The document details the challenges and strategies in managing a diverse global workforce of over 10,000 employees at Atlantis, The Palm, including the integration of a single HR platform for performance management, payroll, and recruitment processes. It highlights the emphasis on mobile accessibility, datafication in HR, and adapting to technological advancements to improve employee engagement and retention. Key features include real-time attendance tracking, leave management, and personalized performance evaluations tailored to the hospitality industry.

2. Leveraging Technology to manage a Global Workforce –
Perspectives from Managing Technology for Atlantis, The Palm

4. 10,000+
Employees
Multi-lingual
workforce
Spread across
9
countries
Diversified
workforce –
Line
employees to
Executive
Management
Working on
24x 7
shifts
We are…

5. 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

6. 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

7. Global specific
Region specific
Industry specific
Company Specific
Different layers of HR Requirement

8. 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

9. 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- integrated
with 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

10. Workforce administration - Customized
Personal and Assignment screen to capture
multiple attributes of an employee, specific to
the hospitality industry
Buyout – Specific to the hospitality
industry. This will help departments to
schedule colleagues for various hotel
events and on as needed basis, this will
give additional income to colleagues –
Linked to time card and payroll
Time management --Bulk rostering –
One screen capable of doing bulk
rostering of all the employees of a
department for a month in one-go
Hospitality

11. 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

12. Catering to the Mobile workforce
There are
5.2Billionmobile 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.

13. 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.

14. 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.

15. Systems ofEngagement
Moving from Systems of Records
Focus on cleaner,
simpler user interfaces
to

16. 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

17. 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

18. Thank you