Online Voting Systems for Human Resources

Kuorum covers any process in which the HR department needs to gather a formal decision or opinion from the workforce: union and works council elections, the election of occupational safety representatives, workplace climate surveys, consultations on changes to collective bargaining agreements or work schedules, votes by internal committees (equality, health, ethics), and ad hoc employee sentiment surveys. Everything is managed from the same dashboard, with different templates depending on the type of process.

The platform allows you to configure independent processes for each work site, each with its own roster, calendar, and applicable regulations, while centralizing monitoring in a single dashboard for corporate HR. This is especially useful in companies with multiple collective bargaining agreements or staggered renewal dates for employee representatives across different locations.

For a simple internal survey, setup typically takes less than an hour: upload the employee roster, draft the question, and set the start and end dates.

For more complex processes, such as union elections—which involve candidates, polling stations, and official records—the Kuorum team works closely with HR throughout the entire process to ensure that all legal requirements are met.

The goal of the Kuorum product is to empower HR to work independently: creating surveys, defining questions, scheduling dates, and viewing results requires no technical knowledge or IT involvement. IT is typically only involved if the company wants to integrate the voter registry directly from its HR system (HRIS) via API or SSO.

Yes, the processing of employees’ personal data (demographic information, identification, results) is carried out in accordance with the GDPR, with data encryption and anonymization of votes. Personal data used to identify voters is kept separate from the voting data itself.

Yes, it is possible to import the employee roster directly from HR systems through integration or file uploads, eliminating the need for staff to manually maintain duplicate lists. This is especially useful in companies with high turnover, where the roster changes frequently.

It depends on whether your employment relationship is classified as “senior management” ( Royal Decree 1382/1985) or a standard employment contract. Article 16 of that Royal Decree expressly excludes senior management from both voting and running as candidates in union elections.
However, if the HR position does not meet the requirements for senior management (full autonomy and powers equivalent to those of the company owner), that person is eligible to vote just like the rest of the staff.