SCHWING Stetter India is an established manufacturer and supplier of construction equipment. The company caters to more than 30 countries and presently has more than 10,000 customers. They have multiple branches. This implementation was done for the Chennai unit, which comprises of 5 production plants.
Workforce: 800 staff employees and 1500 contract workers.
The in-house application’s utility was confined to basic functionalities and was not streamlining their human resource functions.
Their key focus is performance system, and the on-premise system was not able to respond to the organization’s extensive performance management objectives.
One of the key challenges with the existing system for performance was that system could not support the upload of large amount of performance evaluation data of more than 800 employees. There were instances of the system crashing, whenever their employees would log in in high numbers.
The customer has a very elaborate quantitative approach-based performance appraisal system. Their measurement criteria and rating process is defined and set. Even Oracle has the provision to select a rating from a list down value. However, the customer wanted a provision for a value to be entered.
The customer was yet to use a self-service portal. HR function was responsible for managing all data.
The customer wanted Oracle HCM Cloud Performance Management to modernize and automate their performance management process, while being able to get actionable insights into performance progressions and alignment to organizational objectives.
However, they also wanted a system that could offer configurable performance evaluation templates that can accommodate their organization’s well-serving performance processes.
The company has implemented Oracle Core HR and Oracle Performance Management.
Setups: Competencies and qualifications required for performance management were defined. These employee objectives are aligned with the business strategy and goals.
Performance Roles: Roles were defined, descriptions added, roles made available for performance document and associating questionnaires to the roles.
Appraisal Workflows and Workarounds: A self-service-based appraisal system was configured where employees would do a self-rating. This rating was not to exceed a certain system recommended range. In case it exceeded, then system will not accept, displaying error.
This feature was enabled on the calculation logic developed by ennVee. The customer has been using a logic and pattern for evaluation. Multiple case scenarios were used to come to this unified calculation logic.
The customer had a very defined approach for employees to rate themselves and the manager to allocate ratings subsequently. They wanted workarounds to be done in the Oracle’s workflow to support these rating approach. The process requirement was such that there were rating ranges configured for each role based on defined parameters like criticality and non-criticality of the role. Every employee’s self-rating would be subjected to this configured range.
Looking at the customer’s processes, ideally a PaaS system could be designed to respond to each of these requirements, which could be integrated to Oracle. This is because enabling self-service concepts to such extent would be best supported with a PaaS solution since it would need extensive validations and provisions to store values.
However, ennVee developed and offered multiple customizations, instead of resorting to a PaaS solution. All these workarounds were built as separate report and then incorporated in the same page.
Below mentioned are some major customizations that were offered.
As part of the change management initiative, it was important for the users to be enabled to adopt the transformed process. This was a major transition for the users to move from using their in-house application to Oracle modern practice. To this end, ennVee had designed an extensive training program to help users get aligned with the changes.
Rather than simply pursuing ‘train the trainer’ program, ennVee took special initiatives in training the most part of the user base. ennVee offered a batch wise approach to training where users were teamed into clusters based on roles. These trainings involved an in-depth explanation and hand holding of the tool.