Sapient HRPPT

Sapient Corporation | HR
Case Study
Date : Saturday, March 20, 2010

Sapient Corporation | HR
Case Study
Sapient was founded in 1990 with a single promise:
"To do whatever it takes to deliver the right business
results, on time and on budget."
 Sapient is a public company, headquartered in Boston,

it maintain a strong global presence with offices across
the United States and in Canada, Germany, the
Netherlands, India and the United Kingdom.
 Sapient is a global services firm that innovates in

marketing, technology and business operations. They
operate two service groups:
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Sapient Corporation | What it
Does
‘Sapient Interactive’ and ‘Sapient Consulting’.
 Sapient Interactive provides brand and marketing strategy,
award wining creative, web design and development,
ecommerce and emerging media expertise.
 Sapient Consulting provides business and IT strategy, process
and systems design, program management, package
implementation, systems integration, testing & outsourcing.
 Recent Acquisitions : 17th June 2009 - Sapient acquired Nitro
Group, a leading global advertising network that serves major
clients such as Mars, ConAgra, Volvo, Nike and Foot Locker.
 Now it is
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Mission & Vision
Purpose
 Being a great company enabling human potential
Vision
 Sapient is renowned for creating extraordinary experiences,

unprecedented outcomes and fanatical advocates.
Core Values
 People Growth, Leadership, Creativity, Relationships, Client-

Focused Delivery, Openness
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People Success (HRM)
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Recruitment and Selection
Goal
• “People we look for” - Passionate about
making a difference to the business
• Consulting skills – communication,

presentation, facilitation
• Cultural fit – do I want the person on my

team?
• Have a sense of urgency to create change
• Team orientation
•Strong on aptitude and hands-on domain

experience
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Recruitment and Selection
Recruitment Sources
 Employee referral system (internal)
 People portal (intranet)
 External
 Job boards to attract candidates across domains.
 The external job descriptions include a brief summary of the
role and outline the primary responsibilities and requirements,
including education and experience guidelines
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Selection Process
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Recruitment
Keeping Sapient People Connected &
Aligned
Statistics (Sapient Global

Operations)
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Career Framework | Career
Planning
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Career Framework | Career
Planning
Enabling human potential is the foundation of Strategic Context and
enabling your career growth is the purpose of the Career Framework
 Expectations with respect to your title
 The role you are playing, typical roles you can play, and what is
required to be successful
 The various career paths available to you
 A framework for planning your long term growth
 How all its internal people processes will connect with Career
Framework
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Performance
Assessment
 Performance Assessment is an important step in the Performance
Management process. Supervisors assess the actual and relative
performance of individuals against the objectives/expectations set
 360 degree appraisal,
 Rating scale method
 Open Feedback
 Good compensation
 I grow with You, grow with me
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Compensation
» Payroll
 Decided on the basis of individuals expertise

» Benefit
• Bonus & Equity Plans
• Pension & Retirement Plans
• Vacation and Time Off
• Disability, Life & Accident Insurance
• Health Care Benefits
• International Travel: Health Insurance
• India car lease
• Tuition Reimbursement
• India Meal Coupon
• Corporate Credit Card
• Car Fuel and Maintenance Reimbursement
• American Airlines Discounts
• Club Membership
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Learning & Development | Sapient
Approach
Kirkpatrick Model
There are three ways to develop people:
 Structured learning
 Informal learning through assignments
 Coaching
L&D focuses on influencing behavior with structured learning and coaching
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 New Hire Curriculum
 Intensive and consistent across all geographies
 Domain and role specific trainings to help people succeed in their
role @ Sapient
 Ongoing Regular Curriculum
 Career Stage Curriculum
 Processes and Tools
ning
 Consulting Skills
 Domain Skills (Practice specific)
 Technology
 QA
 Interactive
 Industry Training
 Sales Negotiation/Consultative Selling Skills
 TRM Institute
 Digital Ecommerce Institute
 Outcome focused learning programs
 Performance Management Series : Managing Expectation for
Center
Performance and Coaching For Performance

 Mandatory Training
 Training tied to career stages/titles
 Completion of current title and next title trainings mandatory for
promotion
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Learning & Development - How
sapient looks at ROI
It measure the value at three levels:
 Increase revenue – focus here is
making people billable, e.g. Inner
workings, TRM Institute
 Develop knowledge and skills – the
majority of its programs, measured
in Learning Units
 Reduce training costs – through
eLearning, smarter procurement,
logistics to reduce travel
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Safe and Healthy Work
culture 24x7
H1N1 Preventive measures
Cab Squad with women
Desk security & Lockers
No Cabin Culture
Weekly meeting
Security Top 10
Buddy Concept
Daily Meeting
Good Employee Relation
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Comparative Study
#1 Microsoft #2 MindTree #3 Sapient
India Consulting India
Source : BT-Mercer-TNS Study, Business Today, Nov. 18, 2007

Issue
OLB-Hewitt Salary Survey 2008, Outlook, June 1-14, 2008
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Recommendatio
ns
No Work Life Balance

Relative Score
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Thank You….
11/24/10

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Sapient Corporation | HR

Date : Saturday, March 20, 2010

 Sapient is a public company, headquartered in Boston,

 Sapient is a global services firm that innovates in

 Being a great company enabling human potential

 Sapient is renowned for creating extraordinary experiences,

 People Growth, Leadership, Creativity, Relationships, Client-

• Consulting skills – communication,

• Cultural fit – do I want the person on my

• Have a sense of urgency to create change

•Strong on aptitude and hands-on domain

Statistics (Sapient Global

Performance and Coaching For Performance

Source : BT-Mercer-TNS Study, Business Today, Nov. 18, 2007

No Work Life Balance

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