At Oneteam it's possible to give certain roles and user permissions to admins within the app. You're able to do this for organization admins and community admins. In this article, we will show examples that are most often used.
Examples of organization roles:
Academy Manager: It might be that an external party in an organization creates the onboarding and eLearning modules. We can imagine that it would be undesirable that this person also has access to all communications in the communities or has the possibility to manage employees.
Communications Manager: In such a case, for example, one could choose to only have access to the “Organisation message management”, where one can only create, view, and delete organization messages. It is then not possible, for example, to manage the company style or add/remove employees in “Employee management”.
Community Manager: It might be desirable that admins from the organization only have the permissions to make changes in the various communities in the organization dashboard. This includes adjusting the groups, as well as appointing administrators, and adjusting general settings within these communities.
HR Manager: It might be desirable for employees working in the HR Department to only have access to the “Employee management”, where they can add, change and delete employees. You can also choose to give them access to, for example, “Organisation group management”, because it may be desirable that they also have the possibility to create, change or delete organization groups.
It's also possible to give certain roles to employees within a community.
Examples of community roles;
Schedule Manager: For example, you could specifically give a team leader within a community the permissions to create and/or modify schedules for employees. Optionally, you can also combine this with “Flexchange management”, if you would like this person to be able to approve or disapprove shift changes as well.
Team Leader: As indicated in the example above, there are several options available. For example, you can make team leaders responsible for "Colleague management”, enabling them to add and delete employees, "Flexchange management”, enabling them to approve or disapprove shift changes, and “Onboarding management”, enabling them to view the statistics of this and follow-up employees.
Key User: Especially in the initial phase when using the app, it pays to designate some so-called “key users” who post useful information on the timeline. We often see that adoption is faster and employees will be more engaged. Such an employee could, for example, only be allowed to mark messages as important, edit messages, view their statistics, and manage community groups (“Communication management”).
If you want advice, or more specific examples suitable for your organization, please let us know! In that case, please contact our live chat and we'll help you. 👉