HZL SDR 2017-18

Digital Transformation of HR

At HZL, an unwavering focus of our HR has been to build an organisation of the future. In step with this ongoing objective, the digital HR strategy has been crafted to deliver on the following two objectives:

Help employees shift to a digital mindset

Revolutionise employee experience by transforming the HR processes and systems via new platforms, apps and avenues of delivering HR services

To deliver HR services more effectively and efficiently, we are adopting and implementing digital technology to inject immediacy, transparency and informed decision-making in all key processes such as recruiting, compensation management, learning and development, and talent management.

At HZL, digital HR is a tool for cultural transformation.

The Approach

Platform

Streamlining and integrating our HR processes by bringing them under common platforms - SAP, SuccessFactors and Mobility SAP Fiori

People

Encouraging a culture of innovation and sharing among the workforce and activating a digital mindset through a robust change initiative

Work

Leveraging digital tools and apps to deliver solutions to change the way we work and support continuous experimentation and innovation

The goals

Cost Reduction

Achieve cost reduction through digitisation, process change, outsourcing, etc.

Data Consistency

Create a single system of record for all HR data

Integration

Build an integrated HR data system to perform workforce analytics

Standardisation

Standardise HR data across multiple geographies

Enhancement

Move away from legacy system that was not meeting growing organisation needs

Governance

Establish reliable, consistent reporting for compliance and legal perspective

Efficiency

Enhance efficiency of all processes

The roadmap

explore digital

Payroll COBOL

For cost reduction, enhancement, integration

Employee PF Portal

For enhancement, standardisation

E-Separation

For enhancement, integration, efficiency

do digital

HRMS Implementation

For data consistency, integration, enhancement and standardisation, efficiency

SAP HCM

For enhancement, integration, governance

CLMS Implementation

For enhancement, integration, governance, efficiency

become digital

Mobility App (Fiori)

For enhancement, efficiency

HCM Payroll

For enhancement, integration, data consistency, standardisation

SuccessFactors

For enhancement, efficiency

Nakisa (Organisation structure)

For integration, data consistency, enhancement

be digital

Workforce Analytics

For enhancement

We have reached the stage of 'Be Digital' in our HR digitisation journey by bringing all our HR processes under integrated platforms which are on premise as well as cloud based.

Outcomes of HR Digitisation

Strategic and Empowered HR

With digital HR taking hold and becoming more platform based, business partners are becoming more digitally empowered.

Higher Talent Visibility

Data integration and improved data transparency have allowed our business leaders to get a clear view of the talent, thus, enabling them to take decisions like identifying successors for critical roles.

Goal Alignment

With technology enabling quick and easy cascading of organisation goals, alignment of individual goals to the organisation's mission has become more effective and has helped employees to understand their contribution in the organisation's overall success.

Digitisation has helped us move beyond process redesign and harmonisation to focus on optimising employee productivity, engagement and teamwork. This journey has been a major milestone towards ONE VISION, ONE TEAM.

Delightful Onboarding

The acclimatising programme begins once the employee accepts the offer. All the activities from job description, issue of e-offer letter to form filling and paperwork have been digitised and new hires get through the administrative process quickly and smoothly.

HR Shubhcintak - Online is backed by on-ground support

It is a single point of contact from HR to support end-to-end formalities while joining at the unit which includes plant induction, settling procedures in colony, school admissions for their children and other personal requirements.

This helps reduce the initial confusion and uncertainty faced by all new employees and helps increase their self-confidence, allowing him/her to focus on adding value to the organisation.

Enhanced Career Development and Succession

Planning The digitised employee talent review on SuccessFactors - My HR Canvas, measures the impact an employee has on the growth and success of the business, and identifies high potentials from within who can move into larger roles.
Empowered Employees Employees have the right to own and manage their personal and professional data available with the HR.
Effective Learning Management System LMS is based on the SuccessFactors platform - My HR Canvas. Employees can access training programmes from anywhere and the LMS tracks the learner’s progress, maintains training records, and generates insightful reports.
Progressive Performance Management and Compensation Planning We now have online goal setting, cascading, reviews, calibration and reports. Also the e-compensation planning and management has completely eliminated manual interventions.

Superior Service

We have set up an online HR query management for employees to voice their queries and expect a resolution within a stipulated time frame. This has greatly enhanced our HR service delivery.

E-Separation

Similar to the seamless digitised on-boarding system, an e-separation has been implemented to ensure transparency in the off-boarding process, thereby imparting a pleasant experience for the exiting employee.

Better Contract Workforce Management

Saviour is a biometric attendance system introduced for contract workforce across all locations at HZL and has hugely streamlined the way we manage them. Only system generated gate passes are issued and the entire contract workforce at a given point in time can be viewed on a live dashboard indicating segment, education, skill level, age, etc.