Article: Role of HR in digital transformation journey at Jindal Steel

HR Technology

Role of HR in digital transformation journey at Jindal Steel

Digital enablers are driving change across the supply chain. Heres how Jindal Steel is dealing with this change.
Role of HR in digital transformation journey at Jindal Steel
 

Digitalization is not merely automation of transactional systems and processes, but is inherently a mindset change

 

At JSPL, we challenge ourselves to constantly learn and adopt newer technologies. Be it the customer facing practices or our manufacturing and supply chain backbone; we believe that the adoption of digital enablers will be the key success factor for us in the times to come. All our plants are SAP based and level-2 automated that seamlessly connect manufacturing and supply chain. We have an online platform to reach out to our customers where they can track order status with payment details in real time. We take pride in sharing that we are among the very few B2B organizations to have recently launched an online shopping portal which brings our products at the doorstep of the customers without any hassles. All information regarding our locations, sales contact details and our 1800 strong dealer network is easily available on our website. In addition to bringing about consumer awareness about JSPL, we actively engage on various social media platforms, such as Facebook, twitter, LinkedIn. In an age where consumers can easily access information, it is our endeavor to lead with transparency and share latest developments in the steel and construction industry.  

With the help of digital technology, efforts have also been made to improve various processes. For our financial system, we use ‘SAP BPC’ (Business Planning & Consolidation) software for capturing budgeting, reporting and consolidating financial statements. We have a shared accounting services department which has automated processes for invoicing, approvals, bank guarantees, etc. And our ‘Capex Portal’ helps us in making quick capex decisions by accurately calculating cash flows, NPV & other parameters.

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Key interventions by HR in digital transformation

We have introduced ‘On-boarding Touchpoint’ wherein once an employment offer is made to a candidate and he/she accepts it, an online link is sent to update all personal information, which gets directly reflected in the SAP employee data. Majority of the joining formalities are automated so as to save time from hiring to on-boarding. We have a robust online Performance Management System (PMS) for goal setting, recording KRAs and competency mapping – it is a paperless process and promotes a performance driven culture. We encourage and enable our employees to continuously build on their capabilities and to be ahead of the learning curve, and in view of this, we have put in place an online ‘Employee Self Service’ platform, which at the touch of a button provides basic information on the employees’ leave, attendance, payroll, entitlements, etc. 

With our focus on learning and development, we have initiated 'GyanDrishti’, our Learning Management System (LMS) that is a self-learning platform which provides skill enhancement training material across functional, technical and behavioral dimensions. It provides access to compliance and regulatory training modules and latest business literature. It is just-in-time training where the employees are empowered to choose the pace and content of learning. GyanDrishti also acts as a platform for employee interaction. To further the agenda of employee engagement, we have an intranet portal called ‘JSPL Connect’ which showcases company information to employees like policies, recent achievements, awards & accolades received, important announcements, messages to employees from the leadership team, posting of internal jobs, provision for any suggestions that employees would want to give to management etc. 

Overall, digitalization has helped in achieving speed, efficacy and probity in all our systems and processes. We have a dedicated analytics tool called ‘ClickView’ which has a direct interface with SAP systems to highlight metrics, dashboards & trends. With the help of this data-driven approach, talent practices in our organization have become one of our strategic capabilities and talent data is always integrated with the organization’s business data.

Conclusion

Digital is changing the way we operate and is here to radically disrupt HR and redefine the future of the human resources function. Digital interventions have significant implications on employees, managers, and leaders. Talent management has become less of a centralized HR activity and more of an activity that is embedded in the fabric of everyday business. Digital is breaking silos and removing boundaries between HR and business lines, between consumer applications and enterprise applications, between layers in the organizational hierarchy, between business processes and HR processes, and in-fact between work and personal life as well. Digitalization is not merely automation of transactional systems and processes, but is inherently a mindset change that seeks to adapt, upgrade and modify our working mechanism through front end technology.

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Topics: HR Technology, #Digital Transformation

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