casuistry?

    CCH is the most flexible system on the market. Since its creation, it has been able to adapt to any type of business structure, activity or business. CCH already operates in diversified companies that were looking for a transversal system

    Now, with the arrival of AIRE RH and more specifically for the legal controls of HR, this becomes very important, since, although the law is the same for everyone, there are agreements (in many particular cases) and this is where the complexity comes in when it comes to control.

  • My controls. How do I configure them? What does my legal department think? Can I develop them further?

    The system starts with a standard that, in terms of legal and operational HR controls, covers all current possibilities. In addition, the step prior to developing the algorithms has been to submit all cases to specialised legal review. Both now and in the future, the system is configurable and can be adapted to any parameter change that is required, always subject to a double specialised legal review, that of Coprava as the manufacturer and that of the company's legal department as the user. If future changes require new algorithms, working closely with the manufacturer, as is the case, guarantees the rapid implementation of the new functionalities.

  • My systems. Is it compatible with my applications?

    AIRE RH has multiple connectors with most products on the market

What communication channels does it use?

Email, digital Post-it notes to the user, on-screen validation, etc. Depending on the point at which the system is operating, the information is managed in one way or another. Let's look at two examples:

  • 1. In order to monitor and warn about compliance with the agreed limits on workers' hours (daily, weekly, monthly, annual, % of working hours according to their contract, etc.), the system scans at night and sends an email with a detailed PDF report of the possible workers and dates with a conflict.
  • 2. In order to warn about a worker who, according to the data provided for their contract, is at risk of legal fraud, which would automatically convert them to a permanent contract, with the consequent cost to the company, the system warns in the same hiring request module, to prevent it from going ahead. This control is also duplicated in the daily tracking, given that there may be workers who, after a period of time in the company, have entered a period of chaining because they have not resigned.

    • What types of controls are there?

  • Notifications of legal control of workers (including the Labour Reform): contract durations, types of contracts allowed, periods of inactivity, maximum percentages of contracts, age for internships or training, etc.
  • Notifications of procedural control of the company: recruitment workflow, compliance with onboarding procedures (occupational risk prevention, training, etc.), departure procedures (return of material, necessary signatures, etc.)
  • Notifications of control over daily management: limits on planned hours, limits on agreements, limits on hours worked, limits on special hours (overtime, union hours, etc.)
  • Financial control notifications
  • Absenteeism control notifications
  • Production control notifications
  • Documentary control and approval notifications
  • Control notifications for attendance and working hours registration
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