HUMAN RESOURCE MANAGEMENT PROJECT

SECTION –C

SUBMITTED BY: -
Yash Bontalwar (202021021;202021021@imtnag.ac.in;9399291916)
Niharika Dujari (202022036;202022036@imtnag.ac.in;9836370022)
Simran Agarwal (202022043;202022043@imtnag.ac.in;7748035110)
Pulkit Jain (202021009;202021009@imtnag.ac.in;8239803800)
Ruchit Gupta (202021024;202021024@imtnag.ac.in;9079619088)

SUBMITTED TO:-
Dr. Smita Singh (Dabholkar)
Associate Professor- HR and OB

Companies under study are:-

Adobe Inc.
SAP Labs India
Accenture
IT Sector
Information Technology in India is an industry consisting of two major components: IT
services and business process outsourcing (BPO).  The sector has increased its contribution to
India's GDP from 1.2% in 1998 to 7.7% in 2017. According to NASSCOM, the sector
aggregated revenues of US$180 billion in 2019, with export revenue standing at US $ 99 billion
and domestic revenue at US$48 billion, growing by over 13%. As of 2020, India's IT workforce
accounts for 4.36 million employees. The United States accounts for two-thirds of India's IT
services exports.

About Adobe
Adobe Inc. is an American multinational computer software company. Incorporated in
Delaware and headquartered in San Jose, California, it has historically focused upon the creation
of multimedia and creativity software products, with a more recent foray into digital marketing
software. Adobe is best known for its Adobe Flash web software ecosystem, Photoshop image
editing software, Adobe Illustrator vector graphics editor, Acrobat Reader, the Portable
Document Format (PDF), and Adobe Creative Suite, as well as its successor Adobe Creative
Cloud.

HR Practices at Adobe Inc.

Adobe has employee strength of around 21000 around the globe. It has been selected as the
Adobe Inc. believes in maintaining the core values that drive its culture and make them integral
to its ecosystem at any point of time in order to help the employees feel that they are the integral
part of the organization. They get the best tools and technologies for the work. They also give
special attention to the health and education of its employees. They give importance to
diversity at the workplace by sponsoring all women events, training and mentoring women
employees. Adobe has extremely thoughtful benefits and policies for its employees.
Some practices that give extra edge to the Adobe in terms of Best Place to work are –
 Women Executive Shadow Programme 2.0 – This Programme is a mentorship
Programme which allows the participants to be tagged to senior leaders for 3 months.
 They select the best employees through rigorous selection process and map them to the
best mentors based on their tasks.
 Diverse Workplace – They conduct an external third party gender audit in order to
establish a benchmark for understanding the pay gap and the distance that need to be
covered in terms of gender pay gap. In India, Company has bridged the gap from 96%
parity to 99% parity in gender pay.
 Leading@Adobe Programme – Under this Programme, Adobe gives leadership training
to their employees according to their own way and their own time. They provide an
extensive library of materials from videos to guides and toolkits. It also provides virtual
training labs and Leadership Insight guest speaker series.
 Flexible Schedule – In order to help the employees, find the work life balance Adobe has
introduced the flexible Schedule program for the employees. They give different
incentives related to working hour schedule under this Programme. Under this program
they give facility like Occasional work from home, Adjusted Work Schedule, part-time
schedule, etc. to the employees in order to give them more flexibility while working.

These are some of the programmes that helped the Adobe Inc. to get feature into the best place to
work survey. There are many other things like globally equal compensation, better work-life
balance, better opportunities, etc. which keep the adobe in the best place to work list.
 IT SECTOR
Information Technology in India is an industry consisting of two major components: IT
services and business process outsourcing (BPO).  The sector has increased its contribution to
India's GDP from 1.2% in 1998 to 7.7% in 2017 .According to NASSCOM, the sector
aggregated revenues of US$180 billion in 2019,with export revenue standing at US$99 billion
and domestic revenue at US$48 billion, growing by over 13%. As of 2020, India's IT workforce
accounts for 4.36 million employees. The United States accounts for two-thirds of India's IT
services exports.

SAP LABS INDIA

SAP India is the fastest growing subsidiary of SAP SE, the world's leading provider of business
software solutions. SAP India began its operations in 1996 with headquarters in Bangalore and
offices in Mumbai, New Delhi, Kolkata, and a direct presence in nine cities across India, besides
having marketing associates in Sri Lanka and Bangladesh.
Declared as the ‘Hub of the year in Asia Pacific and Japan” in 2007, SAP India witnessed an
unprecedented growth of over 100% both in terms of license revenue and customer acquisition.
SAP is at the centre of today’s technology revolution. The market leader in the enterprise
application software. SAP helps organizations fight the damaging effects of complexity, generate
new opportunities for innovation and growth, and stay ahead of the competition.

HR PRACTICES AT SAP
The three primary criteria i.e. Honesty, Transparency and Trust that makes SAP Labs a great
workplace. SAP India shares that employees are a part of the solution and not the problem. SAP
Labs’ management ‘un’conference allows a bottom up approach to management. Employees
are also the chief designers of every major policy and subsequently, they present it to the
management forum for a decision. Policies like in-house childcare centre, sabbatical, work-from-
home, reward and recognition policy etc., were the brainchild of the employees with HR and
leadership playing a facilitator’s role. A recently launched program called ‘In the Spotlight’
provides opportunity for managers to become the HR head for a day. This initiative enables
managers to learn the complexities of a senior leadership role. Employees appreciate the culture
that embraces work-life balance, training & development opportunities and collaboration,
all of which contribute to make SAP Labs a great workplace.
SAP Labs India which has more than 5000 employees in India spread across various campuses
yet it does not have a system of recording or monitoring the attendance time in and out.
This clearly reflects a message to all employees regarding the faith that the organization has
on the employees and considers them as responsible employees. In fact, this system has
helped to build a culture of trust and bonding of the employees with the organization.
SAP Labs India started Social Sabbatical program, which sends high-performing employees
into emerging economies such as South Africa, India, Brazil, and China. During these
assignments, employees support entrepreneurs, NGOs, and government agencies, with the aim of
positively impacting the regions economically and socially; they also gain a better understanding
of how to effectively operate in these geographies.
SAP Labs India has a launched 'Care for Life Fund' Programme, essentially the classic
employee benevolent fund, which is a purely voluntary, employee-funded and employee-
managed Programme. This fund provides financial support to employees and their families in
times of unexpected and unforeseen emergencies.
With a goal of 'building the best people managers' in the industry and instilling a sense of pride
in being a people manager, SAP launched ManaGeRIGHT with a cross-functional, cross-
departmental group of colleagues. This Programme is built around three pillars of vision (job
vision, job positioning and exposure on-the-job), skill (assessing and benchmarking at different
levels of the management) and community (information sessions, networking and peer groups,
pride and exclusivity, events and celebration). It is a customized, structured and sustainable skill-
development framework where they focus on unique learning methodologies and
unconventional delivery of training to engage and build managerial capability.
Some of the other key initiatives are:
1) Propel Plus or Leading Foundations, an initiative that is designed to develop future people
managers on managerial competencies
2) Manager Day, an initiative to bring all the managers under one roof.
3) Cutting Chai Series: This is an informal interaction between employees and senior leaders to
not only discuss key management success factors, but also build a closer rapport with leaders and
network beyond department silos.
SERVICE SECTOR
The services sector is not only the dominant sector in India’s GDP, but has also attracted
significant foreign investment, has contributed significantly to export and has provided large-scale
employment. The sector contributed 55.39% to India’s Gross Value Added at current price in FY20*.
GVA at basic prices at current prices in the second quarter of 2020-21 is estimated at Rs. 42.80 lakh
crore (US$ 580.80 billion), against Rs. 44.66 lakh crore (US$ 633.57 billion) in the second quarter of
2019-20, showing a contraction of 4.2%. According to RBI, in September 2020, service exports stood
at US$ 17.28 billion, while imports stood at US$ 10.13 billion.

ACCENTURE SERVICES PRIVATE LIMITED

Accenture, a top global professional services company, provides a wide range of services and
solutions in strategy, consulting, digital, technology and operations (Accenture, 2019). Its wide range
of clientele includes Fortune Global 500 and governments. In 2013, when the U.S citizens were
having difficulties in enrolling health insurance on Healthcare.gov website, a team of 500 highly
skilled employees from Accenture trumped dozens of companies and solved the enrolment issue in
only six weeks, resulting in Accenture securing a five-year, $563 million contract for the ongoing
services and maintenance for the federal government. Accenture has built extraordinary business
performance in the past decades. The revenue in 2019 was $42.2 billion which is almost triple what it
was in 2005.

HR PRACTICES AT ACCENTURE
Great performance happens when you give your best at work”.

The above lines said by Unmesh Pawar Global HR MD had a very striking meaning which means that
great performance happens only when you do something you are good at and truly passionate about.
So, in an organization where everybody is only working on what they are passionate about and, on
their strengths, then an environment is created with engaged and highly potential employees.

Recently Accenture has been found in a survey by AVTAR Group & Working Mother Media as the
number one organization for women to work in India:

 Now employees of Accenture are allowed to take a leave of 22 weeks for adopting a child or in
case of Surrogacy. Earlier the organization had 8 weeks of paid leave for adoption.  Not only
this, one month of additional paid maternity leave to cover for illness, if any, and additional
three months of unpaid leave based on the requirement or demand in the family. Apart from the
 paid Leave, the employees also can avail the wide range of facilities such as assistance
programs, pre- and post-maternity counselling sessions, discounted childcare services and
interactive parenting workshops
 Accenture – It has a Meritocracy Policy which has reference to various sexual orientations
which is being communicated to employee’s right from the time of Induction, training on
diversity etc. Accenture has a Global LGBT network which brings all LGBT employee
together for networking, information sharing and mentoring.
 It has formed a community for all the female employees called ‘Vahini’. Vahini deals with
various sort of problems that a female employee may come across during the on/off working
hours. It helps in discussions and conducts seminars/workshops on financial issues and also
educates the women employees to become good parents.
 Accenture refined its skills pipeline, developing "Job Buddy" software that allows employees
to examine what their skills are, what areas of their work are likely to be automated, and what
training will help. Among the pilot group for the Job Buddy system, 85% of workers used it to
assess their jobs and enroll in new training.

Hiring the Right People

In order to hire the right people in the increasingly competitive workforce, Accenture takes a proactive
approach to recruiting, such as sending senior employees to university campuses for career fair and
information sessions. Accenture also embraces technology in résumé screening, conducting creative
assessments such as online games for testing cognitive traits and attributes that match the company’s
top performers. With technology, not only could extended time of administrative work and the daily
processes by human resources be saved, but also the match of candidates will be increased. Another
strategy of Accenture in hiring the right people is that they make the hiring announcements and job
listing informative and welcoming. They have a section ‘‘Meet Our People’’ introducing staff’s
background, a day in their life and their advice, the section ‘‘Jobs like Me’’ with related positions and
job descriptions are underneath. This is extremely helpful for both applicants and the company.
Because many times, if the reality of the job nature, culture or working environment is found unfit
after candidates on board, it would significantly affect the work performance or even cost more time
and money for the company to hire another one.
Interview “Accenture” Team leader
Q1. How learning and development of employee take place in Accenture?
Answer: Every year we have upskill program on latest tech sponsored by company and
employees are encouraged to take it.
Q2. What specific culture/step Accenture take to keep its employee engaged?
Answer: We have by weekly fun, quiz, and tik tok videos competition among employees.
Q3. Specific HR practice that make your company unique?
Answer: Proper consideration given to needs of organization and employee.
Q4. Is there any specific HR practice that you really like about Accenture?
Answer: Apart from compensation, initiative taken to improve mental health of employee.
Q5. What Accenture specifically look in annual performance review?
Answer: Apart from delivery, ideas and innovation on automation.
Q6. Specific steps taken to improve physical and mental state of employee?
Answer: Good work place arrangement provided and training given to keep employee fit and
healthy.
Q7. Does Accenture provide protection against insecurity like COVID situation?
Answer: Health insurance are given to each and every employee.
Q8. Would like to comment on employee benefit provided to you?
Answer: Yes it is appropriate and satisfactory as per market standard.
Q9. Are their program/ practices that promote fairness and justice at work?
Answer: If employee has any grievances against any practice they can raise it which is solved on
immediate effect.
Q10. Would you like to comment on steps taken by Accenture so that you could have ideal
work life balance?
Answer: Work from home is promoted in adverse conditions.

Name: - Ankit Boratwar

E-MAIL ID: - ankit.boratwar@accenture.com