Digitizing HR Operations using StoHRM

Our Client
Our client is a leading luxury retailers in the Asia-Pacific region.
“With the availability of real-time workforce data to the relevant stakeholders, planning and analytics grew from strength to strength, leading to not only profitability but also enhanced employee experience and engagement.”
Challenges
The company’s HR environment consisted of both in-house and outsourced systems but without proper communication and synergy between the two systems.
- Staff-specific insights were divided between these two systems making it difficult to get a unified view.
- Processes often had to be performed manually for any insights to be gleaned across the various geographical regions in which the company was present.
- Visibility across workflows and process verticals was low.
- The company relied on manual tracking, irregular assessments of performance, and inconsistent performance metrics. This situation had to be addressed without losing time on repeated questioning and examining of the models already in use.
Solutions
AscentHR proposed the digitalization of the entire workforce platform using StoHRM. This meant that the full suite of applications had to be configured for each of the five geographical regions.
Five areas of people management were installed using StoHRM to bring homogeneity in payments, hours of attendance, one-time benefits administration, and other core areas.
StoHRM’s first four arms provided crucial insights integrated into the analytics function, enabling real-time progress tracking through dashboards.
Configurable managerial layers in StoHRM enabled customization of performance management metrics visibility and staffing insights for line and staff managers.
StoHRM’s employee-focused interface allows the configuration of shifts, break times, extra hours worked, and overtime, along with customized complimentary days off.
StoHRM’s cloud-based MPHRO suite facilitates real-time access to workforce information for all relevant stakeholders.
Outcomes
The outcomes from the engagement were:
- Homogeneity in PMS: Consolidated their Performance Management Systems (PMS) under the single HCM tool, bringing in much needed homogenous metrics to be assessed and the appraisal ratings to be assigned.
- No manual effort: The client no longer relies on manual tracking or irregular surveying of performance.
- Full visibility: Productivity lapses and surges are clearly visible and the value-based planning for the future is organic in each division.
- Real-time analytics: Stakeholders can look at team performance as well as the divisional and site statistics as needed.
Conclusion
AscentHR’s efforts brought more than 3500 employees, spread across five countries, under one HRMS for streamlined operations with real-time access to critical workforce data.
The company reeled in all five of its operating locales and enjoyed superior workforce insights from day 1, with better insights as data accumulated.