Kerzner International chooses Ramco HCM
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Transcript of Kerzner International chooses Ramco HCM
Leveraging Technology to manage a Global Workforce –Perspectives from Managing Technology for Atlantis, The Palm
10,000+Employees
Multi-lingual workforce
Spread across
9countries
Diversified workforce –Line employees to Executive Management
Working on
24x 7 shifts
We are…
Different Nationalities, mix of blue and white collar workforce, country-specific leave rules and tax elements
Diversified Workforce
where performance management and job recognition is key to employee motivation
White collared
workforce
where appraisal and compensation is closely tied to time & attendance, shift scheduling, overtime
Blue collared workforce
Integrating data from multiple systems & locations where
network availability can be a challenge
10,000+ workforce multiple devices to handle
Time & Attendance data is the biggest challenge
IT Challenges
HR challenges
We Faced
Cloud model
On-premise’
Bahamas
O&O Ocean Club
Dubai
Kerzner International
Atlantis The Palm
Dubai
Mexico
O&O Palmilla
Australia
O&O Hayman Island
South Africa
O&O Cape Town
O&O Reethi Rah
Maldives
Mazagan Beach Resort
Morocco
O&O Sanya
China
Dubai
O&O Royal Mirage
Dubai
O&O The Palm
O&O Le Saint Geran,
Mauritius
Implementation of single integrated HR platform
from Ramco
Global specific
Region specific
Industry specific
Company Specific
Different layers of HR Requirement
Performance Management for all colleagues across all locations
Mobile enabled Employee Self Service
to empower all employees including the remote workforce
Employee records management – all centralized
Standardization of processes across global offices
Region Specific
Payroll – All the ATP and Kerzner related policies and UAE statuary are fully covered and addressed, multi-currency salary handling, payment of Buyout and OT (linked to time card). Interfaced with Bank and PeopleSoft financials (cost allocation to multiple cost centres)
Visa tracking- integratedwith recruitment
Leave Management – Leave Planner, six month advance alert in visa and passport expiry on every leave transaction
Planning to integrate with PI (Predictive index portal)
Air ticket Management - entitlement, eligibility self and dependent,
Monthly auto-accrual
Workflow
Workforce administration - CustomizedPersonal and Assignment screen to capturemultiple attributes of an employee, specific tothe hospitality industry
Buyout – Specific to the hospitalityindustry. This will help departments toschedule colleagues for various hotelevents and on as needed basis, this willgive additional income to colleagues –Linked to time card and payroll
Time management --Bulk rostering –One screen capable of doing bulkrostering of all the employees of adepartment for a month in one-go
Hospitality
Time card: Integrated with the hand punch system, real time
punch-in and punch-out which will help departments to review
exceptions and approve accordingly. Handling of Split shifts
and calculation of lieu days off and overtime (logic is entirely
different in hospitality)
Meal interface: Interfaced with turnstile system
Recruitment: Lots of enhancements and features
developed for Kerzner, fully integrated with career portal,
workforce and visa management system
Position-based salary ranges: routed to separate workflow if any
new hire or status change is outside the salary ranges
On-boarding: Date of joining freeze, auto payment method;
auto payset mapping, auto schedule mapping and auto
ICARE Mapping, meal entitlement
Catering to the Mobile workforce
There are
5.2 Billion mobile devices and
1.6 Billion smart phones,
while only
789 Million laptops and
743 Million desktop PCs.
This means that your employees, most of whom are more than likely to have a smartphone, are 2-
5 times more likely to access your HR applications on their phone than they are on their PC.
Exploit mobile devices further
NFC-enabled mobile phone as an attendance kiosk.
A phone with GPS can be used for time-logging
Facilities such as GPS and NFC in a phone can help organizations manage work better.
The Datafication of Human Resources
While
Finance, Marketing, and Supply chain organizations have been implementing analytics solutions for decades,
HR is now just starting to get serious.
Training feedback, surveys, polls etc.
For recruiting
For collaboration, informal learning
For tagging talent
Millennials expect to be able to collaborate via social channels, and HR is no exception While this may be challenging from a security and data protection angle, it’s a must-have capability
Adapting to a New Business Environment
On-boarding experience of new hires
Annual appraisal vs. regular feedback
Getting a sense of employee engagement
Proactive retention of top talent