Digitalisation in HR

Submitted by : Rasika Mahesh More

Enrollment no : 19BSP2173
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Contents

 Introduction

 SIP Progress till date

1. Gamification of induction module
2. Hirecraft
3. Talent acquisition
4. Online onboarding

 Porter’s five five forces analysis

 SWOT Analysis

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Introduction:
Digitalization in an organization has been a part and parcel of the organization structure.
However, digitalization in HR activities is something in which various organizations are
planning and working on the same. This digitalization can be in the aspects of training,
hiring, employee engagement, learning, and development. This report includes my work
which is related to the digitalization of HR activities. Currently, I am working with the
digitalization activities of the induction module, hiring, talent acquisition, and online
onboarding.

SIP Progress till date:

Gamification of Induction module:

Gamification is the application of game-design elements and game principles in non-
game contexts. It can also be defined as a set of activities and processes to solve
problems by using or applying the characteristics of the game element.
Induction: Employee induction is the first step of welcoming new employees to the
company and preparing them for respective roles. Induction is the introduction and
orientation of the employee in the organizational culture and showing the employee how
interconnected he is to everyone in the organization. An induction module contains:
Mission and vision
Values and philosophy
Company policies
Dress code
Health and safety rules
Personnel practices
Time scales
Holiday routines
Maps about canteen, washroom, meeting rooms and board rooms.
CSR
Expectations from employees.
The L&T Realty manpower requirement is identified by two means which are
replacement and new requirements. Replacement comes into picture when a person is
either resigning or retiring from the organization. New requirement occurs according to
the need of the department's heads or upcoming projects. Both of these are uncertain,
hence induction is carried out every three months for the new employees. As some
employees might have to wait for a longer duration for their induction process. That is
why we are introducing gamification of induction modules. This can help in their
ongoing induction sessions at any time and help them acquainted with the organization's
culture, departments, and their roles and responsibilities. Gamification of the induction
module can help the employees understand the organization better with the interactivity
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of the games. This can lead to employee's positive perception of the company, learning
without fear of mistakes, creating engagement amongst the employees and learning.

Vendors in the field of gamification were to be found which would help the company in
fulfilling their expectations. Various vendors were found, however, we had to narrow
down to one. Hence the vendors were asked to share their commercial details, clientele,
work for various companies and proposals. According to the proposals received, each
company proposal was assessed based on :
• Time
• Cost
• Quality
• Experience
• Delivery
• Maintenance
• Clientele.
According to the parameters vendors were narrowed down to the top two. Meeting
regarding the same conducted through Skype.

Hirecraft:
Hirecraft is an automated online system that helps to keep track of the recruitment cycle.
Hirecraft involves the online submission of the requests for a specific position which is
then ahead approved by the head. There are various roles which take part in the process
namely:

1. Line Manager -
Can create a request for a particular position, edit the request before approval by the
department head, shortlist CVs, interview feedback and view the status of candidates and
request progress.
2. Department Head-
Can create a request for a particular position, edit the request before approval by the
department head, shortlist CVs, interview feedback, view status of candidates and request
progress and approval of CTC/ offer letter.
3. Head HR-
Can create a request for a particular position, edit the request before approval by the
department head, shortlist CVs, interview feedback, view status of candidates and request
progress and approval of CTC/ offer letter.
4. Recruiter Head-
Can create a request for a position, assignment of requests to recruiters, view status of
candidates and request progress and approvals on CTC/ Offer letter.
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5. Recruiter-
Cannot create the request of a particular position. It can approve the candidates allotted
by the recruiter's head.

This whole process of hirecraft helps in streamlining the recruitment process which is
easily tracked by all the roles on each level.
Testing of the various roles whether they are being able to use the way expected. Till now
testing of line manager and department head is done. In the coming days, other roles
testing would also be done. This testing procedure also can help in identifying the exact
region which needs to be improved from the developer's side also in understanding the
importance of a specific task in hirecraft.

Talent acquisition:
Talent acquisition refers to the process of identifying and acquiring skilled workers to
meet your organizational needs. The talent acquisition team is responsible for identifying,
acquiring, assessing, and hiring candidates to fill open positions within a company. The
manpower requirement can be either by replacement or new requirement. In L&T Realty
currently, manpower mapping is taking place for filling up the senior position in the
company as soon as possible, within the least amount of time. The senior positions
include AGM, DGM, Heads, GM, CXO, CFO, and MD. Hence manpower mapping helps
in keeping the data ready for the employees from the other organization who wish to join
our company. There is an interview process through which the candidates have to go
through to get selected. As L&T Realty is a real estate type of organization hence it looks
forward to the employees of the real estate sector. With the help of linkedin.com,
naukri.com and many more online job portals we find the candidates and they are then
called for the interview process.
As the tapping of senior positions has been taking place, junior-level position employees
are also mapped accordingly. Junior level positions can include executive, senior
executive, assistant manager, manager, senior manager.
Being a real estate company L&T Realty needs to have good sales and marketing
employees which can help the company succeed. Hence getting the details of employees
through LinkedIn of the employees at all the levels can help in acquiring the new
employee as soon as possible. Finding out the candidates online and adding them to the
tracker through which we can keep the data ready and understand their credentials. This
tracker involves columns such as:
• Name
• Position applied for
• Department
• Current employee
• Designation

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• Qualification
• Total years of experience
• Current CTC
• Expected CTC
• Mobile number
• Email id
• Remarks
• Status
Remarks and status are filled once the candidate is interviewed.
To date, I have prepared the trackers for Lodha, Godrej Properties, Shapoorji Pallonji,
Piramal Realty, Kanakia spaces, Mahindra life spaces, Kalpataru, Wadhwa group, and
Adani Realty.
These trackers are stored as a record and for tapping more employees organization chart
is made to find the missing employees.

Online Onboarding:
Onboarding, also known as organizational socialization, refers to the mechanism through
which new employees acquire the necessary knowledge, skills, and behaviors to become
effective organizational members and insiders. As L&T Realty is trying to build an online
recruitment system, online onboarding can help in reducing paperwork and manual
efforts. I can also reduce the chances of errors. For online onboarding, vendors are to be
found which can help in building an online process. Hence finding out the various
vendors which can help us in doing the same is the first task. Identifying the various
vendors in the market for online onboarding and comparing their available website details
to narrow down to a limited amount of vendors.

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Porter's Five Forces analysis on the Real estate:

• The threat of new entrants- Low

The initial investment in setting up a real estate company is very high since the raw
material costs have to be arranged by the developer in the earlier stage i.e. there is no
advance payment from the customer. New players in this sector find it difficult to win
projects since the real estate sector projects also consider the track record of the
developer. Economic downturn across the globe and an increase in the number of real
estate construction and development companies have reduced the profitability of the
business. Cost reduction plans in terms of real estate for office space are being carried out
by many companies. So this is kind of a dampener for new companies as well as existing
companies. The new players in this sector are expected to be affected the most.
Bargaining power of buyers- Moderate
Powerful customers can exert pressure to drive down prices or increase the required
quality for the same price and therefore reduce the profits in the industry. Customers
significantly influence business operations in real estate. Customers do possess a threat of
integrating backward.

• Bargaining power of suppliers- Low

There is a lower switching cost in changing suppliers for raw material (cement, bricks,
paint, etc.). There is a negligible threat of forwarding integration by suppliers. There are a
large number of suppliers of raw materials for the real estate sector. The bargaining
power of suppliers is low in this case.

• The threat of substitutes- No threat

There is no substitute for the real estate sector for real estate construction and
development. So the threat of substitutes for the real estate sector is seemingly nil.

• The intensity of rivalry- High

The rivalry is strong because of the large number of real estate firms operating in India
and around 40 companies are listed on BSE in Construction and Contracting- Real estate.
The product (i.e real estate space) cannot be differentiated. There is minimal profitability
considering the status of the current economy and so only companies with high cash
reserves would survive. The intensity of rivalry is, therefore, high.

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SWOT Analysis of Larsen and Toubro Realty:

Strengths:
• Well-known brand name.
• Risk management in land sourcing.
• Diversified portfolio.
• Superior execution.

Weakness:
• New in the real estate sector.
• Reach is limited to few metro cities.

Opportunities:
• With RBI'S rate cut, there can be a boom in the real estate sector.
• There are largely untapped markets in various cities.

Threats:
• Infrastructure safety is always a risk.
• Emerging competitors.