Sonar6 Demo, Class # 6

Saw a very interesting demo on Sonar6 couple of weeks before and I have been wanting to write few lines on it since then. It’s a great tool for conducting performance appraisal reviews. It can easily be configured and works well on all kinds / types of performance appraisal systems whether be it an MBO or a 360 degree or even a simple rating scale system.

It geared my interest further as I have had an opportunity to be with a team that designed a highly complicated MBO module which took extensive training to be given to the employees (this includes even the top management) for them to understand the concepts like KRA’s and mapping them to the organizational goals, weighing your achievements against the set goals…...etc. And the most difficult part of all, are at the time of rating performances and deciding whether the tool is bias free in order for it to be successful in the first place. That, to a great extent, determines a tools acceptability and notion of fairness in the process. Sonar6 would have helped a lot with it where the feedback mechanisms are very fast and current and hence very less chances of error.

Highly cost effective and has a huge client base (over 5000 I believe) and fully works on saas technology. Security standards are high and offer a 30 day trial period before entering into an agreement.

The only aspect one should be aware of is a possible buyout but then, the risks are minimal as the acquirer won’t possibly bring in too many modifications rather it could just be one of those cash cows that yield them huge profits.

Saonar6 also has the potential of adding more platforms like succession planning, compensation etc in the future. What more? TCS (a TATA group) which is a huge Indian multinational company with 30000+ employees uses Sonar6 which is very convincing. A simple yet powerful tool to keep in mind.

Charter

Problem Statement

The Company has large volume of open positions and hence massive hiring requirements. All recruitments are primarily dealt with head hunters. No additional effort is taken in introducing innovative recruitment methods or in making use of technology that could result in higher deliverables. No effective feedback utilization mechanisms so as to find out the reasons for attrition. Cost of recruitment is massive due to lack of technology usage.

Customers

o       Hiring Managers

o       Potential Recruits / Applicants

o       Top Management

Business Case

The volume and cost of recruitment was huge, which was primarily because of Company size. An effective measure to control the cost and thereby making the entire process more effective was not done. Effort in integrating technology in the hiring process would have resulted in reduced cost and would have also reduced the time for filling positions by half. Also, capturing the exit feedback into system as a corrective mechanism would have proved very vital in reducing attrition in the entire company.

In Scope

o       Making use of technology like SAP ERP HCM model or ZOHO as an effective e-recruitment tool.

o       Redesigning the Company website into a recruiting platform in inviting suitable applications.

o       Using video conferencing facility as an initial screening mechanism before the final / panel interview.

o       Using SAP (existing model) in capturing employee exit feedbacks so as to take corrective measures.

Out of Scope

o       Top Managements acceptability.

Success Metrics

o       Cost effective way to fill positions.

o       Faster recruitment process which is a time saver.

o       Reduction in idle time, which will in turn increase productivity and reduce cost.

o       Getting into the roots of issues through feedback mechanisms thereby reducing attrition itself.

o       Better time utilization in doing other HR initiatives.

Deliverables

o       Study of the current recruitment system and its improvement areas.

o       Competitor survey.

o       Top Management and Divisional Head’s buy in on the plan.

o       Pilot study in manufacturing plant locations.

o       Budget.

o       Communication plan.

o       Implementation.

o       Measuring success and feedback mechanisms.

Resources

o       Hiring managers input on available e-recruiting tools and software’s.

o       Divisional Heads input on the chosen e-recruiting tools.

o       Vendors input and Top management’s input on a suitable design and cost considerations.

o       Talent Management’s input in utilizing SAP as a feedback integrating mechanism.

Solution Options

o       Changes the hiring process by bringing in technology - Zoho recruit.

o       Add e-recruiting platform to the existing SAP framework.

o       Make more use if SAP as an effective feedback and correction mechanism.

o       Continue with the existing process itself.

About Your Company

o       Mid size (10,000+), Pharmaceutical, Public Ltd Company,1965, 14 counties and in 5 continents.    

o       Mission clarity, Performance-based compensation and reward programs, Customer-focused, High accountability standards, Demonstrated support for innovation.

 o    SAP, highly adaptive to technology and believes in investing heavily in technology.

 o    Windows / Explorer / No mobile.

Tech class!

So, it’s my second post…..long time!!! Creative writing itself is a challenge and then, writing on technology makes it tougher than all… I loved my last class. Especially the demo on Zoho was very interesting and helpful. A very simple and economical tool, very suitable for startups and mid-size companies and yet it delivers what it promises. I’m definitely going to keep this one in my mind and I am sure that it’s going to be useful onetime in my career. Another, interesting discussion was on Project Management and defining its critical path. Very interesting and result oriented function to be in. Challenging and yet satisfying for any employee who has the ‘learn all do all’ approach. Eagerly looking forward to my next class and learning something new…