Scribd
Upload
665 views14 pages

HR Strategies Adopted in Capgemini

Capgemini is a large French IT consulting firm. It has adopted several HR strategies to align its human capital with its business goals. These include investing in workforce planning capabilities, embracing new ideas for attraction and retention like internal mobility programs, and integrating HR systems, processes, and service delivery with support from global centers of excellence. The strategies help Capgemini evaluate policies, improve team building, monitor progress, and keep the organization legal and competitive.

Uploaded by

dimple
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
665 views14 pages

HR Strategies Adopted in Capgemini

Capgemini is a large French IT consulting firm. It has adopted several HR strategies to align its human capital with its business goals. These include investing in workforce planning capabilities, embracing new ideas for attraction and retention like internal mobility programs, and integrating HR systems, processes, and service delivery with support from global centers of excellence. The strategies help Capgemini evaluate policies, improve team building, monitor progress, and keep the organization legal and competitive.

Uploaded by

dimple
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 14

HR STRATEGIES ADOPTED IN

CAPGEMINI
INTRODUCTION
HR STRATEGY
• A Human Resource strategy is a business’s overall plan for managing its
human capital to align it with its business activities. The Human Resource
strategy sets the direction for all the key areas of HR, including hiring,
performance appraisal, development, and compensation.

• The HR strategy is thus a long-term plan that dictates HR practices


throughout the organization.

• 5 STEPS
Align your initiatives
Align budgets and performance
Strategy After Structure
Staff Engagement
Monitor and adapt
CAPGEMINI

• Capgemini SE is a French multinational information technology(IT)


services and consulting company. It is headquartered in paris, france.

• capgemini was founded by serge kampf in 1967 as an enterprise


management and data processing company. 

• Cap Gemini Sogeti launched US operations in 1981, following the


acquisition of Milwaukee-based DASD Corporation, specializing in data
conversion and employing 500 people in 20 branches throughout the US.
Following this acquisition, The U.S. Operation was known as Cap Gemini
DASD.

• In 1996, the name was simplified to Cap Gemini with a new group logo. All
operating companies worldwide were re-branded to operate as Cap
Gemini.
FEATURES OF HR STRATEGY

• It requires an analysis of the organization and the external environment.


• It takes longer than one year to implement.
• It shapes the character and direction of Human Resources Management
activities
• Helps in the deployment and allocation of organizational resources (i.e.
money, time, personnel)
• Is revised on a yearly basis.
• It incorporates the expert judgment of senior (HR) management.
• It is number-driven.
• It results in a specific behavior.
OBJECTIVES OF HR STRATEGY

• To use various mechanism to build healthy two-way communication.

• To screen out potential managers whose values are not people oriented

• To provide highly competitive salaries and pay-for-performance incentives.

• To guarantee to the greatest extent possible for fair treatment and employ
security for all employees.

• To institute various promotion-from-within activities aimed at giving


employees every opportunity to fully utilize their skill and gifts at work.
NEED AND SCOPE OF HR STRATEGY

• Human Resource strategy focuses on the performance of the organization.


By taking a holistic view of the whole, human resource strategy gives sight
to systemic issues impeding the accomplishment of organizational goals.
Through the successful implementation of key methods that improve the
company’s financial position will an HR activity attain the designation of
strategic.

• Competitive advantage becomes an output of consistently focusing on


human resource strategy. This is possible only when companies work
alongside human resources and implement systems and practices
together. By having the right people in an organization, the company has
an advantage over others with a less productive workforce. High
performing individuals help the organization’s strategic performance.
ADVANTAGE OF HR STRATEGIES

• Helps Evaluate HR Policies

• Improves Team-building

• Helps Monitor Progress

• Keeps the Organization Legal


DISADVANTAGES OF HR STRATEGIES

• Problem with predicating external events affecting HR planning

• Needing constantly monitoring

• Leading to industrial relation problems


BENEFITS OF HR STRATEGIES

• Low training costs


• Competitive advantage through cost minimisation
• Clear link between reward systems and output
• Reward systems designed to encourage creativity and quality
• Allows individuals to fulfil their needs, improving motivation
• High retention rates, low labour turnover and absenteeism
reducing costs 
RECENT TRENDS IN HR STRATEGY

• Purposeful hiring
• A good onboarding experience
• Frequent communication
• Growth opportunities
• Competitive salaries
• Benefits packages
• Corporate social responsibility (CSR)
• Transparency
• Employee wellbeing
•  Diversity and inclusion
HR STRATEGIES ADOPTED BY CAPGEMINI

• Investing in building a workforce planning capability:


A solid foundation of high-quality employee data and analytics feeds the design and
implementation of talent acquisition, learning and career development, succession
planning and compensation planning.

• Embracing new ideas on attraction and retention:


High-potential employees are retained through internal mobility or rotational programs.
Large conglomerates are leveraging career lattices to create networked enterprises with
significant talent mobility and a lateral talent growth focus. Use of social media networks
and employee referrals to source talent is expected to grow across industries.

• Integrating systems, processes and service delivery:


HR business partners supported by global COEs are the drivers of talent strategy.
Strategy is enabled by a solid technology, global processes and a robust service delivery
operational foundation.
CONCLUSION

Human Resources is at a pivotal point in today’s digital economy. We are


in an era where the traditional methods of attracting, hiring, and retaining
employees with the right skills and competencies are no longer viable.
Digital technologies are drastically impacting how employees and job
seekers communicate and connect with organizations. They expect
automated Human Resources (HR) systems that span staffing and
development to performance management. Yet the use of digital
processes in Human Resources is lagging on many fronts. The key is to find
the right partners that will enable HR to deliver strategic value through
digital transformation.
BIBLIOGRAPHY

• https://bizfluent.com/about-6662953-importance-human-resource-strate
gy.html
• https://www.careeraddict.com/hr-strategies
• https://en.wikipedia.org/wiki/Capgemini
• https://www.capgemini.com/in-en/resources/capgemini-and-successfacto
rsr-transform-human-resources/
THANK YOU...

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy