This document discusses how disruptive technology and changing workforce demographics will impact talent management. It describes how the talent supply chain will become disaggregated, non-linear and on-demand. Employees will shift from being aggregated to micro-targeted consumers. Genpact has adopted a Lean Digital approach to simplify, standardize and consolidate processes across finance and HR functions. This includes adopting cloud tools and applying design thinking to individualize the employee experience. Predictive analytics is now used for retention instead of basic demographic analysis. Genpact's performance management transformation started in 2007 and continues to evolve with new tools like cloud-based goals and feedback apps.

1. Transforming Performance @ Genpact
May 2016

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Blink And The World Changes…

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Blockbuster went from
60,000 employees to
0 in 5 years

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3 mega-forces will change our talent landscape in 2
significant ways
Disruptive Technology
Mobility, Advanced
Robotics, Analytics
Big Data Analytics
Micro tracking
Natural Language
Programming
Millennial Workforce
Social Trading
‘security’ for
flexibility
Talent Supply Chain Will become
DISAGGREGATED,
NON-LINEAR, ON DEMAND
Employees Will Shift From Being An
“Aggregation” To
MICRO TARGETED CONSUMERS
1 2

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Talent supply Chain will become dis-aggregated,
non linear, on demand … high degree of automation
driven by Digital
1

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Employees will shift from being a largely (faceless)
“aggregation” to a micro-targeted “consumer” …
driven by Big Data Analytics
2

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The digital revolution
is being slowed
down by legacy
processes and
technology…

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WHAT IS LEAN DIGITALSM?

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Simplify, Standardize, Consolidate … footprint across Finance &
HR functions
One Genpact
One
Process
One
Policy
One
Technology
One
Reporting
▪ Globally uniform processes
▪ Shared Services Centers
▪ Leaner & global Chart of
Accounts (COA) ▪ Enterprise wide
standards for critical
Finance policies and
HR policies
▪ Consolidation of ERP system
▪ Application rationalization
▪ Cloud adoption
▪ Common prioritized data
masters
▪ Automated reports from
BI; aim to enable self
service reporting
Key Benefits
▪15% Reduction in hiring Turnaround Time
▪40% Application Rationalization
▪ Capture of cost, resources & revenue at the desired level of granularity
▪Consistent & faster Stat. and Management reporting
▪ 25% Productivity Increase: Finance & HR
▪ 5 days Reduction in DSO
▪ 8 days Reduction in period end closing time
▪ 8% Reduction in Revenue dilution

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As ‘employees’ shift to ‘consumers’ apply ‘design thinking’ to
individualize every ‘moment of truth’
Design Principles to Deliver
Consumer Grade User
Experience Analytics beyond ERP
User Centric Design
Speed vs. Scale
Cloud is Step 1

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Example: Floor Management through Double Robotics for User
Controlled Live Feed of Floor…Mobile access/control
• iPad on Wheels for remote monitoring & live
Cam
• Remotely controlled & transmits thru WiFi
• Self-balancing base on wheels.
Multiple ingenuous uses
• Virtual Floor Walks
• Virtual presence at meeting
• Showcasing Operations floor to the clients
• Remote Interactions with teams
• Pre Hire Orientation
iPad
Self Balancing Wheels
Blue Tooth
WiFi

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Example : predictive analytics for employee retention
Earlier
• Attrition analysis was based on basic employee demographics – tenure, Education, Shift, R&R etc.
• Basic HR / People Practices were universally applicable
• Attrition Risk Assessment (EWS) effectiveness was dependent on Supervisor effectiveness
In the Future…
• We can track engagement levels dynamically for every employee based on exponentially more data
elements… 90% prediction accuracy vs 70% for manual assessment
• Drive customized engagement initiatives…cafeteria approach vs. fixed policies

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Adopted cloud
based tools for
goals &
appraisals
1st Company in
India to partner
with SAP
Success Factors
in 2009
Global rollout
across 14
countries, 40K
employees, 8
languages
Our Performance Management transformation journey
that started 7 years ago…

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- Goals on paper
- GE legacy PMS
tool
Partnered with
Success Factors –
moved to cloud
Standardization &
simplification of
appraisal forms
Introduced Performance
Mgmt. on ERP
2009
2007
2004 - 05
2009
2012
2015
2016
2013
- Introduced
Employee
feedback survey
- Introduced
project based
evaluation
&
- Succession
tracking
And the journey continues…
- iPerform
Feedback App

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Genpact HR - IT partnership has been terrific …
valuable learnings on how to deliver exceptional results
1. “Everyone needs to learn Lean Digital ( Technology)” – can’t remain HR or Finance domain
only
2. “Tech Leaders must understand process” and be comfortable diving deep for solutions
3. Need IT pros with a strong point of view and the guts to say it – loudly & clearly
4. “Experts must behave like experts”… ever heard a surgeon asking a patient where to start
cutting?
5. Things will go wrong – Murphy at work – must learn and move on – IT ain’t perfect – even the
space shuttle blew up twice!
6. Bad news first – in English and very clear on impact – don’t pussyfoot it !
7. User is the king – Design thinking critical – else your software will get canned or worse
8. Find out the right question to ask – Technology has solutions to everything (almost ☺ )