Sai Life Sciences is a Contract Development & Manufacturing Organization (CDMO) focused on providing innovator pharma companies with drug discovery, CMC development, and cGMP commercial scale manufacturing services. With a strength of 2000+ employees spread across India, Sai Life Sciences wanted a solution that could help them move to a more integrated, aligned, value-adding system of HCM.
The HR Tech Vision
The HR vision at Sai Life Sciences is in sync with the organization vision as a whole, which is to become one of the top three CDMO companies by 2020.
They recognized the role that their human capital is going to play in realizing their vision.
Therefore, their prime focus was to boost employee experience and satisfaction while working towards reducing attrition and employee turnover rate.
And for doing it right they wanted to leverage technology to facilitate this. To put it simply, the objective was to move to a paperless, efficient, and integrated HR management system that simplified everyday tasks, and helped boost employee productivity.
The Business Challenge:
The earlier technology the company used was an HRMS along with MS-Excel, a standalone leave application software, and offline paperwork to manage their HR related data. Maintaining data this way was a difficult task in itself. Hence, deriving insights from it was seemingly impossible. They also tried using continuous feedback and performance management with this combination, but they were not successful. Primarily because the overall process was complicated, workflows were not proper, the process was disintegrated, self-service was missing, and the system was also not scalable.
Choosing The Right Fit:
Sai Life Sciences required a technology that completely digitized and streamlined their HCM framework to empower their employees. After much deliberation, the company selected the Darwinbox platform which was:
- Mobile-focused with a UI that mirrors consumer apps
- High on user experience
- Offers seamless collaboration among employees
Darwinbox brings everything together and is a one-stop shop that could address their HCM needs and empower their human resources.
Impact of adopting a new-age HCM technology:
Simplified Roster Management - Having all the processes and data made everything easier. Roster management became more aligned and well regulated. The digitalisation of the HR processes has also resulted in a major cultural shift for blue-collar employees.
New-Age Performance Management - Performance Management was another major change. They have successfully run two cycles on the system now, and the third has been triggered.
Centralized Information - The new HCM technology has become the single source of truth for the organization by integrating with other systems for permissions.
Audit-Ready Data - As a part of the FDA audit, attendance, core HR and leaves were audited. The organization is now even more future ready as the process of data gathering for the audit has been streamlined.
