CASE STUDY

ARVIND REVAMPED ITS ENTIRE ORG STRUCTURE TO

ACHIEVE A SIMPLIFIED YET EFFECTIVE FRAMEWORK
FOR 7000+ EMPLOYEES ACROSS 16 GROUP COMPANIES.

MISSION | CHALLENGES | EVALUATION | RESOLUTION

About Arvind
INDUSTRY
A fashion powerhouse that is also building new age homes; Arvind as a brand stands
Textile & for being one while being many. A USD 1.7 bn conglomerate, the plethora of business
apparel avenues that they have ventured into while being deeply committed to driving social
impact is commendable. In fact, just to get an idea of the scale of operations; here are
some numbers:
HEADQUARTER
Today, the fabric made by Arvind can go around the earth 6 times over.
Ahmedabad
2 pieces of apparel are sold by an Arvind managed brand, every second in India.

Arvind owns 22 global patents for environmental solutions and is the

SIZE largest fire protection fabric producer in the country.

Also managing 15 global apparel brands like Tommy Hilfiger, US Polo, CK,
7000+ GAP, Nautica, and Sephora.
Employees
Since 1931, Arvind has been engineering endless possibilities and believes in touching
peoples’ lives through innovative and pioneering solutions. So when it came to touch-
ing their own people’s lives at work through HR Technology, they expected their band
of choice to be nothing short of the very best.

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CASE STUDY

CHALLENGES

Arvind’s Vision to
Leverage Technology

Pre Implementation
Arvind Limited was using a global HCM solution. The basic problem was thought and process alignment.
Arvind’s business needs were not being met with it mainly due to the lack of customization and presence of
multiple, scattered systems. To add to it, the much-needed ease of use was missing. The old system was highly
IT-dependent, which meant that the HR had to coordinate with both IT and the third party to get even the most
minor tasks done.

Some important new age features were missing. And due to the orthodox UI, a lack of relevance to the
modern, millennial workforce was felt.

Not only did the product take over a year and a half to implement, but as implementation was done by a third
party, a lot of functionalities were not being leveraged optimally. 3 different vendors who did implementation
lacked complete knowledge of the product. Thus, a lack of transparency was felt.

As their license was going to expire in another two months, they were keen on finding a partner that was not
just a technological fit but also a process and culture fit.

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CASE STUDY

EVALUATION

How Did Darwinbox Go On To

Become The Brand of Choice?

An existing client referred the product to team Arvind and after a thorough evaluation of other systems in the
market, Darwinbox was chosen as the ideal HR Technology partner for the brand. While the tool met expectation,
UI was clean and intuitive, the mobile app was present, it was the other softer aspects that sealed the deal for
team Arvind. The spirit of ownership shown by team Darwinbox was impressive. What was seen as an impossible
timeline by other vendors, was seen as a challenge at Darwinbox. One that had to be accomplished at all costs.

Implementation
Within the stipulated timeline of 6 weeks, exhaustive process mapping & sign-offs were completed. Darwinbox
was implemented at Arvind for 7,000+ employees across two organizations: Arvind Limited and Arvind Brands.

Biometric SSO Active ORAPPS - in- Career Page

Directory house apps

Change Management
The tool is intuitive and easy to use thus it basically led to its adoption. Extensive training was not needed. From
an org point of view, the core HR module was key. But for the employee, it was not all that relevant. Being a
phased out implementation, snippets from the product are strategically revealed to see how employees react.
Adoption is also generated through collateral like e-mails, posters, danglers etc..

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CASE STUDY

RESOLUTION

What Problems Did Darwinbox

Solve For Arvind?
The org architecture was revamped to make it more relevant, transparent, organized and up to date. No. of
departments was reduced to ⅓ of the original.

A culture of self-service in HR has been introduced. There is no huge dependency on IT anymore.

Through integration with ORAPPS, a fresh look at existing employee data was taken. Over 60 fields per
employee with mandatory validations were re-looked at.

Payroll has been implemented and is all set to go on autopilot mode from Jan cycle.

Mobile was incorporated into the mainstream HR function. It saw widespread adoption.

Even the ease of use of the product has been recognized and appreciated. 80% of the employees voted for
the product through a recent survey.

With new plants coming up all over India, a future-ready org structure and manpower planning is needed.
Through Darwinbox, formalized manpower budgeting happened for the first time with different levels of
approvals.

The organization is moving from multiple systems to a unified system for HCM - a single source of truth.

Analytics was initially a challenge due to the complex org structure and scattered data. With unique job and
department codes introduced by Darwinbox, it has now become easier than ever to leverage critical org
data through analytics.

See how Darwinbox can drive

transformation for your company?

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