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.

Systems of Engagement

Moving from Systems of Records

Focus on cleaner, simpler user interfaces

to

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

Thank you