Client Situation

The client is one of the world's largest Software Product Company. The client has 6 Business Units spread across different locations across the country.

There were multiple touch points for the employees and the client was not able to take advantage of the economies of scale. The processes and policies were also not centralized and harmonized. The strategic objective of client HR management was to give 'One India' experience to all the employees

PeopleStrong Solution

PeopleStrong conducted a detailed As-Is study of the HR process & policies in the following manner-

• Data was collated for 18 policies and 6 HR processes
• Interviews were conducted with the HR stakeholders across all the Business units
• Feedback from line managers were taken to understand their strategic challenges and operational experiences
• Regular internal reviews took place to ensure smooth flow of work
• A core team was created to ensure project governance in place

With the outcomes of this As Is study, PeopleStrong also clubbed the Industry Best Practices as an input to the To-Be processes and policies. The salient points for to be phase were following -

• The processes and policies were put on a complexity-transaction matrix to identify best suited areas which can be transferred to HR Shared Service centre
• A study of possible automaton was also conducted to identify areas where automation will impact productivity positively
• Efficiency matrix were defined including tracking mechanisms to streamline HR operations in future
• Re-engineered policies were created based on the harmonization of individual BU policies

Challenges and Remediation

• With modification in policies, originated a lot of Change Management issues which were dealt with thorough regular communication with all stakeholders and confidence building measures
• Constraints on time availability of HR Stakeholders and Line managers were handled by sharing strategic objectives of the whole exercise as part of a top-down approach
• Policy harmonization as there were huge variations in different Business units
• The nature of business units were different hence contextualization was a key factor

Client Benefits

• Readiness to move to HR Shared Services was identified as a result of this process consulting engagement. A case was prepared to identify a phased manner in which client can move to HR Shared Services
• Exact scope for HR Shared Services center was defined including clearly defined Process tracks , Technology tracks and People track
• Re-engineered processes and policies led to increase in efficiency and productivity
• A consistent 'One India' experience was enabled for all the employees